Many employers struggle to gather information during witness interviews in investigations. Many employees for a variety of reasons are reluctant to be involved and can be less than forthcoming. Friends of employees and those accused of an offense are often downright angry and vengeful. In investigations, to meet its employer obligations, it's crucial that interviews are structured to capture and gather all available accurate information, notwithstanding employee emotions that are often running high.

• When are employees entitled to representation during an investigation?
• How to prepare and what to do before an interview
• Organizing your interview so you can ask good questions
• Strategies for the reluctant witness
• The angry "hothead". Dangerous or something else?
• What about tape-recording: Is it a good idea?
• Body language: Can you tell if a witness is giving false or skewed testimony? Developing behavioral baselines
• Considering cultural diversity
• The note taker and their role
• Taking notes and pacing the interview
• Starting and ending your interview
• Educating all parties about retaliation
• What about witnesses that are not your employee? Tips for customer complaints and joint employment interviews

• Anyone who has to do Investigations, Fact Findings, or Solve Employee Relations Problems and Disputes
• Plant Managers
• Front Line Managers
• HR Managers
• Branch Managers
• Those with Employee Relations Positions