Responding To Retaliation Concerns and Capturing Key Retaliation Case Metrics

Overview

Individuals may cite retaliatory concerns when weighing their decision to report an issue; during an investigation; or, after an investigation’s conclusion. No matter the timing, when an individual raises a retaliation concern, their claims should be taken seriously and fully reviewed. Does your organization analyze retaliation allegations and investigate outcomes as part of their cultural assessment? Most organizations track retaliation matters at a general, non-specific level. The type of retaliation and the perceived cause of the retaliatory act are not delineated. When a retaliation matter requires investigation, an organization should gather key data points for trending purposes and to fine tune future training and policy initiatives.

This course offers recommendations for
(1) framing responses to retaliation allegations
(2) capturing key data points
(3) developing specific metrics for retaliation matters

Highlights

Speak up Culture
Ethical Culture
Internal complaint reporting and investigations

Prerequisites

None

Designed For

HR professionals, ethics and compliance practitioners, risk management specialists, internal auditors

Objectives

Frame responses based upon the type of retaliation alleged
Ask pertinent questions to determine whether a formal investigation may be required
Develop key data points related to raised retaliation concerns
Improve future training and policy initiatives based upon the data compiled