Best Practices for
Sexual Harassment Internal Investigations

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Provided by MHA Health Institute
Health Institute

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Thursday, April 5
10 - 11:30 a.m.

Register on or before Thursday, March 29, to ensure delivery of instructional materials.

MHA members — $225
Nonmembers — $275

*Coupon-Eligible Webinar* This webinar is part of a special “hot topic” webinar series designed to help members stay abreast of pressing topics as they arise.

Invite colleagues to join you — one connection per facility is encouraged. One coupon may be applied toward your registration fee. MHA Health Institute mailed coupons to MHA-member hospital CEOs in mid-December.

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directors of human resources, directors of education, legal counsel

The following program content was provided by the speaker.


With increasing media coverage and attention focused on sexual harassment, organizations need to be prepared for an increasing number of employee complaints related to this sensitive topic. Any time there are complaints associated with policy, procedure or law violations, employers must conduct thorough, effective internal investigations. This is just as true for sexual harassment complaints as it is for other types of allegations that may create liability for the employer.

Sexual harassment can take many forms, and handling these types of complaints can be particularly sensitive in many ways. The subsequent investigation of sexual harassment complaints must be approached effectively and swiftly. There are many moving parts associated with these kinds of investigations, such as recognizing potential problems that might need to be investigated, taking in complaints and interacting with employees who may have experienced this type of harassment, identifying and interviewing potential witnesses, recommending actions and making decisions that protect the organization and its employees, and communicating with those who have been accused of and/or who have exhibited harassing behaviors, and more.


  • recognizing what constitutes a sexual harassment complaint, and what triggers the obligation to investigate
  • key considerations and steps to follow when establishing an investigation strategy before talking to potential witnesses with regards to a sexual harassment complaint
  • best practices for conducting effective interviews with the person bringing forward the complaint, individuals who may have experienced sexual harassment, witnesses who may have seen or heard harassing behaviors, other individuals who may have relevant information, and those who have been accused
  • special considerations for investigating different kinds of sexual harassment complaints
  • dealing with “he said, she said” situations
  • practical considerations for recommendations and actions taken to stop sexual harassment and prevent future problems from occurring


Mary Gormandy White, M.A., SPHR, SHRM-SCP
Founding Partner
MTI Business Solutions/Mobile Technical Institute
Mobile, Ala.

As the firm's director of corporate training & talent development, Gormandy White teaches a variety of human resources, leadership, communication and team building corporate training classes, seminars and workshops throughout the U.S. She also provides expert talent development, employee selection, assessment and consulting services to a variety of industries across the country.

Gormandy White has more than 25 years of professional experience working with adult learners in corporate, career college and higher education settings, as well as significant experience in operations and human resource management. She has an extensive background in all aspects of training and instructional design and has in-depth knowledge of behavioral and personality assessments in regards to employee relationships, management, leadership and team building, with specific expertise in Everything DiSC, Five Behaviors of a Cohesive Team and PXT Select.

She holds graduate and undergraduate degrees in communication from Auburn University and Spring Hill College, respectively. She is a certified Everything DiSC trainer and PXT Select Certified Professional, and also holds senior-level HR certifications from SHRM and HRCI.