Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Conducting Campus Investigations Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Standards Of Proof Beyond a reasonable doubt Clear and.
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Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Conducting Campus Investigations Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Standards Of Proof Beyond a reasonable doubt Clear and convincing evidence Preponderance of the evidence Good faith investigation / Reasonable conclusion Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Initial Meeting Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Initial Meeting Purpose / Objective Identifying all issues Gathering all material facts Determining if formal or informal investigation is needed Instilling confidence in the system and you Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Confidence In You As Investigator Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP “To tell you the truth, I don’t feel that you are the right person to handle this issue. Only an African American can understand the kind of discrimination minorities at this College face every day of the week.” Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP The Initial Meeting Who? What? When? Where? Why? Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Issue Confirmation Memo Key Points Identify issues (confirmation) Identify facts provided by employee to support issue Confirm these are all issues raised Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Issue Confirmation Memo Key Points (continued) Identify name of person investigating issue and confirm his/her impartiality and fairness Identify roadmap for investigation Outline the College’s expectations for the employee raising the issue Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Planning the Investigation Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Planning the Investigation Important Considerations What facts / documents can you unilaterally gather? Who should conduct the investigation? Who should be interviewed? How should the interviews be conducted? Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Carrying Out An Effective Investigation Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Preparing For And Conducting An Effective Investigation Contracting for expectations Showing sensitivity toward interviewee Putting interviewee at ease Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Preparing For And Conducting An Effective Investigation Stressing that no conclusions have been reached Minimizing risk of retaliation Protecting the investigation’s integrity Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Meeting With The Accused Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Meeting With The Accused: Outlining Your Approach OUTLINE YOUR ISSUES -carefully analyze all issues raised Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Meeting With The Accused: Outlining Your Approach LIST THE FACTS that relate to each issue. LEAVE ROOM underneath each fact to work in the individual’s answers. Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Meeting With The Accused: Outlining Your Approach NOTETAKING IS CRITICAL -do the best you can to get down key facts during the interview and complete your notes IMMEDIATELY after the interview is completed while the information is still fresh. Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Asking Effective Questions Broad to narrow questions Leading questions Tough questions Follow-up questions Avoid compound questions Committing interviewee to a story / chronology Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP What If The Accused Denies Wrongdoing? Explore possible ill-motives Ask: “Do you have any idea why she/he would make this up?” Ask: “Have you had any conflicts or problems with her/him?” Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Concluding Interview Offer general time frame for investigation Encourage the supplying of facts Stress need for confidentiality Stress no retaliation Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Interviewing Witnesses Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Interviewing Potential Witnesses - Different Kinds Reluctant witness Witness who loves the limelight Witness with an axe to grind Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Assessing Credibility Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Assessing Credibility Demeanor Logic / consistency of story Corroborating evidence Circumstantial evidence Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Reaching A Conclusion Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Reaching A Conclusion DON’T BE AFRAID TO BE WRONG! Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Reaching A Conclusion Timeliness Pattern & Practice Motivation Truthfulness Curiale Dellaverson Hirschfeld Kelly & Kraemer, LLP Wrap- Up And Conclusion