Harassment Investigation
Harassment Investigation Level 1, 2 & 3 – Vancouver, BC
8-Day Program – February 22-26, 2027 / April 20-22, 2027
Event Dates:
February 22-24, 2027
Harassment Investigation – Level 1
$1,400.00 + GST (3 day program)
Already attended Level 1? Contact us to join Level 2
February 22-26, 2027
Harassment Investigation – Level 1 & 2
$2,750.00 + GST (5 day program)
April 20-22, 2027
Harassment Investigation + Report Writing – Level 3 (prior attendance in Level 1 & 2 required)
$1,600 + GST (3 day program)
Attending all levels? Contact us today for a bundle discount and secure your spot!
Venue:
Holiday Inn Vancouver Centre
711 West Broadway – Vancouver, BC
*Our Level 1 & 2 programs have been approved for Continuing Professional Development hours towards maintaining your CPHR Designation. A Certificate of Completion is provided at the conclusion of the program.
Registration, Course Fees & Contact Info:
Questions? Contact us:
Sheri Swain
sswain@hilladvisory.com / 204-831-7661
Looking to train your team? Quotations for in-house training are available upon request.
Already attended Level 1? Get in touch about continuing on with Level 2 & 3!
Presented By:
Since 1990 Hill Advisory Services Inc. has been investigating cases of harassment/discrimination/bullying/sexual harassment and workplace violence in industries across Canada. We provide training to human resource staff and internal investigators in the same safe, reliable and respectful techniques that we use to conduct fair, thorough and effective investigations. Our entire course is built around the concept of a formal case of harassment/discrimination/bullying/sexual harassment and provides hours of professional development on how to properly plan, and execute a thorough investigation.
What’s the difference?
Our team at Hill Advisory Services is often asked, “What’s the difference between level 1, 2, and 3?”
We have written this brief article to help you learn more about the differences between our various levels of training. We hope this is helpful as you determine what levels are best suited for you and your team.
Course Outline - Level 1
Harassment Investigation – Level 1
3-day program – February 22-24, 2027
Our entire three-day course is built around the concept of a formal case of harassment/discrimination/bullying/sexual harassment and provides hours of professional development on how to properly plan, and execute a thorough investigation.
DAY 1 | Special Learning Objectives
Specific Learning Objectives:
Roles and responsibilities of the investigator
- maintaining objectivity
- clarifying the issues
- determining and substantiating facts
- investigating thoroughly
- allowing a fair hearing for all
- documenting and taking statements
- exploring resolution
Small group work (with facilitator feedback)
- how to prepare for an investigation and an interview
- logistics
- answering questions
- complete preparation
Small group work (with facilitator feedback)
- detailed information analysis task
- how to analyze information
- priority of questions
- question phrasing
Conducting interviews
- mandate development
- establishing a comfort level
- evidence management
- identifying hearsay
- questioning techniques
- maintaining neutral demeanour and comments
- body language
- timing
- planning for potential behaviour concerns
Coordinating the process
- scheduling
- information disclosure
- order of witness scheduling
- re-direct
DAY 2 | Special Learning Objectives
The entire day is spent in two groups. Participants are presented with an initial complaint from a real-life harassment/discrimination/bullying/sexual harassment case and are asked to work in their groups to develop questions for a Complainant, a Respondent and a Witness. They are asked to prepare for the interviews as they would in their workplace, complete with mandate taking into account the learning from Day 1 of the course. Participants are then asked to role play with the assistance of professional actors, who come in the play the Complainant, the Respondent and a Witness. The facilitator takes the role of Union Rep or Lawyer in alternating interview processes. When participants are not actively engaged in the questioning of the witness, they are asked to take notes, and to process additional questions that may arise. The entire day is spent in this way, with immediate and ongoing feedback to the participants in the form of realistic reactions. Some important areas covered are:
- information to share in a mandate
- how to reply to questions/concerns regarding mandate
- how to phrase questions
- how to compile accurate notes
- disclosure and retention of notes
- how to account for additional questions
- how to set a witness at ease
- how to maintain appropriate comments and body language
- how to deal with Union Rep and Lawyer questions
- how to deal with distractions
- how to conclude an interview
- how to ensure information and investigations are unbiased
- how to ensure investigations are based on evidence
DAY 3 | Special Learning Objectives
The morning is spent in small group analysis of information received from day 2. The groups are asked to review their notes in detail and determine; what was agreed to by the parties, what was not agreed to, what was missed due to investigator error, what information still needs to be collected and to identify the central issue in the case of harassment/discrimination/bullying/sexual harassment.
Some important areas covered are:
- attention to detail
- how to identify assumptions
- how to identify bias
- the impact of bias on an investigation and its possible appeal
- how witness information comes into play
- how to formulate a witness list
- evidence management
- how to take a strategic view in analysis
The afternoon is spent in providing feedback on the interview process from the facilitator. Some important areas covered are:
- how questions were phrased
- how to deal with reactions seen
- mandate delivery
- how to close an interview
- how to gather and maintain evidence
- note taking
- statement preparation
- confidentiality
Feedback is also presented regarding the case. We investigated the actual claim, so we spend time discussing the real-life case, in order to provide deeper understanding and conclusion.
The remainder of the time is spent in a large group reviewing:
- how to prepare questions
- how to prepare notes
- how to prepare statements
- how to prepare final reports
- what to think about when writing conclusions
- the principles of natural justice
Finally, the instructor circles back on the initial questions that participants posed on day one of the training which identified “must haves” in the subject matter area.
Course Outline - Level 2
Harassment Investigation – Level 2
2-day program – February 25-26, 2027
DAY 4 | Special Learning Objectives
The entire day is spent in small groups. Participants are presented with two statements from a real-life case of harassment/discrimination/bullying/sexual harassment. and are asked to work in their groups to develop questions for a number of Witnesses. They are asked to prepare for the interviews as they would in their workplace, complete with mandate and taking into account the learning from Level 1 of the course. Participants are then asked to role play with the assistance of professional actors, who come in the play two Witnesses. The facilitator provides real-time feedback on the interviews while in session. When participants are not actively engaged in the questioning of the witness, they are asked to take notes, and to process additional questions that may arise. The entire day is spent in this way, with immediate and ongoing feedback to the participants in the form of realistic reactions and facilitator feedback. Some important areas covered are:
- information to share in a mandate
- how to reply to questions/concerns regarding mandate
- how to phrase questions
- how to compile accurate notes
- how to account for additional questions
- how to set a witness at ease/difficult interviews
- how to maintain appropriate comments and body language
- how to deal with distractions
- how to conclude an interview
- how to ensure information and investigations are unbiased
- how to ensure investigations are based on evidence
- While the learnings are in similar topic areas, in the Level 2 course, more time is spent on the subtitles of each point and building off previous teachings.
DAY 5 | Special Learning Objectives
Re-direct is the information gathering/interview process used at the end of the investigation, before a determination is rendered and the final report is produced. The re-direct process is used to identify gaps in information as well as provide the complainant and/or respondent with the opportunity to respond to new allegations.
Investigators need to be able to differentiate between “need to know” and “want to know”, as the latter can impact upon an investigation team’s credibility and objectivity. The final day focuses on identifying missing information and taking the next step to determine what might result in a potential breach. The entire day is spent in small group work, analyzing evidence and preparing for re-direct interviews. Participants will then conduct their final interviews with a Complainant and Respondent, played by professional actors.
- Some important areas covered are:
- how to phrase questions
- how to compile accurate notes
- how to account for additional questions
- how to set a witness at ease
- how to maintain appropriate comments and body language
- how to deal with distractions
- how to deal with escalating behaviour
- how to deal with a medical concern in the process
- how to conclude an interview
- how to ensure information and investigations are unbiased
- how to ensure investigations are based on evidence
- While the learnings are in similar topic areas, in the Level 2 course, more time is spent on the subtitles of each point and building off previous teachings.
- Feedback is also presented regarding the case. We investigated the actual claim, so we spend time discussing the real life case, in order to provide deeper understanding and conclusion.
Course Outline - Level 3
Harassment Investigation + Report Writing – Level 3
3-day program – April 20-22, 2027
DAY 6 | Special Learning Objectives
The morning is spent working in a variety of group settings, from large group facilitated presentation to smaller group discussions and tasks. We refresh the concepts important to a harassment investigation including: policy, preparing for the interview and investigation and provide templates for witness notifications.
Participants are presented with an initial complaint statement containing elements from real life cases and are asked to work in small groups to develop questions for the complainant. They are asked to prepare for the interviews as they would in their workplace, complete with mandate and taking into account the learning from Level 1 and Level 2 of the course.
The facilitator will review a small sample of the assigned task and provide feedback, direction and course correction, as required. Participants are then asked to complete their preparation. Once complete, participants will work with professional actors in a “dry-run” of the questions in order to improve forecasting skills related to areas where interviews can go off plan. These experienced actors’ contribution will enable the groups to fine tune their preparation and enter the “real” interview with confidence. The facilitator will ensure all essential elements have been covered in the preparation.
Participants are then asked to role play with the assistance of a professional actor, who comes in to portray the complainant. The facilitator provides real-time feedback on the interviews while in session. When participants are not actively engaged in the questioning of the witness, they are asked to take notes, and to process additional questions that may arise. The entire rest of the day is spent in this way, with immediate and ongoing feedback to the participants in the form of realistic reactions and facilitator feedback. Some important areas covered are:
- How to refine the conversational approach to questions, in order to receive maximum information.
- How to compile accurate notes, with tips on effective note taking.
- How to develop and deliver ad hoc questions.
- How to ensure proper pacing, planning and analysis, in interview.
- How to ensure all questioning is on point, relevant and complete.
- How to deal with bias and the perception of bias.
- How to maintain appropriate comments and body language.
- How to deal with distractions.
- How to conclude an interview.
- How to ensure interviews and investigations are unbiased and appear that way to all involved.
- How to ensure investigation questions are based on evidence.
While the learnings are in similar topic areas, in the Level 3 course, we refine skills and build confidence in the entire approach.
DAY 7 | Special Learning Objectives
The morning is spent working in a variety of group settings, from large group facilitated presentation to smaller group discussions and tasks. We refresh the concepts important to a harassment investigation including: mandate checklists and initial introductions, setting the tone, addressing objections, dealing with bias and conversational interview approach.
Participants begin with information gathered to date and are asked to prepare to interview the respondent. Information is provided ahead of the interview by the “respondent” in the form of a written response to the allegations. Participants are asked to prepare for the respondent interview from these various information sources, in small groups. The facilitator will review a small sample of the assigned task and provide feedback, direction and course correction, as required, ensuring that all essential elements have been covered.
Participants are then asked to role play with the assistance of a professional actor, who comes in to portray the complainant. The facilitator provides real-time feedback on the interviews while in session. When participants are not actively engaged in the questioning of the witness, they are asked to take notes, and to process additional questions that may arise. The entire rest of the day is spent in this way, with immediate and ongoing feedback to the participants in the form of realistic reactions and facilitator feedback. Some important areas covered are:
- How to phrase questions and deal with objections, both explicit and implicit.
- How to compile accurate notes.
- How to account for additional questions.
- How to set a respondent at ease.
- How to maintain appropriate comments and body language.
- How to deal with distractions.
- How to conclude an interview.
- How to deal with expanding scope.
- How to deal with physical evidence.
- How to ensure interviews and investigations are unbiased and appear that way to all involved.
- How to ensure investigation questions are based on evidence.
While the learnings are in similar topic areas, in the Level 3 course, we refine skills and build confidence in the entire approach.
DAY 8 | The Final Report / Special Learning Objectives
The morning is spent working in a variety of group settings, from large group facilitated presentation to smaller group discussions and tasks. We present the Final Report and Analysis building blocks and concepts important to a well written, and defensible report and finding including: the evidence compilation, the final report, the introduction, essential building blocks, structure, flow of evidence, credibility assessments, and writing conclusions that are based on the evidence.
Participants are provided with information blocks from the actual cases and are asked to prepare a final report conclusion from the materials and based on the templates and group work completed. The facilitator will review a small sample of the assigned task and provide feedback, direction and course correction, as required, ensuring that all essential elements have been covered.
Participants are then asked to complete their assigned section of the report, taking feedback into account. Each group will present their findings to their “supervisor”, played by a professional actor and seasoned investigator, who will probe the work with questions and comments. Some important areas covered are:
- How to distill voluminous information into its essential elements to aid in understanding and communication.
- How to write clear, concise, defensible conclusions.
- How to structure findings.
- How to present a policy analysis to a fact set.
- How to communicate findings.
- How to accept feedback and assimilate it into a draft.
- How to plan next steps when deficiencies are found.
- How to address attempts to influence a finding.
- How to conduct a credibility analysis.
Feedback is also presented regarding the case. We investigated the actual claims, so we spend time discussing the real life case, in order to provide deeper understanding and conclusion.
Contact us for detailed, daily timing at sswain@hilladvisory.com. In-house quotations available upon request.
“Each night when asked by my wife how it went, I described the course as incredible, intense, and informative. The scenario you provided us to work on, the template for addressing and working with groups, as well as the timing and pace of the course were felt by me to be outstanding. In short, I thought all levels 1, 2 & 3 were masterfully done and want to say thank you for teaching me so much about conducting an investigation.” – Client Testimonial