Best Buy’s Workplace Investigation: Quick, Effective, Newsworthy

Best Buy recently received and published highlights from an investigation in to several allegations of misconduct by higher level executives and others.  The lessons from this investigation are still to be culled, but the bottom line is that the company responded swiftly to unsavory allegations, a response that has left them in control of fixing the problem(s), responding credibly to employees, customers, and shareholders with lemonade rather than lemons, and demonstrating a commitment to values-based leadership.

Is your company prepared to respond promptly, credibly, and with integrity to allegations of misconduct?  Ensure that your Risk Management team is prepared.  One Mediation can help through its workplace investigation training modules, professional investigators, and training offerings.

 

Agendas: Workplace Investigation Training Modules I and II

One Mediation provides Human Resources professionals, in-house counsel and risk managers with engaging, active training on conducting an internal, workplace misconduct investigation.

Module I provides a strong foundation on the role of an investigation in resolving concerns, along with specific activities geared towards interviewing witnesses professionally and competently.  Module II is a practicum for attendees to work through the components of a workplace investigation, through to a mock deposition, with immediate feedback from Labor & Employment litigators.   Registrants may choose to attend only Module I; though completion of Module I is a pre-requisite to registering for Module II.  The agendas for Module I and for Module II are available.

Credits through HRCI are available.

REGISTRATION:
Module I is offered in Buckhead on June 15, 2012 and September 29, 2012, starting at 9:00 a.m. and ending at 4:45 p.m. Early Bird Registration ($295) closes 30-days before the session. Regular tuition: $395.00.
Module II Practicum is offered on a Friday/Saturday format. In 2012, it is offered two times: June 22-23 and again October 5-6. Regular tuition: $995.00 (Early Bird: $825).
Registration for both Module I and the Module II Practicum is $1,300 (Early Bird $1,100).
FACULTY:
Faculty include Lorene Schaefer, Esq. and Jennifer Keaton, Esq.  These attorneys and workplace investigators have significant Labor and Employment litigation experience regarding EEOC Charges, Sarbanes-Oxley Charges, tort claims, and internal grievances that involve concerns of harassment, discrimination, bullying, poor leadership/supervision, and whistleblower and retaliation concerns. They put their litigation and investigation experience to work with these active-learning seminars.
Call One Mediation for more information (404-720-0599) or visit them online.

It Cost AT&T over $5 Million…Why Workplace Investigations Must Be (and actual be) Part of an Employer’s EEO/Harassment Policy

Ouch!  AT&T recently lost an employment lawsuit that resulted in $5 Million in punitive damages.

In that case, AT&T was accused of failing to provide religious accommodations and retaliating against a Muslim employee.  In slapping AT&T with these damages, the court demonstrated in very clear terms that it was not impressed with employment policies that merely pay lip-service to the principles and rules they dictate.  At issue here, AT&T had satisfactory policies  regarding discrimination, harassment, retaliation and accommodations, but it did not implement them satisfactorily.  Specifically, the lack of a meaningful workplace investigation into this employee’s complaints about religious discrimination was inexcusable.

Employers and Human Resources professionals should be mindful of the needs for good policies in their workplaces.  However, they should be prepared to implement them with a process or procedure that includes appropriate follow-up on workplace complaints of harassment, discrimination, and retaliation and already have a ready-list of external sources, such as One Mediation, for more substantive workplace investigations and mediations, in order to resolve matters before further damage to morale, compliance, or the bottom-line occurs.

Divorce Mediation: Is there a Downside?

Andy Flink is an experienced divorce mediator with One Mediation.

Recently, I asked several family law attorneys and judges in the Atlanta area their thoughts on both the positive and negative aspects of mediation.  The answers I received were interesting and decidedly positive.  Mediation was considered to be the best alternative in divorce cases, especially when there are minor children involved.

Mediation was, however, deemed to be a negative in those rare cases where either one side conducted themselves in an unreasonable and unnecessary manner or when one side appeared at a session completely unprepared.  In these instances, the majority of attorneys I spoke with still believed there was some small measure of progress, even if it was acquiring the knowledge that settling was going to be more problematic.    Judges that I spoke with also promoted mediation.  They would prefer the family make the life-altering decisions amongst themselves rather than be put in the position to make them for people they knew very little about.

These illustrations do not include cases where abuse, violence or significant power imbalances are present, which are considered to be cases that are inappropriate for mediation.  As well, there will certainly be cases that present themselves as those that will never settle in mediation and will require litigation.

Many of these attorneys and judges also believed that a positive and productive reason to mediate was to simply create the scenario where everyone had to be in the same place at the same time.  Trying to schedule five or more people to meet together was daunting in itself; being forced to meet was actually a good thing:  This initial mediation session might be the first time attorneys meet each other in person.  Everyone also agreed that by settling the case sooner through mediation the parties, especially those with children, could move past the conflict and concentrate on parenting.   The financial benefits to the parties were also significant if the case settled sooner – as one attorney told his client in a case where I was the mediator:  “If you settle now you’ll be able to send your kids to college, if you want to drag this on, we certainly can, but you’ll end up sending my kids to college.”

In mediation, I have one goal in mind:  to settle, perhaps with a full settlement, or sometimes with a partial or temporary one.  Regardless of what the parties or counsel say to me about how difficult or impossible the case is, or how meeting will be a “significant waste of time,” I’ll consistently look for and hopefully find the “wrinkle” that gets the parties moving forward.  This is especially satisfying when at the end of a session we’ve reached agreement and counsel explains that they “never thought this case would settle.”  I am always glad if it did – but even if it didn’t, I believe it’s always worth an attempt.  I may feel that the session wasn’t productive but, like most of you who I work with, my consensus is the same:  there is very little downside to what can result in a potentially worthwhile outcome for everyone involved.

Andy Flink is a successful businessman, mediator, and father in a blended family.  Email Andy with questions or comments.  

Workplace Investigation Training Module I Approved for 6.5 CE Hours (HRCI)

This advanced program, along with the Module II Practicum, is designed to cross train in-house counsel and to enhance the skills of Risk Management and HR professionals for conducting investigations into bullying, discrimination, harassment and retaliation.  Agenda:  http://onemediation.files.wordpress.com/2012/03/workplace-investigation-training-module-i-agenda2.pdf

Module I is day-long seminar that provides a detailed overview of how properly to investigate concerns or allegations of personnel misconduct in a thorough, fair, and well-documented manner that contemplates potential litigation. Significant time is spent on investigation plans, document gathering, techniques for interviewing witnesses, and report writing. Both Module I and Module II focus on putting information into action through group and individual activities that reinforce the learning objectives.
REGISTRATION:
Module I is offered in Buckhead on April 20, 2012, June 15, 2012 and September 29, 2012, starting at 9:00 a.m. and ending at 4:45 p.m. Early Bird Registration ($295) closes 30-days before the session. Regular tuition: $395.00.
Module II Practicum is offered on a Friday/Saturday format. In 2012, it is offered two times: June 22-23 and again October 5-6. Regular tuition: $995.00 (Early Bird: $825).
Registration for both Module I and the Module II Practicum is $1,300 (Early Bird $1,100).
FACULTY:
Faculty include Lorene Schaefer, Esq., Jennifer Keaton, Esq., and Suzanne Deddish, Esq. These attorneys and workplace investigators have significant Labor and Employment litigation experience regarding EEOC Charges, Sarbanes-Oxley Charges, tort claims, and internal grievances that involve concerns of harassment, discrimination, bullying, poor leadership/supervision, and whistleblower and retaliation concerns. They put their litigation and investigation experience to work with these active-learning seminars.
Call One Mediation for more information (404-720-0599).

Atlanta – April thru June 2012 Divorce Education Resources – Metro-Atlanta

There is so much information on the internet about divorce and the divorce process that it can actually be more confusing than helpful.   Why isn’t there some sort of “Divorce School” or “Divorce Tutor”???  Actually, there is…but sometimes they are hard to find in the midst of all the noise.

Here’s a quick listing of some Atlanta Divorce seminars and more:

April 21, 2012Divorce 101 (9 a.m. – 4 p.m./Perimeter/$89) – Women Only

April 21, 2012 - Collaborative Divorce Seminar (9:30-11 a.m./Smyrna) – Co-Ed

April 28, 2012Speed-Divorcing – (10 a.m. – 2 p.m./Perimeter/$47)  - Co-Ed (limited to 10 participants)

May 5, 2012How to Mediate Your Divorce – (9 a.m. – Noon/Buckhead/$50) – Co-Ed

June 15-17, 2012Divorce Survival School Weekend - (Overnight/Payment Plans Available) – Women Only

Parenting Seminars (which satisfy certain court requirements) – Newnan/Carrollton Area, Douglas & Nearby CountiesCobb County, Fulton County, DeKalb County, Gwinnett County.   Dates vary and are held frequently each month.  Usually $30 – Keep Your Certificate of Completion!

Divorce Consulting/Mediation Coaches.  These divorce mediators help individuals facing divorce get ready for mediation, answer questions about the process, prepare and prioritize for negotiations and working out solutions, and sort through ideas on “how to make it work” during the changes of separation and divorce:  JoAnne Donner, Andy Flink, and Jennifer Keaton.

Local Certified Divorce Financial Analysts and Financial Neutrals.  These individuals help get your financial records in order, uploaded, and analyzed with an eye to division, taxes, budgets and more:  Lisa Decker, Anitha Rao.

Speed-Divorcing: In Atlanta April 28, 2012

Attention:  Those thinking about or in the early stages of divorce and wrestling with overwhelm, anxiety or uncertainty about where to begin or what comes next…

Would you like to step out of the fog and receive clarity and answers for your burning questions in a fast, efficient and money-saving manner?

If so, You are in the Right Place! 

You are invited to join us for …

Speed Divorcing!

Hosted by Divorce Money Matters®

Your place to get answers and make connections with caring, respected professionals who will help you get the answers you need and the guidance you deserve…FAST! 

When: Saturday, April 28, 2012 – 10:00 am – 2:00 pm

Click below for more information and registration:

http://speeddivorcing.eventbrite.com/

Mediators from One Mediation will be in attendance.

Divorce Expo – Novel Concept, Big Dividends for Information Gathering

Recently, the people of Detroit had the opportunity to attend a Divorce Expo.   While this type of expo does not share the same zip of the Bridal Expos, Fashion Expos, etc., it arguably has a much more important impact, particularly for families in crisis and transition.

Indeed, learning just a little about so many aspects of the divorce process – the legal, the emotional, the financial, the children’s issues, and more – in one location over a dedicated period of time could be a critical step in many families avoiding missteps and losing critical opportunities.  In Atlanta, the closest 2012 events to this Divorce Expo include Visions Anew Institute’s April 21st “Divorce 101” Seminar  (this seminar is women only – men at a later date) or Divorce Money Matters’ April 23rd “Speed-Divorcing” Event.  Both are low-cost, high impact – tell a friend.

 

Jennifer Keaton to Speak at Professional Development Seminar

Jennifer Keaton, a member of One Mediation’s panel of neutrals, has been invited to speak on negotiation on April 19, 2012 at the State Bar of Georgia.  For more information, click here.

Internal Complaints….The Lids Fly Off When!!

A 37 Page Complaint…recently, a major agency received this written complaint from a high ranking official in the organization that blasted an even higher ranking official.  Politically motivated?  Do-gooder doing the right thing?  Someone who’d “had it up to here”?

Too often, employers dismiss internal complaints rather than move them into a credible investigative process because they are too concerned with what may appear (and may actually be) questionable motives in raising the concern rather than focusing on “clearing the air” to determine if a problem exists.

Employers should have an investigative process in place before a need to investigate internal concerns arise.  Some employers utilize “hot lines,” while others have “open door policies” and harassment policies with a stated complaint process.  These options often suffice, but employers who have been through contentious litigation regarding the workplace usually can point to opportunities that they wished they’d offered to hear about the concern before hearing it from opposing counsel, a governmental agency, or through a court pleading.

Interested in learning about options for your workplace?  Contact One Mediation regarding its internal dispute resolution programs, E-Resolved hotline options, and more.  Simple solutions at work!

 

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