Employee Investigation Training
The training consists of a video followed by a quiz. To get credit for the training you must get 8 or more questions correct (of 10).
Disclaimer: The information provided in this training material & quiz is for instructional purposes only and is not intended as legal advice. As always, should you have any questions about policies and practices, seek the assistance of legal counsel.
The training consists of a video followed by a quiz. To get credit for the training you must get 8 or more questions correct (of 10).
Disclaimer: The information provided in this training material & quiz is for instructional purposes only and is not intended as legal advice. As always, should you have any questions about policies and practices, seek the assistance of legal counsel.
Employers should require that the employee complaints go directly to HR.
True
False
Employers should start and wrap up an investigation within 24 hours.
True
False
Employers should simply ignore anonymous complaints because it is impossible to address if complete details are not provided.
True
False
Managers are NOT the best person to do an investigation.
True
False
Anyone who conducts an investigation should be trained on the process and potential legal issues.
True
False
Witness investigation notes are confidential and should not be filed away in a regular employee file.
True
False
Employers should recognize that all documents are “discoverable” in litigation, unless the document is protected by the attorney-client privilege.
True
False
Employees accused of harassment should be terminated on the spot.
True
False
Employers should safeguard all documents collected by placing them in a confidential place where access is only allowed on a “need-to-know” basis.
True
False
After the investigation all employees should be notified of the disciplinary actions taken against the perpetrator.
True
False
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