Strategic HR Lawyer

I recently had a conversation with someone who had attended his company's annual mandatory compliance training.   Like most training of this type, it seemed to be the same annual update of unengaging information that is repeated year after year so the employer can "check off a box."  As I often do such compliance training (but not the "check the box" type...), I usually try to get people to consider the idea that not only does the organization need to do the standard training for rank and file and supervisors, but it also needs to consider the training for individuals who are the responders to the complaints.   Typically, the responders are the ones who will conduct an investigation - and they, themselves, have not received a great deal of training. 

I can't tell you how many human resources professionals I know who have never taken a class or done any substantive reading on the subject of responding to and investigating such complaints.  I had a recent conversation with a fellow outside lawyer who indicated that he typically relied on internal HR staff to conduct investigations - what he couldn't tell me, however, is if those people really knew what they were doing.  What concerns  me is that he'll soon learn how well the HR staff can do an investigation when "it" is all over the proverbial fan.

I have been meaning to get in contact with you since I read about you in the LIBN a few weeks ago. Your comments on compliance training is great. One of my favorite projects in my past life as in internal OD person was to work with legal to design this type of program. We created a great one program called Values, Management and the Law for all managers. It was fun experiential and helped all understand legal implications. (Bet you are right about HR people too...) Hope we can connect.