Who Should Attend
HR directors, managers, business partners, generalists, and employee relations professionals who assess workplace allegations, interview employees, review investigation records, or advise leaders on decisions that depend on disputed facts.
How You Will Benefit
Identify the factual questions that must be answered before reaching findings.
Ask focused follow-up questions that clarify inconsistencies and missing information.
Evaluate competing accounts against records, timelines, and corroborating evidence.
Assess credibility without treating confidence or demeanor as proof.
Explain your findings and recognize when further inquiry is necessary.
What You Will Cover
Learn how to evaluate whether the information gathered supports a finding or leaves a material question unresolved. Examine how assumptions, incomplete interviews, and inconsistent accounts affect the reasoning behind an investigation’s conclusions.
Work through a focused workplace case involving disputed events and incomplete evidence. Determine which questions require follow-up, how different sources affect your assessment, and what you can reasonably conclude. Practice explaining your reasoning so a reviewer can understand how you reached the finding.
Seminar Outline
Define the Questions the Evidence Must Answer
Translate a broad concern into specific factual questions. Decide which information is relevant and where an unclear allegation could send the inquiry in the wrong direction.
Close Gaps With Focused Follow-Up Questions
Examine missing details and conflicting recollections. Determine what to ask next, which records to seek, and whether another source could corroborate an account.
Evaluate Evidence and Assess Credibility
Compare firsthand accounts, documents, timelines, and explanations. Weigh inconsistencies in context and avoid allowing personal impressions to substitute for evidence.
Reach Findings and Explain the Reasoning
Connect each conclusion to the information supporting it. Distinguish established facts from unresolved questions and decide whether the record requires further inquiry before findings are finalized.
Program Details and Credits
Registration includes the 90-minute live seminar and a certificate of completion documenting 1.5 learning hours. The curriculum focuses on evidence assessment, credibility, follow-up questions, and findings.
Acceptance toward employer requirements, professional association credits, licensing requirements, or other credentials is determined by the receiving organization.
Experience You Can Trust
When an investigation is challenged, your reasoning must hold up to scrutiny. Led by Jim Woods, whose consulting practice began in 1998, Seattle Consulting Group brings experience in HR risk audits, workplace risk advisory, and management accountability to the decisions you face. This seminar helps you ask sharper questions, recognize weaknesses in the evidence, and explain your findings with greater confidence—so leaders can understand and act on your work.
Our Satisfaction Guarantee
Attend the seminar and judge its value for yourself. If you are not satisfied that it provided practical guidance you can use in your work, contact Seattle Consulting Group within seven calendar days after the seminar. We will refund your registration fee in full.
Strengthen Your Reputation for Sound Investigative Judgment
Build confidence in deciding what the evidence supports and what still requires examination. Give leaders findings they can understand, supported by reasoning you can clearly explain.
Live Seminar | 90 Minutes | $399 Per Person
Certificate of Completion | 1.5 Documented Learning Hours | Satisfaction Guarantee
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Cancellation and Transfer Policy
We understand that work demands and plans can change. If you cannot attend, you may send a substitute at no additional charge or transfer your registration once to a future offering of the same seminar, subject to availability. Simply notify us in writing before your original seminar begins. Any difference in tuition will apply to transfers.
For a full refund, cancel in writing at least 21 calendar days before the seminar begins. Cancellations received fewer than 21 calendar days before the seminar are non-refundable, but the substitution and transfer options above remain available until the seminar begins. Registrations unused without prior notice are non-refundable.
If Seattle Consulting Group cancels or reschedules your seminar, you may choose a transfer or a full refund.
Send your cancellation, substitution, or transfer request to sales@seattleconsultinggrp.com. These cancellation terms do not limit our satisfaction guarantee or any rights provided by applicable law.
Program Disclaimer
Seattle Consulting Group seminars provide professional education and practical guidance to support informed workplace decisions. They do not provide legal, medical, or other individualized professional advice, and attendance does not establish a consulting or advisory relationship.
You remain responsible for applying the learning appropriately to your circumstances, workplace policies, collective agreements, and applicable laws.
Where provided, certificates document completion and Professional Development Hours for your records. Acceptance toward employer requirements, professional association credits, licensing requirements, or other credentials is determined by the receiving organization.