Protecting HR During Internal Investigations

Protecting HR During Internal Investigations

How to Protect HR During Investigations and What Happens When You Don’t

Thursday, May 16 at 3:00pm ET | (2:00pm CT, 1:00pm MT, 12:00pm PT)

Duration: 90 minutes

Just as recently as last year, in a decision that impacts all of HR, courts have ruled that when HR does its job and conducts an internal investigation on discrimination or harassment, and as a result is fired for doing so, they are not protected by the anti-retaliation provision of Title VII.

Take a minute to understand just what this means for HR, your company and your bottom line. The courts essentially found that Title VII does not specifically include employer investigations, as it does the EEOC’s, and insinuates that HR isn’t protected. Does this court decision mean that companies should utilize an outside or third party investigator? What happens if a company refuses to follow that investigator’s recommendation?

Considering the above, what should HR’s role be when conducting investigations, especially those involving senior management? Should investigators be protected for “just doing their job?” How independent should HR be?

Join Charles Krugel, an experienced labor and employment attorney, as he helps you answers all of these questions and more. He will discuss HR’s responsibility and options when it comes to harassment investigations as well as what we can expect for future court ruling on this issue.

During this 90-minute webinar, attendees will learn:

• The distinction the EEOC and the courts make regarding internal investigations and Title VII
• Where the EEOC disagrees with courts on this topic
• The differences between Title VII’s “participation” and “opposition” clauses
• How to protect HR staff and investigators from discipline or discharge when conducting internal investigations
• How to protect the integrity of these internal investigations
• To better define HR’s role within a company in light of these court decisions
• How much money this type of litigation can ultimately costs businesses

Webinar Benefits:

• 1.5 hours HRCI-approved credit
• 1.5 hours of CPE credit (Pre-approved in TN, ask about other states)
• Live question and answer session
• Complimentary copy of speaker’s presentation slides
• Your satisfaction is guaranteed.

Presenter: Charles Krugel

Charles Krugel has over 17 years of experience as a labor and employment attorney and has been running his own practice for 13 years. In addition to providing traditional labor and employment law services, he represents companies desiring to institute preventive and proactive HR functions. These functions include policies and procedures, which help to efficiently and discreetly resolve issues in-house and prevent lawsuits. They also help to reduce costs and act as catalysts for increasing productivity and profits.

Charles has been lead negotiator for more than 100 labor and employment agreements and contracts, including noncompete and severance/separation agreements, collective bargaining and related labor agreements. Additionally, he’s argued more than 70 state and federal court cases, arbitrations, mediations and agency cases/complaints and resolved 150-plus labor grievances and similar in-house complaints and completed over 100 in-house investigations. Moreover, he’s frequently the subject of labor and employment law related TV, radio and print interviews.