How to Conduct an Internal Harassment and Bullying Investigation to Determine Facts and Minimize Lia

  • 179.00 Dollar US$
  • Published date: May 16, 2019 07:31
  • Modified date: May 16, 2019
    • Delaware City, Delaware, United States

The EEOC requires that employers receiving a complaint, or otherwise learning of alleged harassment in the workplace, to "investigate promptly and thoroughly...take immediate and appropriate corrective action by doing whatever is necessary to end the harassment, make the victim whole by restoring lost employment benefits or opportunities, and prevent the misconduct from recurring". That's a tall order to ensure a just and fair handling of a harassment complaint - an essential order that all organizations are required, by law, to follow. The investigation process is, perhaps, the most critical element in dealing with harassment. In cases that have gone to court it is often due to inadequate or absent investigations of complaints. Do you know how to conduct an investigation? This program will cover the intricacies of conducting a harassment investigation.

Speaker Profile:

Susan is Keynote Speaker at ComplianceKey. She has worked as a registered nurse (RN) in a variety of nursing specialties. She has also been the director of healthcare quality improvement, director of education and development, and held other healthcare leadership roles. One of Dr. Strauss's areas of expertise is with bullying and harassment in healthcare- working as an expert witness for lawsuits, training, and conducting investigations. She researched physician abuse to RNs in the OR to determine if the abuse varied based on the gender of the nurse.

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