Comments for Investigating Further

Comment on The Anatomy of an Investigative Interview by Fran Sepler

Fran Sepler — Tue, 02 Jun 2009 20:45:06 +0000

It has been repaired.

Comment on The Anatomy of an Investigative Interview by Anonymous

Anonymous — Tue, 02 Jun 2009 20:22:50 +0000

Have the slides from the investigation interview session been posted yet? I clicked on Sepler anagtomy, but could not read the docs. I was able to download the other slides.

Thanks.

Comment on The “Other” Harassment: The Bully in Your Office by Ferinannnd

Ferinannnd — Mon, 25 May 2009 06:23:13 +0000

Мне нравятся Ваши посты, заставляет задуматься…

Comment on 2008 Upper Midwest Employment Law Institute – Q and A Part I by abnohed

abnohed — Sat, 23 May 2009 06:22:36 +0000

ehh… bookmarked

Comment on Fran Sepler : Upcoming Appearances and Book Publication by Connie Stadelman

Connie Stadelman — Sun, 12 Oct 2008 20:10:47 +0000

I would like to learn more about your web series on Internal Investigations. I am an HR Generalist Manager and I need this training. I would like to know the cost of it and if it covers the information that you provide in your 2-day October 2008 training that is coming up at the end of this week? I look forward to hearing from you.

Regards, Connie

Comment on About by Fran Sepler

Fran Sepler — Sat, 26 Apr 2008 14:20:56 +0000

Healthy organizations receive informal complaints frequently, and formal complaints infrequently — in other words, people can raise the issues that matter to them, and in most cases the issues get resolved below the threshold that requires a formal intervention.

Comment on Hardball techniques in employment investigations — an opinion by Fran Sepler

Fran Sepler — Sat, 26 Apr 2008 14:19:24 +0000

I would encourage you to speak to someone in your Human Resources department, perhaps asking them to sit down with you and your supervisor together to find out why your supervisor said the things he said.

Comment on Hardball techniques in employment investigations — an opinion by E

Thu, 13 Mar 2008 16:06:05 +0000

Is there any protection for an employee if the Supervisor speaks about their employee to others in an unprofessional way. Stating that they have to control them. This was said to another worker within a different department by the employee’s Supervisor. How about accusing and intimidating during a write up for non calling in to work. “Stating that they know they were out of town when in fact they were in the hospital with non immidiate family member.” My view meeting that the meeting was over before it began. So why continue to accuse and intimidate saying that she knows they are lying. The first sentence comming out of their mouth while in the warning write up, is “if it was up to me I would fire you but policy would not allow.” Basically how would I communicate to their Supervisor of their level of unprofessionalism and speaking negatively in public? This happened to me personaly I like the job but I know that my take with her will be different because of her treatment. I truly do accept the warning because I did not comply with calling in before at least 1 hr after shift starts.

Comment on About by Michelle Beyer

Michelle Beyer — Fri, 14 Sep 2007 15:50:45 +0000

I attended three of your sessions earlier this year at the Upper Midwest Law conference. I was very impressed with your knowledge and your ability to effectively deliver the information. During your session on Psychology behind a Harassment complaint, you discussed receptive cultures and deflective cultures. You stated that a complaint is a good thing indicating that it shows people are comfortable bringing forward concerns. I tend to agree, however I am wondering based on your experience with numerous organizations how you would define what a “healthy” amount or number of complaints would be relative to the size of the organization?

Comment on Before the Investigation — The Importance of Intake by Employee Relations Insight » Complaint Intake Protocol: Part of Comprehensive Risk Management

Mon, 10 Sep 2007 13:16:20 +0000

[...] handles a complaint of workplace misconduct can affect the likelihood of later litigation. Read Before the Investigation—The Importance of Intake from Sepler & [...]