The ever-increasing complexity of regulation coupled with the potential adverse publicity and costs associated with poor investigative means the employer’s investigation process has to be robust.  Significant benefit arises having an effective investigation policy in place and trained investigators.  This course provides such training.

Common areas for investigation are complaints and concerns relating to

• Sexual harassment at work
• Data Protection breaches
• Disciplinary and grievance matters
• Health and Safety concerns
• Safeguarding
• Equality and Diversity
• Customer and Service complaints

In many cases statutory codes of practice. For example, from ACAS, the Information Commissioner (ICO) and the Equality and Human Rights Commission (EHRC) will need to be embedded into the investigative process.  Additionally; investigations may trigger escalation to external scrutiny bodies such as the Care Quality Commission (CQC), Charity Commission, OFSTED, Solicitors Regulatory Authority and several more including law enforcement agencies.

Clearly investigators need to understand and follow organisational policy and process, but these often lack the detail needed to ensure the process is robust.  Investigators need to have a robust investigation plan, be skilled at questioning and interviewing, maintain robust records and at every stage consider the wider implications relating to data protection, equalities, defensible documentation, breach of contract, burden of proof, duty of care, duty of candour, due process, proportionality and vicarious liability.

For Whom
This one-day course is for HR professionals and senior managers who may be tasked with carrying out investigations at work.

Content

 Technical Knowledge

• Prevailing investigative landscape for the world of work and service
• The main statutory codes of practice, technical guidance
• Commonly expected protocols
  • accountability, confidentiality, fairness and transparency
  • equality, diversity and inclusion.
• Common jargon and technical phrases
• Duties of any manager who receives a complaint about a staff member
• Benefits from informal resolution measures if appropriate
• Positive Personal Characteristics for any Investigator
• A six-step framework for an Effective investigation
• 14 common errors that must be avoided in the investigative process
• Case studies highlighting situations that could have been avoided
• Various ways that situations can be resolved after an investigation’s outcomes are known

2. Tools for Success
   In working through the course, participants will focus on positive practical methods and techniques including: –

• Planning, including a simple template
• Creating a safe and neutral environment for all stages
• Deciding when to escalate elsewhere
• Making judgements about confidentiality
• Effective questioning and active listening
• Interviewing skills – choosing the right questions
• Drafting reports to produce defensible documentation
• Assertiveness
• Empathy
• Objectivity
• After care and support
• Learning points – preventing re-occurrence