Wednesday, March 25 | 1:00 - 3:00 PM EST


for a sneak peek into the comprehensive Workplace Investigations session. This promotional session will provide a high-level overview of the key concepts and critical skills covered in the main webinar. Designed to empower HR professionals, managers, and leaders, the main session dives deep into best practices for investigating workplace misconduct, including harassment, theft, retaliation, and more. You’ll learn how to conduct fair and impartial investigations, document findings effectively, and minimize organizational liability while fostering a positive work environment.

Attending the main webinar will give you practical tools to navigate the art and science of investigations, including building rapport during interviews, ensuring compliance with laws, and crafting thorough reports. If you’re ready to enhance your skills, protect your organization, and uphold workplace fairness, this is a must-attend event!




The Investigation Process – A Blend of Art and Science:

Key Considerations Before Starting an Investigation:

Main Event:<h4><a href="https://www.ethicent.com/courses/workplace-investigations-101-a-2-hour-virtual-seminar" data-link-type="custom" target="_blank">Master Workplace Investigations: A 2-Hour Online Seminar for Professionals</a></h4>Wednesday, March 25 | 1:00 - 3:00 PM EST
Join our Introductory Webinar for a sneak peek into the comprehensive Workplace Investigations session. This promotional session will provide a high-level overview of the key concepts and critical skills covered in the main webinar. Designed to empower HR professionals, managers, and leaders, the main session dives deep into best practices for investigating workplace misconduct, including harassment, theft, retaliation, and more. You’ll learn how to conduct fair and impartial investigations, document findings effectively, and minimize organizational liability while fostering a positive work environment.

Attending the main webinar will give you practical tools to navigate the art and science of investigations, including building rapport during interviews, ensuring compliance with laws, and crafting thorough reports. If you’re ready to enhance your skills, protect your organization, and uphold workplace fairness, this is a must-attend event!


Promo Key Learning Points:Understanding Workplace Investigations:<ol><li>Beyond harassment—exploring other forms of misconduct (e.g., theft, safety violations, retaliation, etc.).</li><li>The role of HR, management, and external investigators in the process.</li></ol>The Investigation Process – A Blend of Art and Science:<ol><li>Balancing compliance and documentation with rapport-building and sensitivity.</li><li>Creating a safe and structured interview environment.</li></ol>Key Considerations Before Starting an Investigation:<ol><li>Identifying whether a formal or informal approach is required.</li><li>Assessing the need for legal counsel or external specialists.</li></ol>Conducting Effective Interviews:<ol><li>Strategies for interviewing complainants, accused, and witnesses.</li><li>Managing uncooperative participants and reducing stress during interviews.</li></ol>Documentation and Reporting Essentials:<ol><li>Capturing accurate details for liability protection.</li><li>Writing formal investigation reports and documenting findings.</li></ol>Legal and Ethical Compliance:<ol><li>Understanding confidentiality, defamation risks, and evidence collection guidelines.</li><li>Ensuring fairness and minimizing liability risks.</li></ol>Why Attend?<ol><li>Gain insights into best practices for conducting impartial and defensible investigations.</li><li>Learn tips for identifying credibility, recognizing deception, and gathering evidence.</li><li>Enhance your ability to create thorough documentation and actionable reports.</li></ol>

Human Resource

Margie Faulk is a senior-level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors.  Margie has provided small to large businesses with risk management strategies that protect companies and reduce potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.

Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace and regulations. 
Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part of an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s training.

Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE). 

Margie Faulk

PHR, SHRM-CP HR Compliance Advisor/Speaker HR Compliance Solutions, LLC

Free

FREE

Promo: Master Workplace Investigations

As a human resources professional or professional responsible for employee relations, it is probably the phone call or office visit you dread the most. When an employee calls to allege serious misconduct by a coworker, workplace investigations certainly follow. In today’s fast-paced business world, where employees are increasingly aware of their rights, and employers are under constant scrutiny, conducting a workplace investigation has become a critical tool for maintaining a healthy workplace culture. And for most employee-related events, the workplace investigation process would not be complete without an investigation interview.


A workplace investigation can have far-reaching implications on an organization, from ensuring compliance with legal requirements to improving employee morale and engagement.


Not every office scuffle or misunderstanding warrants a formal workplace investigation, especially if the complainant and the respondent agree on what happened. In many cases, the problem can be resolved through a simple conversation with the offending employee. For example, if the situation appears to be mainly a personality conflict or rudeness, rather than serious wrongdoing, then you might decide you don’t need to formally investigate. An informal approach could be best if it’s a matter of miscommunication or misunderstanding of company policy. Do you need to gather more facts from other employees or relevant documents?


When you are not sure, it’s better to conduct a formal investigation immediately. If the problem turns out to be more severe than anticipated, failing to investigate can cause legal problems and continued workplace problems that interfere with productivity. Often, you can’t recognize how widespread or substantial a problem is until you ask enough questions.


In our increasingly “if you see something, say something" corporate environment, prompt and effective internal investigations enable businesses to take appropriate action to address issues raised in employee reports. Well-conducted internal investigations are also critical to reducing employment law risk and preventing legal liability, and they can boost employee morale and solidify corporate culture. Poorly conducted investigations, on the other hand, can create liability and dampen morale. Properly planning the investigation, conducting interviews that get to the facts, and carefully documenting outcomes are critical components of an effective corporate compliance function and are of vital importance in defending corporate decisions challenged in court.


· Learn why having a workplace investigation procedure is a crucial part of employee relations

· Learn what professionals need to have in terms of experience to conduct a workplace investigation

· Learn how what is done and not done during an investigation can provide legal scrutiny and compliance violations

· Learn how the huge fines and penalties of the investigation process will impact your company’s reputation

· Learn the 8-10 steps of an effective workplace investigation can avoid litigation or out-of-court settlements

· Learn the proper factors of your investigative report can save your company and avoid fines, penalties, and loss of business

· Learn The top 5 workplace investigation challenges

· Learn how Vicarious Liability can include all your supervisors and managers when conducting a workplace complaint

· Learn how the investigation can be a violation if not done consistently for all employees even your highest-income producers

· Learn how the current investigation procedures may conflict with the National Labor Relations Board (NLRB) rules when it comes to confidentiality regulations

· Learn the dos and don’ts of workplace investigation

· Learn how to complete an investigation report to meet legal regulations

· Learn how training your investigation team, or supervisor/ hiring managers will save your company from high fines, penalties, and criminal sanction


 Gain valuable insights on navigating workplace mental health challenges and ADA compliance.

As a human resources professional or professional responsible for employee relations, it is probably the phone call or office visit you dread the most. When an employee calls to allege serious misconduct by a coworker, workplace investigations certainly follow. In today’s fast-paced business world, where employees are increasingly aware of their rights, and employers are under constant scrutiny, conducting a workplace investigation has become a critical tool for maintaining a healthy workplace culture. And for most employee-related events, the workplace investigation process would not be complete without an investigation interview.
A workplace investigation can have far-reaching implications on an organization, from ensuring compliance with legal requirements to improving employee morale and engagement.
Not every office scuffle or misunderstanding warrants a formal workplace investigation, especially if the complainant and the respondent agree on what happened. In many cases, the problem can be resolved through a simple conversation with the offending employee. For example, if the situation appears to be mainly a personality conflict or rudeness, rather than serious wrongdoing, then you might decide you don’t need to formally investigate. An informal approach could be best if it’s a matter of miscommunication or misunderstanding of company policy. Do you need to gather more facts from other employees or relevant documents?
When you are not sure, it’s better to conduct a formal investigation immediately. If the problem turns out to be more severe than anticipated, failing to investigate can cause legal problems and continued workplace problems that interfere with productivity. Often, you can’t recognize how widespread or substantial a problem is until you ask enough questions.
Why one should attend:In our increasingly “if you see something, say something" corporate environment, prompt and effective internal investigations enable businesses to take appropriate action to address issues raised in employee reports. Well-conducted internal investigations are also critical to reducing employment law risk and preventing legal liability, and they can boost employee morale and solidify corporate culture. Poorly conducted investigations, on the other hand, can create liability and dampen morale. Properly planning the investigation, conducting interviews that get to the facts, and carefully documenting outcomes are critical components of an effective corporate compliance function and are of vital importance in defending corporate decisions challenged in court.
Areas will be covered:· Learn why having a workplace investigation procedure is a crucial part of employee relations· Learn what professionals need to have in terms of experience to conduct a workplace investigation· Learn how what is done and not done during an investigation can provide legal scrutiny and compliance violations· Learn how the huge fines and penalties of the investigation process will impact your company’s reputation· Learn the 8-10 steps of an effective workplace investigation can avoid litigation or out-of-court settlements· Learn the proper factors of your investigative report can save your company and avoid fines, penalties, and loss of business· Learn The top 5 workplace investigation challenges· Learn how Vicarious Liability can include all your supervisors and managers when conducting a workplace complaint· Learn how the investigation can be a violation if not done consistently for all employees even your highest-income producers· Learn how the current investigation procedures may conflict with the National Labor Relations Board (NLRB) rules when it comes to confidentiality regulations· Learn the dos and don’ts of workplace investigation· Learn how to complete an investigation report to meet legal regulations· Learn how training your investigation team, or supervisor/ hiring managers will save your company from high fines, penalties, and criminal sanction
Target Audience:<ul><li>All Employers</li><li>Business Owners</li><li>Company Leadership</li><li>Compliance professionals</li><li>HR Professionals</li><li>Managers/Supervisors</li><li>Employers in all industries</li></ul>Watch a preview of our Promo webinar, <a href="https://youtu.be/PLOcCn87riA?si=tJcWMJFkZwcGhthR" data-link-type="custom" target="_blank">Workplace Investigations 101: A 2-Hour Virtual Seminar for Professionals</a>, hosted on March 5th, 2025. Gain valuable insights on navigating workplace mental health challenges and ADA compliance.

HR - 2 Hrs

HUMA2h -Single Attendee

HUMA2h -Group of 5

HUMA2h -Group of 10

HUMA2h -Life time access Recording - 899 USD

HUMA2h -Life time access Recording

HUMA2h -Limited time access Recording - 699 USD

HUMA2h -Limited time access Recording

One on One Consultation

Workplace Investigations 101: A 2-Hour Virtual Seminar

When we think of workplace investigations, the most common thought is that of investigating harassment complaints. However, there are so many other forms of workplace misconduct that require investigations such as: theft, safety or OSHA issues, retaliation, vandalism, working off the clock, substance abuse, social media violations, and violations of various company policies, as examples.

Usually, this responsibility is left to HR, and sometimes to management, and there may be a need to determine if an outside investigator, such as law enforcement or an IT professional, is the best person to investigate.

Conducting an investigation is both a science and an art. There is the scientific/technical aspect ensuring the I’s are doted and the T’s are crossed to minimize liability. And there is the ‘art’ of investigating in establishing rapport with those you interview, creating a safe environment in which to interview, and recognizing that interviewees are usually stressed during the interview process.

As an employer you have a duty to investigate. Employees have an obligation to cooperate with the investigative process—but what if you have a recalcitrant complainant, wrong-doer or witness? Documentation and writing a final report are critical aspects of an investigation process which begins as soon as an employee makes a complaint—do you know how to document? Do you know the critical elements of a final report to minimize liability? One of the first questions you, as an HR professional, need to consider is whether the complaint requires a full-blown formal investigation or if a less formal resolution is appropriate because the complaint is a minor policy violation.

What do you do if you need to search the employee’s desk, computer, smart phone or locker? Other questions that need to be answered are when do you include legal counsel? What evidence do you need to gather?


This webinar will focus on these issues by discussing best practices to ensure you are conducting a fair and impartial investigation that will support a positive work environment, protect employees and the organization, and decrease the risk of liability.

Anyone who conducts an investigation must be trained in how to do so. Merely having the experience of conducting investigations without having been taught the art and science of the process is not enough. When your organization ensures it is investigator is trained in how to conduct investigations, it demonstrates its commitment to prevention of harassment to the Court or outside agency.

The webinar addresses laws that HR is responsible for upholding. When the laws are not followed, it increases the liability for the organization and interferes with a fair and equitable work environment for employees

• Identify what constitutes a complaint

• Determine if an investigation is necessary

• Discuss the steps of an investigation

• Explore the intricacies of interviewing the accuser, accused and witnesses

• Differentiate between a formal and informal investigative procedures

• Discuss tips on whether someone is lying

• Reach a conclusion following an investigation

• Follow up with appropriate action based on the outcome of the investigation

• Write a formal report outlining the investigation

• Discussion about if and when an investigation is required

• Comparison of a formal and informal investigation process

• Legal issues surrounding an investigation such as confidentiality, defamation of character, and false imprisonment

• The importance of documentation of each interviewee

• Examples of appropriate and inappropriate documentation and why it is critical

• Specific details regarding how to corroborate evidence

• List of criteria to determine credibility of those interviewed

• The role of the investigator in forming an opinion following the investigation

• How to follow-up with the target, accused, and the organization

• The critical importance of an investigative report

• List of misconduct triggers that are a catalyst for an investigation

• All HR Directors, Managers, and Generalists

When we think of workplace investigations, the most common thought is that of investigating harassment complaints. However, there are so many other forms of workplace misconduct that require investigations such as: theft, safety or OSHA issues, retaliation, vandalism, working off the clock, substance abuse, social media violations, and violations of various company policies, as examples.Usually, this responsibility is left to HR, and sometimes to management, and there may be a need to determine if an outside investigator, such as law enforcement or an IT professional, is the best person to investigate.Conducting an investigation is both a science and an art. There is the scientific/technical aspect ensuring the I’s are doted and the T’s are crossed to minimize liability. And there is the ‘art’ of investigating in establishing rapport with those you interview, creating a safe environment in which to interview, and recognizing that interviewees are usually stressed during the interview process.As an employer you have a duty to investigate. Employees have an obligation to cooperate with the investigative process—but what if you have a recalcitrant complainant, wrong-doer or witness? Documentation and writing a final report are critical aspects of an investigation process which begins as soon as an employee makes a complaint—do you know how to document? Do you know the critical elements of a final report to minimize liability? One of the first questions you, as an HR professional, need to consider is whether the complaint requires a full-blown formal investigation or if a less formal resolution is appropriate because the complaint is a minor policy violation.What do you do if you need to search the employee’s desk, computer, smart phone or locker? Other questions that need to be answered are when do you include legal counsel? What evidence do you need to gather?
This webinar will focus on these issues by discussing best practices to ensure you are conducting a fair and impartial investigation that will support a positive work environment, protect employees and the organization, and decrease the risk of liability.Anyone who conducts an investigation must be trained in how to do so. Merely having the experience of conducting investigations without having been taught the art and science of the process is not enough. When your organization ensures it is investigator is trained in how to conduct investigations, it demonstrates its commitment to prevention of harassment to the Court or outside agency.The webinar addresses laws that HR is responsible for upholding. When the laws are not followed, it increases the liability for the organization and interferes with a fair and equitable work environment for employeesCourse Objectives:• Identify what constitutes a complaint• Determine if an investigation is necessary• Discuss the steps of an investigation• Explore the intricacies of interviewing the accuser, accused and witnesses• Demonstrate good documentation• Differentiate between a formal and informal investigative procedures• Determine credibility• Discuss tips on whether someone is lying• Reach a conclusion following an investigation• Follow up with appropriate action based on the outcome of the investigation• Write a formal report outlining the investigationCourse Outline:• Discussion about if and when an investigation is required• Comparison of a formal and informal investigation process• Planning for the investigation• Review of what constitutes a witness• Legal issues surrounding an investigation such as confidentiality, defamation of character, and false imprisonment• The importance of documentation of each interviewee• Examples of appropriate and inappropriate documentation and why it is critical• Specific details regarding how to corroborate evidence• List of criteria to determine credibility of those interviewed• The role of the investigator in forming an opinion following the investigation• How to follow-up with the target, accused, and the organization• The critical importance of an investigative report• List of misconduct triggers that are a catalyst for an investigation• Template final reportWho Will Benefit:• VP of HR• All HR Directors, Managers, and Generalists• Director of Risk Management• Managers and Supervisors• Team Leads• HR Consultants

Bob McKenzie has over 40 years of human resources management experience. His background includes a wide range of hands-on HR practices including in all aspects of Human Resources. And is a variety of industries in with private sector, public sector and nonprofit employers.

Bob has been cited in a number of Human Resources trade publications. Among them are HR.com, HR Magazine, HR Florida Review, Vault.com, BNA and the Institute of Management and Administration and the Business Journals. He has been a speaker at a number of conferences as well as audio and web-based seminars. 

Bob is a graduate of Rider University where he received a Bachelor of Science in Commerce Degree and double majored in Industrial Relations and Organizational Behavior and lives in Brunswick, GA.

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