Pitfalls of the Flawed Workplace Investigation

When responding to complaints of sexual harassment, racial discrimination, leave abuse, and other workplace issues, employers need to act quickly and appropriately to investigate and resolve each complaint. Yet a flawed investigation can lead to even greater problems for the company, often providing employees with evidence to support a lawsuit.

In this seminar, learn how employees can capitalize on your flawed investigation to bolster employment-related claims and how to conduct effective investigations that will hold up in court. We will cover:

  • How failing to follow your employment policies hurts you;
  • Vulnerabilities created by conducting internal investigations;
  • Ethical issues surrounding who conducts the internal investigation;
  • What investigation procedures compromise confidentiality and the attorney-client privilege;
  • How an improper response to a complaint can fuel a retaliation claim; and
  • What to do first when you receive a formal or informal complaint.

Providing a unique perspective on the investigative process, this seminar is a "must-attend" event for:

  • In-house counsel
  • Corporate compliance officers
  • Human resource directors/manager

Agenda: Thursday, November 7, 2013
7:30 a.m. – 8:00 a.m. Registration and Breakfast
8:00 a.m. – 9:30 a.m. Program

Location: Holland & Hart
555 17th Street, Suite 3200
Denver, CO 80202
303.295.8000
Click here for a map and directions

Speakers:
Emily Hobbs-Wright, Esq., Holland & Hart LLP
Kathryn E. Miller, Esq., Littleton Alternative Dispute Resolution

COLORADO CLE CREDIT PENDING

To register online please click here.

Please respond by Tuesday, November 5, 2013.

Questions? Contact Susan Westberry at 303-295-8273 or sdwestberry@hollandhart.com.

DISCLAIMER

Unless you are a current client of Holland & Hart LLP, please do not send any confidential information by email. If you are not a current client and send an email to an individual at Holland & Hart LLP, you acknowledge that we have no obligation to maintain the confidentiality of any information you submit to us, unless we have already agreed to represent you or we later agree to do so. Thus, we may represent a party adverse to you, even if the information you submit to us could be used against you in a matter, and even if you submitted it in a good faith effort to retain us.