Bermuda College

Course outcomes

• Course will provide business owners, HR professionals, and/or company leaders with knowledge of anti-harassment and anti-retaliation laws, the internal investigation process, the consequences of ignoring or mishandling employee complaints, risks involved if an employee files an EEOC claim/lawsuit and different considerations that apply to investigations involving supervisor/management misconduct.
• Course will provide students with key leadership skills, methods, and techniques to help better handle employee-related issues/problems before they become serious formal complaints. Students will also understand the importance of supporting company policies, and management’s role in ensuring that harassment, at any level, does not occur in the workplace.
• Course provides students with HR forms, investigation check-off lists, interview scripts, investigation guidelines, sample investigation findings reports, sample employee reprimand notices, sample policy against harassment, and Do’s & Don’ts for conducting difficult employee investigation determination meetings with the complainant & the accused.with difficult-personality employees and potential legal issues.

Course objectives

• Course covers best practices for effectively conducting workplace investigations related to harassment, sexual harassment, discrimination, employee retaliation, hostile work environment, and management misconduct.
  
• Students will learn the purpose and scope of the investigation process; EEOC requirements for conducting a prompt and thorough workplace investigation; difference between a formal and informal employee complaints & how to minimize legal risks.
• Students will acquire step-by-step investigation guidelines, including required company policies, procedures, HR forms & check-off lists, interview scrips, note-taking, and interim actions while investigation process is being completed.
• Guidelines for assessing investigation findings; deciding corrective action steps, necessary investigation summary reports (for complainant, the accused, and HR records), and EEOC’s position on employee confidentiality, obligation to notify the complainant and the accused of the investigation findings, required employee training, and steps for implementing stronger controls and company policies.
• Students will learn EEOC definition of a “good-faith investigation,”  “standard of proof,” EEOC employer notification if employee files an EEOC claim, how to prepare the employer statement of position, EEOC investigation timeframe, right-to-sue letters, mediation, and employee settlements.

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