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Overview : This webinar will cover how to recognize, avoid, minimize, and deter retaliation during and after investigations. We will review best practices in regards to avoiding retaliatory conduct both during and after investigations. Lastly, we will also cover what to do in the case of an employee claiming retaliation in regards to an investigation Why should you attend: Retaliation is merely revenge. To Shakespeare is famously (and incorrectly) attributed the quote, "Revenge is a dish best served cold." Regardless of the origin, they are true words as written and even used in many a movie, including the Godfather and Star Trek. The words convey an infamous but universal and immediately understandable meaning. A professional investigation helps an employer defend against legal liability and sends a message to employees that they work for an ethical company. Nevertheless, when employees are retaliated against during and/or after investigations, it may pose even more liability to the company than any initial complaint or incidents. Areas Covered in the Session: Defining what is retaliation, an adverse action, a covered individual, and protected activity Preventing retaliation during an investigation Minimizing the chances of retaliation after ending an investigation When, how and with whom to follow up with after an investigation Leaving an effective paper trial How to investigate a claim of investigatory retaliation Who Will Benefit: Managers Branch Managers Store Managers HR Generalists HR Managers Plant Managers Management Business Owners Teri Morning, MBA, MS, SPHR, SPHR-CA is the President of her own HR Consulting firm. She has over 15 years human resource and training experience in a variety of professional fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit company structures. She has consulted with employers on their problems and trained managers and employees for over 10 years, enjoying traveling the country extensively, meeting and working with employees from all types of businesses. In addition to a MBA, Teri has a Master’s degree in Human Resource Development with a specialization in Conflict Management. She was certified by the State of Indiana in mediation skills, is qualified as a Myers-Briggs practitioner and holds the dual SHRM certification of a Senior Professional in Human Resources (SPHR) and Senior Professional in Human Resources – California (SPHR-CA).
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