Certificate in Workplace Investigations

Stop hoping workplace complaints resolve themselves. Learn the proven investigation frameworks that practicing employment attorneys use to handle sensitive issues while protecting both employees and your organization.

Delivery Options:
In Person Virtual On Demand
Loading next program...
46+ YEARS
Employment Law Training
|
80,000+
Certificates Earned
|
PRACTICING ATTORNEYS
Not Academics

Master Workplace Investigations That Withstand Legal Scrutiny and Protect Your Organization

The Certificate in Workplace Investigations is 2 intensive days where you'll master the investigation techniques that protect employees, find the truth, and defend against retaliation claims—working through realistic scenarios with experienced employment attorneys, not checklists and theory.

What Sets This Program Apart

  • Complete investigation methodology – Evidence collection, witness interviewing, credibility assessment, digital harassment, remote workplace misconduct, and defensible report writing
  • Real-world application – Work through sexual harassment, discrimination, retaliation, whistleblower claims, and scenarios with conflicting witnesses where there's no smoking gun
  • Expert attorney-led instruction – Learn from practicing employment law specialists who conduct high-stakes investigations and defend them in litigation
  • Professional certification – Earn your certificate plus 13 SHRM/HRCI continuing education credits
  • Benefits beyond the classroom – Your investment includes quarterly legal updates, faculty access, and alumni resources that keep you current year-round. View participant benefits →
VIEW UPCOMING PROGRAMS

What You'll Master in 2 Days

A comprehensive investigation framework covering modern challenges, legal fundamentals, evidence collection, interviewing techniques, credibility assessment, and real-world scenario application.

Modern Investigation Challenges (2026 Landscape)

Navigate remote workplace misconduct, digital harassment, and AI bias allegations.

Foundation

Remote/hybrid workplace misconduct

Investigate misconduct when employees work remotely or in hybrid arrangements without physical witnesses.

Foundation

Digital harassment & text-based abuse

Handle investigations involving screenshots, chat logs, social media, and electronic communications.

Advanced

Social media & off-duty conduct

Navigate the boundaries of employer authority when misconduct occurs outside work hours or on personal accounts.

Advanced

Union, DEI, and "reverse discrimination" complaints

Handle politically sensitive investigations with proper documentation and neutrality.

Expert

Psychological safety as part of process fairness

Create investigation processes that feel fair to all parties and protect psychological safety.

Expert

AI bias allegations in hiring or discipline decisions

Investigate claims that AI tools or algorithms produced discriminatory outcomes.

Foundation

When an employer must investigate

Identify the legal triggers that create an obligation to investigate complaints.

Foundation

Anonymous, digital, and third-party complaints

Handle complaints that arrive through non-traditional channels with appropriate seriousness.

Advanced

Internal vs. external investigator selection

Determine when to handle investigations internally versus bringing in outside counsel or investigators.

Advanced

Planning scope & sequencing of interviews

Structure your investigation plan to gather evidence efficiently while protecting the process.

Expert

Timeliness

Balance thoroughness with the legal requirement to investigate promptly and avoid delays that create liability.

Foundation

Developing an investigation roadmap

Create a structured plan that guides your investigation from complaint to conclusion.

Foundation

Neutrality and bias safeguards

Establish processes that demonstrate and maintain investigator neutrality throughout.

Advanced

Confidentiality boundaries

Navigate what can and cannot be kept confidential, and how to communicate these limits.

Advanced

Role of HR vs. legal vs. management

Define clear roles and responsibilities to avoid conflicts and protect privilege where appropriate.

Expert

Avoiding pre-judgment or confirmation bias

Recognize and counteract cognitive biases that can undermine investigation credibility.

Foundation

Contemporaneous notes vs. formal summaries

Document investigations with appropriate detail and timing to create defensible records.

Advanced

Digital evidence

Collect, preserve, and analyze electronic communications, files, and system logs.

Advanced

Authenticity & chain of custody

Maintain evidence integrity so it remains admissible and credible.

Expert

Privilege considerations

Protect attorney-client privilege and work product doctrine when legal counsel is involved.

Expert

Handling sensitive personal data

Navigate privacy laws and employee expectations when accessing personal information.

Foundation

Interview approach for complainant, respondent, and witnesses

Adapt your interview style and questions based on the interviewee's role in the investigation.

Advanced

Trauma-informed interviewing

Conduct interviews that accommodate trauma responses while still gathering necessary information.

Advanced

Cultural and neurodivergent communication considerations

Recognize how cultural background and neurodivergence affect communication and credibility assessment.

Expert

Dealing with reluctant or fearful witnesses

Overcome witness resistance while respecting boundaries and avoiding coercion.

Expert

Interview sequencing to prevent contamination

Order your interviews strategically to prevent witnesses from coordinating or influencing each other.

Foundation

Corroboration vs. inconsistency

Weigh evidence that supports or contradicts witness accounts.

Advanced

Demeanor caution

Understand the limits of demeanor-based credibility assessments and their potential for bias.

Advanced

Contextual credibility

Consider the broader context, relationships, and motivations when assessing witness credibility.

Expert

Multiple-sourced vs. single-sourced allegations

Make findings when you have pattern evidence versus isolated complaints.

Expert

Evaluating partial or fragmented recall

Assess credibility when witnesses have incomplete memories, especially in trauma situations.

Foundation

What goes in findings vs. recommendations

Separate factual findings from recommended actions to maintain report integrity.

Advanced

Drafting a defensible report

Write investigation reports that withstand legal scrutiny and support organizational decisions.

Advanced

Communicating outcome without over-disclosure

Share appropriate information with complainants and respondents while protecting confidentiality.

Expert

Protecting the process from retaliation

Implement safeguards to prevent and detect retaliation against investigation participants.

Expert

Monitoring the workplace after resolution

Follow up after investigations close to ensure corrective actions are effective and retaliation doesn't occur.

Advanced

Sexual harassment (in-person & digital)

Apply investigation frameworks to sexual harassment complaints across different formats and contexts.

Advanced

Discrimination & hostile work environment

Investigate claims of discriminatory treatment and hostile work environment.

Advanced

Retaliation by peers or indirect actors

Identify and investigate retaliation that comes from coworkers rather than direct supervisors.

Expert

ADA / medical accommodation disputes

Investigate complaints related to disability accommodation requests and denials.

Expert

Safety complaints & whistleblower claims

Handle investigations with heightened legal protections for complainants.

Expert

Ethical refusals to participate or fear-based silence

Navigate situations where witnesses refuse to cooperate or are too afraid to provide information.

Expert

Conflicting witness accounts with no "smoking gun"

Make credibility determinations and findings when evidence is circumstantial or contradictory.

Expert

Remote-work misconduct without physical witnesses

Investigate allegations when the only evidence is digital and no one else was present.

Ready to Transform Your Workplace?

REGISTER NOW DOWNLOAD FULL PROGRAM PACKAGE

Choose Your Format. Not Your Quality.

In-person, virtual, or on-demand - every program features the same practicing attorneys, current content, and professional credits you need.

Hotel Details

Learn from Practicing Professionals

Not academics—practitioners who manage real legal risk while building high-performing organizations

Wayne W. Williams, Esq.

Wayne W. Williams, Esq.

Founder, Law Offices of Wayne W. Williams

[FULL BIO TO BE ADDED]

Dawn R. Kubik, Esq.

Dawn R. Kubik, Esq.

Of Counsel

[FULL BIO TO BE ADDED]

Brenda Heinicke

Brenda Heinicke

[TITLE TO BE ADDED]

[FULL BIO TO BE ADDED]

Di Ann Sanchez

Di Ann Sanchez

Human Resources Chief Exceptional Officer

[FULL BIO TO BE ADDED]

Amy Zdravecky

Amy Zdravecky

[TITLE TO BE ADDED]

[FULL BIO TO BE ADDED]

Grant Gibeau

Grant Gibeau

[TITLE TO BE ADDED]

[FULL BIO TO BE ADDED]

Rudi Turner

Rudi Turner

[TITLE TO BE ADDED]

[FULL BIO TO BE ADDED]

Cyndi Ramirez Ryan

Cyndi Ramirez Ryan

[TITLE TO BE ADDED]

[FULL BIO TO BE ADDED]

✨ Exclusive Attendee Benefits

  • Pre-Program Consultation

    Identify your priorities and customize your learning focus before day one.

  • Professional Credits

    Earn 13 SHRM/HRCI/CLE credits (plus 6 additional from quarterly updates = 19 total)—enough to make a significant dent in your renewal requirements.

  • Ongoing Development

    12 months of quarterly employment law updates keep you current as regulations change.

  • Alumni Advantages

    $100-$300 off all future programs—for you and every colleague you refer.

Pre-Program Consultation

Identify your priorities and customize your learning focus before day one.

Quick Answers

We know you're busy. Here's what you actually need to know.

Within minutes, you'll receive an invoice email. Once payment is processed, you can schedule your complimentary pre-program consultation (10-15 minutes) to discuss investigation challenges you're currently facing and identify which scenarios will have the biggest impact for you. Pre-program materials arrive one week before your session starts.
All three formats feature the same practicing attorney instructors, current investigation methodologies, and professional credits. In-person provides face-to-face networking with other HR professionals and investigators. Virtual delivers the same live instruction via Zoom with full Q&A capability. On-demand lets you learn at your own pace over 90 days. Choose the format that fits your schedule—the quality and content remain identical.
The 2-day program provides 13 SHRM/HRCI/CLE credits. Plus, your enrollment includes 12 months of quarterly employment law updates (4 sessions × 1.5 credits each = 6 additional credits), bringing your total to 19 credits—enough to make a significant dent in your renewal requirements.
Both. HR professionals gain the investigation skills to handle matters appropriately before escalating to legal. In-house counsel learn the practical investigation frameworks that produce legally defensible documentation. Many organizations send both HR and legal team members together—they report better coordination on investigations afterward.
No. The program covers everything from foundational concepts to advanced techniques like trauma-informed interviewing, credibility assessment in "he said/she said" situations, and investigating AI bias allegations. Even experienced investigators tell us they leave with refined techniques and updated frameworks for 2026 challenges like remote workplace misconduct and digital harassment.
Very. The 2026 curriculum addresses challenges most organizations are facing right now: remote workplace misconduct, digital harassment and text-based abuse, social media and off-duty conduct investigations, and even how to investigate AI bias allegations in hiring or discipline decisions. Our instructors update content based on cases they're currently handling.
Yes. You'll learn what belongs in findings versus recommendations, how to draft defensible reports that withstand legal scrutiny, and how to communicate outcomes without over-disclosure. You'll see examples of reports that held up in litigation—and ones that didn't.
Yes. Your enrollment includes all live instruction from practicing attorneys who conduct high-stakes investigations, complete program materials, 13 continuing education credits, pre-program consultation, 12 months of quarterly employment law updates (4 sessions, $1,588 value), permanent access to updated investigation resources, and alumni benefits for all future programs. The only additional cost would be travel and lodging if you choose in-person format.
Absolutely. That's exactly what the pre-program consultation is for. Share your current challenge (confidentially) so our team can point you to the most relevant content. Many participants arrive with an active investigation and leave with a clear action plan.
Yes. The program is designed for immediate application. You'll leave with investigation planning templates, interview question frameworks, credibility assessment tools, and report writing guides—all ready to use Monday morning.

Experience the Professional's Choice in Training

Real-world expertise. Guaranteed results. Trusted since 1979.

REGISTER NOW

Connect with Us in 20 Seconds or Less