Susan W. Brecher, Esq is the Director of HR Dispute Management and Resolution Certificate and Curriculum/Training Design at the Cornell ILR School’s Scheinman Institute. She is an employment practices attorney and expert in training and curriculum design for both online and classroom-based workshops. She has served as Director of Statewide Management Programs and provided oversight of EEO, Labor Relations, Human Resources, and Management Development programs. Susan has partnered with over 100 private, public, and non-profit organizations to develop and present customized training programs. She has a law degree from Case Western Reserve University.
Employee relations is an increasingly important role within the HR function. Maintaining positive employee relations helps boost morale, reduce conflict, and raise workforce productivity.
In this course, you will develop an understanding of how to best facilitate relationships between an organization and its employees, employees and their managers, and employees and other employees. You'll be introduced to the Effective Employee Relations Conversations framework, which enables HR professionals to conduct effective conversations with team members at all levels of the organization. Throughout the course, you'll have an opportunity to apply key components of this framework by working through a variety of practice activities.
Internal employee investigations are complex and require a step-by-step process. Following a proven process helps organizations ensure that a fair and thorough method is being used for determining whether there have been serious policy violations.
In this course, you will focus on the role and competencies required of internal investigators, be introduced to the components of the internal investigations process, and explore topics that impact the entire process. You will also have the opportunity to identify specific knowledge, skills, and insights you would like to transfer and apply to your role as an investigator.
It is recommended to only take this course if you have completed Conducting Effective Employee Relations Conversations or have equivalent experience.
Conducting interviews — and conducting them effectively — is a critical step in the complex process of internal employee investigations.
In this course, you will focus on the common structure of intake and investigatory interviews, as well as note taking and communication skills for conducting interviews. The course will introduce a case study that focuses on conducting the intake interview.
It is recommended to only take this course if you have completed Conducting Effective Employee Relations Conversations and Internal Investigation Fundamentals, or have equivalent experience.
When investigating the complaint issues, it's important to have a defined method for gathering information during the internal investigation.
In this course, you will concentrate on investigating the issues, which includes planning, structuring, and conducting by actively gathering the information. The course will build on a case study that focuses on a continuous approach for acquiring sufficient information.
It is recommended to only take this course if you have completed Conducting Effective Employee Relations Conversations, Internal Investigation Fundamentals, and Conducting Internal Investigation Interviews, or have equivalent experience.
In order to effectively conclude an internal employee investigation, there are a number of critical steps that need to be followed.
In this course, you will focus on concluding the investigation, determining and implementing outcomes, and evaluating the process. The course will complete a case study that focuses on the final details related to closing an investigation.
It is recommended to only take this course if you have completed Conducting Effective Employee Relations Conversations, Internal Investigation Fundamentals, Conducting Internal Investigation Interviews, and Investigating Internal Complaint Issues, or have equivalent experience.
Participants can choose between participating in this section of the program through a series of scheduled live online sessions outlined below or through in-person workshops delivered by the ILR School in New York City.
Research from Cornell's New Conversations Project shows that despite 25 years of sustainability efforts through codes of conduct, factory auditing, and remediation, there has been little improvement overall in labor conditions in global supply chains.
Data from leading firms demonstrate that sustainable improvement in supplier labor practices occurs when companies integrate their sustainability practices with their sourcing practices. While many organizations have already begun to do this, the COVID-19 crisis has hastened the process, forcing companies to reexamine their supply chains and reconfigure relationships among buyers, suppliers, and workers.
How can sustainable improvements in working conditions be made in the COVID era with its rapid reorganization of supply chains? What factors limit an organization's abilities to integrate sourcing and sustainability strategies? How will global companies in apparel and other sectors navigate the necessary changes in relationships with suppliers and workers? What does Cornell's new analysis tell us about supply chain resiliency generally and how to achieve better results in labor and human rights programs?
You'll explore how rigorous analysis of supply chain data and evidence-based decision making can be scaled up to produce better labor practices, sourcing decisions, and responsible business strategy.
Live Online Session Schedule:
25 Years of Codes of Conduct: Data on Failures and Successes
Wednesday, November 11, 2:00 - 4:00pm EST
Causes of Failure: Decoupling Organizational Policies and Practices From Worker Outcomes
Wednesday, November 18, 2:00 - 4:00pm EST
How Best to Align Sourcing and Compliance Strategies Inside Companies
Wednesday, December 2, 2:00 - 4:00pm EST
What Next? Towards Systemic Change and Evidence-Based Decisions
Wednesday, December 9, 2:00 - 4:00pm EST
As this program is highly interactive, participants are expected to fully participate in all four live sessions.