The purpose of this webinar is to provide an overview of how to identify, prevent, reduce, and discourage retribution during and after investigations. Both before and after investigations, we will discuss the most effective methods for preventing retaliatory behavior and will go over best practices. Last but not least, we will also discuss what to do in the event that an employee alleges that they were subjected to retaliation in relation to an inquiry. why you should go to the event: Vengeance is the same thing as retribution. Shakespeare is credited as being the source of the famous saying that states, “revenge is a dish best served cold.” However, this is not the case. It doesn’t matter where they came from; they are phrases that have been written down and have even been used in a number of movies, such as “The Godfather” and “Star Trek.” The phrases convey a connotation that is not just notorious but also global and easily understood. A professional inquiry not only assists an employer in defending themselves against legal responsibility, but it also conveys to workers the impression that they are employed by an ethical organization. However, when workers are subjected to retaliation during and/or after investigations, it may represent an even greater risk to the organization than any original complaint or event that may have occurred. the following topics were discussed at the session: establishing the meaning of retaliation, as well as an unfavorable action, a covered person, and protected behavior, and barring retaliation while an inquiry is being conducted in order to reduce the likelihood of retribution after the conclusion of an inquiry Following an investigation, when, how, and with whom to follow up after the investigation leaving behind a very successful paper trial what steps should be taken to investigate an accusation of investigatory retaliation? who will be able to benefit: generalists in human resources, branch managers, retail managers, and managers management, human resources managers, plant managers, and company owners Teri Morning, owner of her own human resources consulting business, has the degrees of mba, ms, sphr, and sphr-ca. She has more than fifteen years of expertise in human resource management and training in a wide range of professional sectors, such as retail, distribution, architecture, engineering, consulting, manufacturing (union), public sector, and both for-profit and non-profit business structures. For more than ten years, she has provided advisory services to employers on their issues and has also provided training to managers and workers. She takes great pleasure in traveling widely around the country, meeting and working with people from a wide variety of enterprises. Teri has a master’s degree in human resource development with a concentration in conflict management, in addition to a master’s degree in business administration. At the same time that she possesses the dual SHRM certification of a senior professional in human resources (sphr) and senior professional in human resources – california, she was certified by the state of Indiana in mediation skills. She is also recognized as a Myers-Briggs practitioner (sphr-ca).
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