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Event Details

    How to Avoid a Botched Workplace Investigation

    Date: February 8, 2018, 7:30am – 9:30am
    Opportunity Village
    6050 S. Buffalo Dr.
    Las Vegas, NV 89113
    $25 Member | $35 Non-Member | $15 Student
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    How to Avoid a Botched Workplace Investigation

    Responsiveness to a complaint and an investigation will not only yield the best information and evidence, but it will also enhance both the investigator’s and the employer’s credibility. Investigations can help the organization identify and resolve internal problems before they become widespread. Given that every complaint has the potential to become a lawsuit, employers should investigate every case in a manner in which it can be presented to a court of law, if necessary. As potentially disruptive as investigations can be, they must be prompt, thorough and effective to ensure everyone’s protection. The following steps should be taken as soon as the employer receives a verbal or written complaint

    Attendees will learn:

    • How exactly should an employer, conduct a workplace investigation?
    • When and why employers should conduct workplace investigations?
    • Who should conduct the investigation on behalf of an employer?
    • How to ensure that the investigation itself is thorough and uncovers what really did (or did not) happen and aids in determining an appropriate response?
    • How long to retain documentation developed during the investigation?


    Yvonne Schuman, Esq.

    Currently, founder and managing principal of management consulting firm, Gilmore Schuman which specializes in HR, training, and general business consulting. Responsibilities include business development and client services: organizational planning, hiring and termination issues, policies design /implementation, diversity, position descriptions, employee relations, performance management, etc.

    Formerly Civil Rights Officer Nevada Department of Transportation where she was responsible for ensuring NDOT's compliance with all federal, state and local nondiscrimination laws and regulations, including Title VI of the Civil Rights Act of 1964. Oversee and direct all activities in the Civil Rights and Contract Compliance section including the ADA, Contract Compliance and DBE programs.


    This meeting has been submitted for SHRM ReCertification Credit


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