Conducting HR Investigations Involving A Virtual Workforce

An increasing number of employers have been implementing virtual work strategies to provide employees with greater flexibility. While virtual work strategies have proven effective when managing through natural disaster situations - and even the COVID-19 pandemic – they are subject to abuse.

For instance, HR can be tasked with investigating allegations regarding virtual worker productivity such as: "Jeremy isn’t really logging in…" or "Tracy isn’t really working…". Add the fact that HR may now have to conduct investigative interviews telephonically rather than in-person only adds to the problem.

In this informative audio conference, seasoned HR consultants and investigators, Natalie Ivey, MBA, SPHR, SHRM-SCP and Ken Ivey, MBA, CPP will provide valuable insight for conducting virtual employee misconduct investigations.

Additionally, you will learn valuable tips, techniques, and tools, as well as best practices for working cases virtually.
Learning objectives:

• Establish the virtual work policy to set clear expectations
  
• Define the Code of Business Conduct—the foundation for expected behavior
  
• Examine how to use technology effectively to conduct virtual interviews
  
• Manage expectations regarding recording: one-party or two-party consent
  
• Create structure and standard protocols for virtual interviews
  
• Identify procedures involving interviews of union members who request representation
  
• Manage interruptions and unexpected third-party interventions
  
• Clarify the interview documentation process
  
• Determine requirements for e-signed statements or documents of conversation
  
• Determine procedures for handling uncooperative or non-responsive interviewees
  
• Examine best practices for documentation and case management