Welcome to SAHRMA
With more than 650 members, representing more than 200 local and national organizations, we provide a forum for our members to engage in essential conversations on Human Resources topics through our programs and events. We invite you to attend our monthly meetings, annual conferences, become a member and get involved!
A Message from Our President
What continues to amaze me about SAHRMA is the wealth of opportunities to #LEARN from and #CONNECT with one another. As professionals, our schedules are busy, our time is limited, and our work locations may prevent attendance at events occurring in particular areas of our city. Factor in a family, and these competing considerations can often prevent our participation in professional and charitable organizations. The variety of events offered by SAHRMA truly allows for even the busiest of professionals to get involved and to be enriched by their experiences.
In that regard, there are a number of events occurring in April 2019, including:
I recently led an advanced workshop on internal investigations, and I thought you might appreciate a few pointers to utilize in any investigation, regardless of its scale or scope. Once a complaint is received, it is important to act promptly but not hastily. Planning is essential to any the investigation. Thought should be given as to who should conduct the investigation in terms of the requisite skill and experience and also whether an external, unbiased investigator should be used. Identify the witnesses to be interviewed and consider the appropriate order for the interviews, including whether it may be necessary to have multiple interviewers meet with several witnesses simultaneously to reduce internal chatter. Consider whether interim remedial measures should be taken, including whether the complaining party and/or the accused party should be placed on paid leave and whether electronic data should be gathered. Identify the scope of the investigation and the key issues identified in the complaint. Prepare an outline for use during the interviews, but do not be afraid to deviate from that outline when a witness discloses new or additional information that might be outside of the scope initially contemplated. Emphasize your company’s expectations of honesty and cooperation and your company’s anti-retaliation policy. Consider the need for witness statements, particularly from the complaining party and other witnesses who have essential information. Maintain detailed, factual notes of your interviews and other investigatory steps.
Depending upon the seriousness of the complaint, a written report may be required. In drafting a report, it is important to identify the date the complaint was received, summarize the nature of the complaint, identify the dates of the investigation and the scope of the investigation, including who was interviewed, by whom, and when, and any documents reviewed. You should then identify each allegation in the complaint, state whether the allegation was substantiated or unsubstantiated, and briefly summarize the evidence supporting your conclusion. Finally, to the extent remedial measures are taken, those measures should be identified, along with the individuals responsible for implementation of the measures and the deadline for completion. Follow up with the complaining party and the accused party to discuss the results of the investigation in appropriate, limited terms. Emphasize that your door is open to discuss future concerns.
Lastly, maintain a confidential file consisting of the complaint, witness statements, interview notes, documents reviewed, and the investigatory report. You may need this information later on should another complaint be made or should matters progress outside of the organization in the form of a charge of discrimination or litigation. Prompt, thorough investigations ultimately serve the purpose of fostering a positive working environment and eradicating improper behavior.
Tiffany Cox, Employment
SAHRMA President, 2019
LEARN | CONNECT | SERVE