You ladies are super amazing!! I wrote to your law firm as my situation is identical to the last summary of your UA-cam of 4 yrs ago. You have confirmed what I already knew, I have a case and I’m being gaslighted with losing my employment after 22 yrs. This includes all you mention. I hope to hear back very soon.
I'm going through investigation right now over false allegations of harassment. This video demystified the process of HR investigation. Thanks for being so thorough.
Ladies, you did an excellent job. You gave me a clear view of what should have been done that was not in my experience of reporting harassment . Not only that, but I will be including this information that was not included in the respondence lack of an investigation. Come to think of the EEOC investigation was not this through as far as reviewing ,comparing the companies policy , practices , procedures, code of conduct and all relevant evidence to each allegation. And how they should have been applied to the investigation. A checklist should be implemented in order to compare and ensure that all the factors were qualified to each of the allegations in the complaint . I will be using this information in my hearing. Thank you so much! 😁😁👍👍
When manager calls you in the office for fact finding investigation meeting, the first question is always "DO YOU KNOW WHY YOU HERE? what does that question imply (is it intimidation?)
I'm not being investigated, I made a complaint about a very aggressive employee. I was told today that until the investigation is done, I have to staybsway from work. I dont understand why I was asked to stay home, I was the one who was threatened and made the complaint. Do you know why?
I filed a racial harassment with DEI and Business Partner at a tech place no avail and escalated to an attorney intent to sue. I am still working here.
***** Determine if a workplace investigation is needed**** Steps: 1) Have an investigation roadmap (Plan) - allegations, policies violated, evidence, recommendations/ next steps, and legislation. Determine who will conduct the investigation 2) Inform all parties that an investigation is forthcoming (commence without delay- act quickly to execute). 3) Interview all relevant witnesses ( even the complaint) 4) review all relevant documents (asap by the investigation team).... evidence, statements, policies/ procedures.... Give the accused time to reply to allegations. 5) Draft a formal report by the investigator to include: - process - conclusion - corrective action (if any) - recommended next step
What if they treat you like you are paranoid? I'm a good employee who boosted sales and was just given 4 days off after reporting veiled threats and blatant abuse.
Absolutely the bullies have a small group of liars to state they are witness to something / event embellishment to secure investigation and lies. Dirty
You ladies are super amazing!! I wrote to your law firm as my situation is identical to the last summary of your UA-cam of 4 yrs ago. You have confirmed what I already knew, I have a case and I’m being gaslighted with losing my employment after 22 yrs. This includes all you mention. I hope to hear back very soon.
I'm going through investigation right now over false allegations of harassment. This video demystified the process of HR investigation. Thanks for being so thorough.
How did it go bro?
Thank you so much for this webinar it has given me insight of what I will be experiencing in my internal workplace investigation tomorrow.
Thank you both! The presentation was very helpful and well-executed.
Ladies, you did an excellent job. You gave me a clear view of what should have been done that was not in my experience of reporting harassment . Not only that, but I will be including this information that was not included in the respondence lack of an investigation. Come to think of the EEOC investigation was not this through as far as reviewing ,comparing the companies policy , practices , procedures, code of conduct and all relevant evidence to each allegation. And how they should have been applied to the investigation. A checklist should be implemented in order to compare and ensure that all the factors were qualified to each of the allegations in the complaint . I will be using this information in my hearing.
Thank you so much! 😁😁👍👍
Good luck and best wishes!! I’m doing same
I like the examples you two gave. Thank you
When manager calls you in the office for fact finding investigation meeting, the first question is always "DO YOU KNOW WHY YOU HERE? what does that question imply (is it intimidation?)
You both should consult for all HR companies esp the lousy HR I was terminated from for making a harassment complaint.
Thank you ladies! This was very informative.
Thanks ladies👍🏿 great informative video.
Very good presentation.
Thanks so much Boss Ladies. very well presentation for workplace Investigations meeting.
I'm not being investigated, I made a complaint about a very aggressive employee. I was told today that until the investigation is done, I have to staybsway from work. I dont understand why I was asked to stay home, I was the one who was threatened and made the complaint. Do you know why?
This is adverse action retaliation, get a lawyer
You should be paid for any and all shifts until investigation complete
Contact ministry of labor
I would humbly suggest you work on the sound quality of your videos
Where do i go to find a investigator thats safe
I filed a racial harassment with DEI and Business Partner at a tech place no avail and escalated to an attorney intent to sue. I am still working here.
***** Determine if a workplace investigation is needed****
Steps:
1) Have an investigation roadmap (Plan) - allegations, policies violated, evidence, recommendations/ next steps, and legislation. Determine who will conduct the investigation
2) Inform all parties that an investigation is forthcoming (commence without delay- act quickly to execute).
3) Interview all relevant witnesses ( even the complaint)
4) review all relevant documents (asap by the investigation team).... evidence, statements, policies/ procedures.... Give the accused time to reply to allegations.
5) Draft a formal report by the investigator to include:
- process
- conclusion
- corrective action (if any)
- recommended next step
1:45 2:20 3:00 3:50
16:25
What if they treat you like you are paranoid? I'm a good employee who boosted sales and was just given 4 days off after reporting veiled threats and blatant abuse.
I hope Im not being investigated. You'll be shocked at what people will do if they dont like you. I guess I shouldn't have told the truth. Wow!?
Please share little more. I am in a same spot now
Absolutely the bullies have a small group of liars to state they are witness to something / event embellishment to secure investigation and lies. Dirty
2:05