Live Webinar Essentials for Documenting Investigations: HR and Management’s Responsibility to Minimize Liability

01:00 PM EDT | 10:00 AM PDT | 12:00 PM CDT Duration 90 Minutes

This activity has been approved for 1.5 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at

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Documentation must start from the beginning of your investigation when you receive a complaint, and continue throughout the investigative process


As the saying goes - If it isn’t documented, it didn’t happen! Documentation is essential for many legal issues, disputes, audits, meetings, and decision making, to name a few. Perhaps nowhere is it more critical than when documenting your investigation. Your documentation memoralizes the entire investigation, it minimizes confusion, corroborates stories and evidence, demonstrates patterns of behavior and supports your final decision. Investigative documentation is critical enough that it may prevent a lawsuit, or at least minimize damages. Your documentation is evidence of action taken in response to a complaint. Documentation must start from the beginning of your investigation when you receive a complaint, and continue throughout the investigative process. The documentation will include the intricacies of your interviews with the accuser, the accused, and witnesses, as well as which documents you accessed (and how to cite them) in making your final decision. The final report, which all investigations require, is a culmination of all the documentation of your investigation, which is discoverable if an employee files a formal charge with the EEOC or your state’s human rights department, or if you are sued. A number of critical actions are required as part of your investigation such as determining credibility of each interviewee, corroborating evidence and reaching a conclusion –all which require documentation of your rationale for each step. In order to write a thorough report, investigators must make a decision as to whether the investigated misconduct was a violation of any laws or policies and document these findings in an objective, accurate and concise manner – and document how your decision was arrived at.

Why you should attend:

To ensure your documentation of the investigation is complete, objective, and inclusive of the investigative process and outcome, and demonstrates the organization’s response to the complaint was fair, impartial, and competent which minimizes liability.

Areas Covered

1. To plan the investigation documentation process
2. To identify documentation requirements for an investigation to reduce liability
3. To document the rationale behind your investigative opinions such as how you
determined credibility and reached conclusions
4. To determine appropriate documentation technique related to resources accessed online
and hard copy resources
5. To list the Do’s and Don’t’s of documenting the investigation
6. To discuss the documentation elements of the final report

Who will Benefit

•      Human Resources professionals – those tasked with investigations such as generalists, mangers, and directors
•      Attorneys
•      HR Consultants

Industries who can attend

This 90-minute online course is intended for professionals in the all Industry. Although not presently stated in the draft , the same guide could be used by FDA Regulated Industries personnel

Speaker Profile

Dr. Susan Strauss RN Ed.D.

Dr. Susan Strauss is a national and international speaker, trainer and consultant. Her specialty areas include education and workplace harassment, discrimination and bullying; organizational development, and management/leadership development. Her clients are from healthcare, education, business, law, and government organizations in both the public and private sectors. Susan conducts discrimination and bullying investigations, works as an expert witness for education and workplace harassment and bullying lawsuits, and coaches managers and employees that need assistance in identifying and remedying misconduct.

Susan has authored over 30 books, book chapters and articles, and she has been featured on 20/20CBS Evening News, and other television and radio programs, as well as interviewed for newspaper and journal articles. She holds a doctorate in organizational leadership.

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