Appraising Credibility, Reaching Conclusions & Writing the Investigative Report: Steps to Minimize Harassment Liability

Writing the investigative report actually begins from the very beginning of your investigation and continues throughout the process. This webinar will discuss the intricacies of writing the critical final report of your investigation that may be discoverable (all documents that must be provided to opposing counsel in case of a lawsuit) if an employee files a formal charge with the EEOC or your state’s human rights department, or if you are sued. A number of critical actions are required as part of your investigation. These include determining the credibility of each interviewee, corroborating evidence and reaching a conclusion. In order to write a thorough report, investigators must make a decision as to whether the investigated misconduct was a violation of any laws or policies and present these findings in an objective, accurate, and concise manner. An in-depth comprehensive investigative report memorializes the investigation and can be evidence that an investigation actually occurred to minimize your liability.

• Learners will receive an in-depth outline of the critical elements in an investigative report
• Learn what needs to be documented regarding the credibility of each witness, target, and accused
• Learn how to corroborate evidence
• Learn how to draw conclusions
• All of which must be included in the report to minimize liability

• Discuss the critical elements of the investigative report
• List frequently missing elements from reports
• Appraise the credibility of each interviewee
• Describe how to reach conclusions
• List required follow-up actions

In my experience as an expert witness for harassment, discrimination, and bullying lawsuits, human resources professionals do not know how to do an investigation and do not know-how to document and write a final report which is critical to ensure employees’ civil rights are not compromised. Knowing how to write a the formal investigative report may save a tremendous financial burden on the organization due to the issues outlined in the first bullet. An the investigation that is not documented basically did not occur.

• Human Resource Professionals in all industries

Dr. Susan Strauss is a national and international speaker, trainer and consultant. Her specialty areas include management/leadership development, organization development, communication, and harassment and bullying. She is an expert witness for discrimination and harassment lawsuits. She trains and consults with business, education, healthcare, law, and government organizations from both the public and private sector. Dr. Strauss has authored over 30 book chapters, books, and articles in professional journals. She has been featured on 20/20, CBS Evening News, and other television and radio programs as well as interviewed for newspaper and journal articles. She has her doctorate in organizational leadership, is a registered nurse with a bachelor’s degree in psychology and human services, a master’s degree in community health, and professional certificate in training and development.