A comprehensive, "how-to" guide, designed to not only educate HR professionals on the investigative process--but to also identify the root causes to internal investigations, so preventive measures can be implemented that reduce future cases. This practical guide provides a solid process for how to handle allegations of harassment, hostile work environment, discrimination, FMLA abuse, misuse/theft of company assets, employee misconduct, and other typical HR issues. Additionally, this guide will help to dramatically improve skills in conducting witness interviews and reduce the time it takesto actually complete an investigation. Let How to Conduct Internal Investigations: A Practical Guide for HR Professionals be your go-to guide every time you face a challenging employee relations' issue or a potential violation of organizational policy. Improve your knowledge...improve your confidence...enhance your skills as a professional in learning effective strategies and techniques for properly conducting investigations. In this informative guide, Natalie Ivey, seasoned HR consultant and investigator, leads you step-by-step through the investigative process from initial complaint to conclusion of an investigation. Things you'll get from this guide: -How to recognize dysfunctional organizational behaviors that lead to investigations, so you can take steps to avoid them -Learn what happens when the leadership "light bulb" doesn't come on and supervisors fail to enforce organizational policies -Understand the legal obligations that require employers to conduct investigations -Learn how to prepare questions and interview witnesses using the Bulls Eye technique -Learn how to conduct witness interviews to cut through the nonsense, save time, and minimize "he said/she said" cases -Learn how to select appropriate and safe interviewing locations -Learn how to gather the "trifecta" of evidence: documentary, physical, and testimonial -Learn how to manage political interference when handling investigations to minimize negligent retention issues -Learn best practices in handling disciplinary action and terminations to avoid stepping on legal land mines
About the Author: Natalie Ivey, MBA, SPHR is President and CEO of Results Performance Consulting, Inc., (RPC), a company she founded in 2002 that helps individuals and organizations improve performance through HR management consulting and leadership and professional development training programs. Prior to founding RPC, Ms. Ivey worked in leadership positions in operations management, organization development, and HR management with several global service brands including Hilton, Avis, Budget Rent a Car, and American Express. During her years in leadership with these Fortune 500 organizations, Ms. Ivey often partnered with corporate security, fraud and risk departments, and external partners on internal investigations involving misuse of assets, theft, substance abuse, harassment and discrimination, FMLA and workers comp fraud, and labor and employee relations' issues. Since 2002, she has consulted with clients on how to turn around dysfunctional work environments to minimize employee complaints and reduce the risk of litigation. Her experience in leadership enables her to connect with supervisors and managers to help them "get" HR and risk management through improving leadership behavior and competency development. Ms. Ivey's firm, RPC, is a strategic business partner with HRCertification.com and HR Training Center, premier providers of continuing education programs for the HR profession. Ms. Ivey is the instructional designer of The Internal Investigations Certificate Program and The Certificate Program for HR Generalists, both HRCI accredited training programs delivered throughout the U.S. Ms. Ivey's academic credentials include an A.S. degree in Travel and Tourism Management from Johnson & Wales University, a B.S. degree in Business Management from the University of Phoenix, and an M.B.A. in Management from Western International University. Ms. Ivey has worked with clients including the Eleventh Judicial Circuit of Florida, Mercury Insurance, the United States Agency for International Development (USAID), the Miami-Dade School District's Civilian Investigative Unit, Community Unit District 300-Chicago, SUPSHIP-Groton, a liaison with the U.S. Navy and Electric Boat Corporation, and numerous smaller employers throughout the U.S.