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Learn how to write a factual, solid, representative report of an internal investigation that will withstand scrutiny and provide appropriate information to decision makers.
Why should you attend:
Since reports are often read by adversaries as well as not only internally within the organization, it's important that reports as an overview of the investigation show a logical factual representation of actions and decisions. Anyone who performs workplace investigations needs to be able to write their findings in a report such that it becomes a written presentation of the information discovered in their investigation.
It's imperative the report that is used to document and communicate information to its readers be of as high a quality as the investigation itself. Because without a high quality investigatory report it can be hard to demonstrate the employer was taking appropriate investigatory steps or made factual decisions, even if in fact they did!
Areas Covered in the Session:
Who Will Benefit:
- Format of a report.
- What should be included in a report and as importantly - what should not.
- Style for report writing.
- Writing of allegation(s).
- What to do with evidence.
- What goes in a witness summary in the report and what does not.
- Writing of your final determinations.
- What to do with partially substantiated allegation(s).
- Why the report summary is written last.
- Tips for proofing and analyze your own final report.
- Report writing mistakes.
- Characteristics of a good report.
- Plant Managers and Upper Management
- HR Generalists and Associates
- Safety Managers and Associates
- Small Business Owners
- Regulatory Compliance Managers and Associates
- Anyone who writes workplace investigative reports
Teri Morning, MBA, MS, SHRM-SCP specializes in solving company "people problems."
Teri is the founder and President of Hindsight Human Resources.
Teri also sources HR software solutions for incident tracking, employee relations, safety (Incident Tracker), compensation (Compease) and performance management (Performance Pro).
Twenty+ years human resource and training experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies.
Teri has enjoyed consulting with employers on their problems and trained managers and employees for over 20 years, meeting and working with employees from all types of businesses.
In addition to a MBA, Teri has a Master's degree in Human Resource Development with a specialization in Conflict Management.
Certified by the State of Indiana in mediation skills, Teri is certified in Project Management and IT Management, qualified as a Myers-Briggs practitioner and holds the SHRM certification of a Senior Certified Professional.