{"product_id":"investigating-harassment-and-discrimination-complaints-9780787968748","title":"Investigating Harassment and Discrimination","description":"\u003cb\u003eBook Synopsis\u003c\/b\u003e\u003cbr\u003e\u003ci\u003eInvestigating Harassment and Discrimination Complaints\u003c\/i\u003e is a hands-on guide for human resource professionals who are called upon to conduct a legally sound investigation into harassment, discrimination, or retaliation complaints. This important manual blends the information investigators need to develop the skills and competencies that are critical to successfully investigating harassment and discrimination complaints with a proven framework for undertaking the investigation itself. \u003ci\u003eInvestigating Harassment and Discrimination Complaint\u003c\/i\u003es walks the investigator through the process of conducting a successful investigation and includes information about:  \u003cul\u003e \u003cli\u003eThe critical legal aspects of conducting an investigation\u003c\/li\u003e \u003cli\u003eHow diversity affects harassment\u003c\/li\u003e \u003cli\u003eWhat needs to be in place prior to an investigation\u003c\/li\u003e \u003cli\u003eCreating a step-by-step plan\u003c\/li\u003e \u003cli\u003eHow to properly document an investigation, and\u003c\/li\u003e \u003cli\u003eAdministering discipline for policy violations and rem\u003cbr\u003e\u003cbr\u003e\u003cb\u003eTable of Contents\u003c\/b\u003e\u003cbr\u003e\u003cb\u003eCD Content.\u003c\/b\u003e  \u003cp\u003e\u003cb\u003eDedication.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePreface.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eAcknowledgment.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eIntroduction.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePART ONE: ESSENTIAL INFORMATION.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e1. Investigator Fears, Motivations, and Jargon.\u003c\/p\u003e \u003cp\u003eAn Investigator’s Greatest Fears.\u003c\/p\u003e \u003cp\u003eAn Investigator’s Greatest Motivations.\u003c\/p\u003e \u003cp\u003eInterpreting Legal Jargon.\u003c\/p\u003e \u003cp\u003e2. The Law of Harassment and What Investigators Need to Know.\u003c\/p\u003e \u003cp\u003eWhy Investigators Need to Know the Law.\u003c\/p\u003e \u003cp\u003eRelevant EEO Laws.\u003c\/p\u003e \u003cp\u003eDefinition of Harassment Under Title VII.\u003c\/p\u003e \u003cp\u003eEmployer Liability for Supervisory Harassment and the Affirmative Defense.\u003c\/p\u003e \u003cp\u003eEEOC’s Guidance on Supervisory Harassment.\u003c\/p\u003e \u003cp\u003eOther Types of Harassment.\u003c\/p\u003e \u003cp\u003eRetaliation After the Original Complaint.\u003c\/p\u003e \u003cp\u003eSpecial Problems in Harassment Law.\u003c\/p\u003e \u003cp\u003e3. The Psychology of Harassment.\u003c\/p\u003e \u003cp\u003eThe Nature of Harassment.\u003c\/p\u003e \u003cp\u003eHarassers.\u003c\/p\u003e \u003cp\u003eCoping with Harassment.\u003c\/p\u003e \u003cp\u003eThe Impact of Harassment on Individuals and Workgroups.\u003c\/p\u003e \u003cp\u003eEnvironmental Factors Affecting Harassment.\u003c\/p\u003e \u003cp\u003eImplications for Investigators.\u003c\/p\u003e \u003cp\u003e4. Diversity and Harassment.\u003c\/p\u003e \u003cp\u003eThe Diversity of Race, Ethnicity, and Other Cultural Differences.\u003c\/p\u003e \u003cp\u003eDifferences Between Men and Women.\u003c\/p\u003e \u003cp\u003eTips for Investigators.\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePART TWO: PRIOR TO THE INVESTIGATION.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e5. Characteristics of Effective Investigators.\u003c\/p\u003e \u003cp\u003eUnbiased Pursuit of the Facts.\u003c\/p\u003e \u003cp\u003eSuperior Communication Skills.\u003c\/p\u003e \u003cp\u003eEase with Difficult Behaviors and Emotions.\u003c\/p\u003e \u003cp\u003eLegal Knowledge.\u003c\/p\u003e \u003cp\u003eExcellent Relationship with Management.\u003c\/p\u003e \u003cp\u003eKnowledge of Hierarchy and Culture.\u003c\/p\u003e \u003cp\u003ePresentation Skills.\u003c\/p\u003e \u003cp\u003eEmotional Maturity and Detachment.\u003c\/p\u003e \u003cp\u003eValuing and Understanding Diversity.\u003c\/p\u003e \u003cp\u003eChoosing the Right Investigator.\u003c\/p\u003e \u003cp\u003e6. Organizational Settings Conducive to Effective Investigations.\u003c\/p\u003e \u003cp\u003eA Dynamic Organizational Model.\u003c\/p\u003e \u003cp\u003ePolicies to Prevent Discrimination, Harassment, and Retaliation.\u003c\/p\u003e \u003cp\u003eProcedures for Investigating Allegations.\u003c\/p\u003e \u003cp\u003eRole of Leadership.\u003c\/p\u003e \u003cp\u003eRole of Training.\u003c\/p\u003e \u003cp\u003eRole of HR and the Investigators.\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePART THREE:THE INVESTIGATION.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e7. The Investigative Plan.\u003c\/p\u003e \u003cp\u003eWhen to Do an Investigation.\u003c\/p\u003e \u003cp\u003eIntake of Complaints.\u003c\/p\u003e \u003cp\u003eDeveloping an Investigative Plan.\u003c\/p\u003e \u003cp\u003eSetting Up Interviews.\u003c\/p\u003e \u003cp\u003eSize of the Investigation.\u003c\/p\u003e \u003cp\u003eOther Legal Issues to Consider.\u003c\/p\u003e \u003cp\u003e8. Documentation.\u003c\/p\u003e \u003cp\u003eRecord Keeping.\u003c\/p\u003e \u003cp\u003eAttorney-Client Privilege.\u003c\/p\u003e \u003cp\u003eWriting an Investigative Report.\u003c\/p\u003e \u003cp\u003eDisseminating the Written Report.\u003c\/p\u003e \u003cp\u003e9. Tips and Techniques for Conducting the Investigation.\u003c\/p\u003e \u003cp\u003eConfidentiality.\u003c\/p\u003e \u003cp\u003eCivil vs. Criminal Investigations.\u003c\/p\u003e \u003cp\u003eConducting the Investigation.\u003c\/p\u003e \u003cp\u003eThe Interviewing Process.\u003c\/p\u003e \u003cp\u003eInterviewing the Complainant.\u003c\/p\u003e \u003cp\u003eInterviewing the Alleged Harasser.\u003c\/p\u003e \u003cp\u003eInterviewing Witnesses.\u003c\/p\u003e \u003cp\u003eCompleting the Process.\u003c\/p\u003e \u003cp\u003eGathering Factual Documentation.\u003c\/p\u003e \u003cp\u003e10. Making the Determination.\u003c\/p\u003e \u003cp\u003eDeciding When You Are Finished.\u003c\/p\u003e \u003cp\u003ePolicy Violations vs. Violations of the Law.\u003c\/p\u003e \u003cp\u003eDetermining Credibility.\u003c\/p\u003e \u003cp\u003eDeciding What Is Relevant.\u003c\/p\u003e \u003cp\u003eCorroborating Evidence.\u003c\/p\u003e \u003cp\u003eBoorish Behavior and Bad Management.\u003c\/p\u003e \u003cp\u003eRisk Factors.\u003c\/p\u003e \u003cp\u003eMaking a Determination.\u003c\/p\u003e \u003cp\u003e\u003cb\u003ePART FOUR: BEYOND THE INVESTIGATION.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e11. Prompt, Corrective Action.\u003c\/p\u003e \u003cp\u003eAWorking Definition of Zero Tolerance.\u003c\/p\u003e \u003cp\u003ePresenting the Issues to Top Management.\u003c\/p\u003e \u003cp\u003eJudging the Severity of the Behavior.\u003c\/p\u003e \u003cp\u003eDisciplinary Considerations.\u003c\/p\u003e \u003cp\u003eTypes of Discipline.\u003c\/p\u003e \u003cp\u003eTraining for Workgroups.\u003c\/p\u003e \u003cp\u003eTraining for Individual Harassers.\u003c\/p\u003e \u003cp\u003e12. Remedies, Healing, and Follow-Up.\u003c\/p\u003e \u003cp\u003eRemedies for Aggrieved Employees.\u003c\/p\u003e \u003cp\u003eThe Need for Debriefing.\u003c\/p\u003e \u003cp\u003eLeading the Debriefing.\u003c\/p\u003e \u003cp\u003eDebriefing the Complainant.\u003c\/p\u003e \u003cp\u003eDebriefing the Accused.\u003c\/p\u003e \u003cp\u003eDebriefing Workgroups.\u003c\/p\u003e \u003cp\u003eDebriefing Employees and Witnesses.\u003c\/p\u003e \u003cp\u003e13. The Investigator as Witness.\u003c\/p\u003e \u003cp\u003eTestifying During Trial.\u003c\/p\u003e \u003cp\u003eSurviving Cross-Examination.\u003c\/p\u003e \u003cp\u003eConclusion.\u003c\/p\u003e \u003cp\u003e\u003cb\u003eTraining Program: Training Internal Investigators.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eTraining Internal Investigators Handouts.\u003c\/p\u003e \u003cp\u003e\u003cb\u003eAppendix.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eSample Policy.\u003c\/p\u003e \u003cp\u003eSample Investigative Forms.\u003c\/p\u003e \u003cp\u003eSample Report.\u003c\/p\u003e \u003cp\u003eFederal Cases of Importance for Sexual Harassment Issues.\u003c\/p\u003e \u003cp\u003eFederal Cases Addressing the Affirmative Defense, 1998–2002.\u003c\/p\u003e \u003cp\u003eEnforcement Guidelines Issued by EEOC.\u003c\/p\u003e \u003cp\u003ePolicy Guidance on Current Issues of Sexual Harassment (1990).\u003c\/p\u003e \u003cp\u003eThe U.S. Equal Employment Opportunity.\u003c\/p\u003e \u003cp\u003eCommission Enforcement Guidelines.\u003c\/p\u003e \u003cp\u003e\u003cb\u003eBibliography.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eIndex.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eAbout the Authors.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eHow to Use the CD ROM.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eCD Contents.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eTraining Program: Training Internal Investigators Handouts.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eHandout A: Self-Evaluation Form.\u003c\/p\u003e \u003cp\u003eHandout B: Microcosm Respectful Workplace Anti-Harassment Policy.\u003c\/p\u003e \u003cp\u003eHandout C: Case Studies.\u003c\/p\u003e \u003cp\u003eHandout D: Four Layers of Diversity.\u003c\/p\u003e \u003cp\u003eHandout E: Stereotypes and Generalizations.\u003c\/p\u003e \u003cp\u003eHandout F: You as a Diverse Entity.\u003c\/p\u003e \u003cp\u003eHandout G: Triad Role Play.\u003c\/p\u003e \u003cp\u003eHandout H: Forming an Investigative Plan.\u003c\/p\u003e \u003cp\u003eHandout I-1: Witness Summary: Willima Michaels.\u003c\/p\u003e \u003cp\u003eHandout I-2: Witness Statement: Tom Torrance.\u003c\/p\u003e \u003cp\u003eHandout I-3: Witness Summary: David Lee.\u003c\/p\u003e \u003cp\u003eHandout I-4: Witness Summary: B.J. Raymond.\u003c\/p\u003e \u003cp\u003eHandout I-5: Witness Summary: Michelle Cline.\u003c\/p\u003e \u003cp\u003eHandout J-1: Role Play Preparation and Feedback Forms.\u003c\/p\u003e \u003cp\u003eHandout J-2: Role Play Feedback Guidelines.\u003c\/p\u003e \u003cp\u003eHandout K: Remedies, Healing, and Aftermath.\u003c\/p\u003e \u003cp\u003eHandout L: Debriefing the Workgroup Exercise.\u003c\/p\u003e \u003cp\u003eHandout M: Your Organization’s Follow-Up Issues.\u003c\/p\u003e \u003cp\u003e\u003cb\u003eSample Policy.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003e\u003cb\u003eSample Investigative Forms.\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eInvestigation Activity Log.\u003c\/p\u003e \u003cp\u003eInvestigator’s Checklist.\u003c\/p\u003e \u003cp\u003eChecklist for Interview with Complainant.\u003c\/p\u003e \u003cp\u003eChecklist for Interview with Accused.\u003c\/p\u003e \u003cp\u003eChecklist for Interviews with Witnesses.\u003c\/p\u003e \u003cp\u003e\u003cb\u003eSample Report.\u003c\/b\u003e\u003c\/p\u003e\n\u003c\/li\u003e\n\u003c\/ul\u003e","brand":"John Wiley \u0026 Sons Inc","offers":[{"title":"Default Title","offer_id":49405046423895,"sku":"9780787968748","price":58.5,"currency_code":"GBP","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0817\/1739\/5799\/files\/9780787968748.jpg?v=1730488487","url":"https:\/\/bookcurl.com\/products\/investigating-harassment-and-discrimination-complaints-9780787968748","provider":"Book Curl","version":"1.0","type":"link"}