How to Conduct Effective Workplace Investigations in the Aftermath of #MeToo - Seminar
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Join us as we discuss the impact of the #MeToo movement and newly-enacted CA laws on employer responses to harassment complaints, including balancing the need to safeguard the complainant’s privacy with the demand for transparency in the employer’s response to a complaint. Presenter Jane Kow has provided employment law advice for over 25 years to hundreds of investigations and companies.

 Export to Your Calendar 10/24/2019
When: Thursday, October 24, 2019
10:30am - 4:30pm
Where: Map this event »
Space generously donated by: Golden Gate University
536 Mission Street
Room 5224
San Francisco, California  94105
United States
Presenter: Jane Kow
Contact: 800-339-4481

Online registration is available until: 10/24/2019
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How to Conduct Effective Workplace Investigations in the Aftermath of #MeToo - Seminar

Thursday, October 24, 2019
Registration 10:00 - 10:30am
Program 10:30am - 4:30pm (lunch will be on your own)

Qualifies for 5 California HRCI Recertification Credits (pending approval) / 5 SHRM PDCs

Price: Member $195 / General $245 / Join Now $397.97

Your group of 3 or more can get a discount! (applies to Member or General rate)


The #MeToo movement and the scandals that have taken down high profile politicians and public officials, titans of industry and CEOs, have brought about seismic legislative changes designed to safeguard the workplace from harassment complaints.  

As of last year, there were 261 newly enacted laws from New York to California. In California, these include broadening the definition of sexual harassment where a hostile work environment claim can now be based on a single incident if it alters the working conditions to make it more difficult for the victim to do their job. An employer is liable for any form of harassment by non employees (no longer limited to sexual harassment) if supervisors knew of the conduct but failed to report it or the company failed to take immediate and appropriate corrective action.

These new laws also impose individual or personal liability for harassment, discrimination and retaliation and require mandatory training of all employees at California companies with 5 or more employees. These changes are impacting how workplace investigations are conducted with the expectation of scrutiny by the complainant, lawyers, EEOC and other agencies, juries, as well as the media, despite assurances of confidentiality.  This is why is it so important to learn how to conduct an effective, bullet proof investigation in the aftermath of the #MeToo movement.


Join us as we discuss the impact of the #MeToo movement on employer responses to harassment complaints, including balancing the need to safeguard the complainant’s privacy with the demand for transparency in the employer’s response to a complaint. 

As a participant, you can expect to:


  • Master investigation techniques by framing questions to elicit candid responses and accurate information from even reluctant witnesses.

  •  Learn how to ask questions aimed at gathering facts, not opinions or conclusions.

  • Distinguish between lack of accuracy from lack of credibility.

  •  Understand legal guidelines for conducting workplace investigations and learn practical principles and how to avoid the mistakes of others based on actual cases.

  • Review legal guidelines when examining employees’ emails, text messages, and social media postings.

  •  Avoid common mistakes and pitfalls that may reflect lack of objectivity or thoroughness in interviews and in the written summary report.

  •  Prepare a thorough and objective investigation report that presents the facts gathered, analysis of the evidence, findings and ultimate conclusions in a logical and organized summary. 

  • Learn client management and risk management techniques that will help ensure that the client, the parties, and witnesses understand your role and objectives as an investigator.

  • Enjoy an opportunity to exchange best practice ideas and ask questions of an investigator who has handled scores of investigations for a variety of clients in an array of industries, from the private to public sector, and has testified before the Commissioners of the Equal Employment Opportunity Commission on workplace harassment.



Jane Kow, Esq., Employment Lawyer & HR Consultant at HR Law Consultants

As a graduate of NYU School of Law, Jane Kow has provided employment law advice, human resources consulting, workplace investigations, and training on behalf of employers for over 25 years. 

Jane Kow has handled investigations of complaints against executives, chief legal officers, HR personnel, and even religious and civic leaders. Jane Kow has trained thousands of HR, employee relations professionals, managers, lawyers, and judges on sexual harassment prevention, investigating and resolving workplace complaints, legal issues of supervision, regulating employee’s social media use, documenting employee misconduct and performance issues, managing employee medical leaves and providing reasonable accommodations for employees with disabilities, and conducting audits of wage and hour practices, and a variety of other employment law compliance topics.


Jane Kow has taught Employment Law classes at the University of California at Berkeley Extension Program in Human Resources and Legal Issues of Supervision classes at San Jose State University’s Professional Development Center in the Business and Management Program. She is a frequent speaker at seminars and conferences sponsored by national and local human resources, legal, disability organizations, as well as government agencies.



Cancellations received less than seven calendar days from the program date are not refundable. If cancellation within seven days of the program is unavoidable, a credit for a future event will be granted, minus a $75 administration fee ($15 for regional meetings). Credits must be used within one year of issue. A substitute attendee is allowed at the applicable NCHRA member/non-member rate in lieu of credit. Separate cancellation policies apply for the HR West Conference and Certification Preparation Courses.