After the Investigation: HR’s Action Plan for Workforce Recovery and Refocus

After the Investigation Webinar Recording

From bullying to retaliation claims, HR is the first stop when an employee has a complaint. It's your job to gather the facts and execute an appropriate response that shields your organization from future liability. It's not always easy, but the investigation itself is just the beginning.

After the smoke clears and the dust settles, how can you mitigate the damage, keep your organization productive, and restore trust and resiliency to your workplace?

Superficial responses are not the answer, as they can increase the likelihood of further internal disruption and reputational damage. To get your organization back on track, you need a thorough aftermath assessment plan in place that will help you restore order, prevent retaliation, reinforce a culture of accountability, and maintain a high level of credibility for the HR staff.

Participate in this interactive webinar, and you'll learn:

• Your legal obligations for prevention of harassment and conducting investigations
• How to avoid legal risks and lawsuits in the wake of a workplace investigation
• Tips for overcoming challenges, resolving conflict, and building HR credibility after an internal investigation
• How to conduct an aftermath assessment that will restore -- not just remediate – your workplace culture and cooperation
• How to develop an aftermath action plan that includes mediation, sensitivity training, communication skill-building, coaching, competency building, and emotional intelligence
• How to evaluate criteria and identify resources
• Best practices for implementing a plan and tracking results
• And more

In just 90 minutes, you'll learn tips for managing your workplace in the wake of an internal investigation. Register now for this informative event risk free. 

This webinar was recorded on Tuesday, October 30, 2012

After the Investigation: HR’s Action Plan for Workforce Recovery and Refocus

About Your Speakers:

Mary Topliff founded the Law Offices of Mary L. Topliff in San Francisco in 1997, after practicing civil and employment litigation for nine years. The firm specializes in employment law counseling, training, and compliance, focusing on practical solutions to avoid costly legal issues. She regularly conducts workplace investigations, conducts mediations and advises employers on effective remedial actions. She is a published author and frequent speaker on legal issues impacting the workplace.

Marianne Jones is a leader with more than 20 years of experience working in human resources and organizational development roles. She works closely with senior management teams to create and execute human capital strategies and with individuals who are using their skills to achieve critical business results. As an internal HR/OD Director and SPHR, Ms. Jones planned, executed, and monitored initiatives involving major corporate restructuring projects, internal investigations and employment litigation. She has been working independently since 2010 consulting on senior level succession planning processes, providing HR support for growing business units, facilitating team effectiveness, and individual leadership and transition coaching.