Now, more than ever, employers must be prepared to promptly and effectively respond to complaints of workplace harassment and/or discrimination. Often, that requires knowing when and how to conduct an internal investigation. Given the significance of the issues often at stake and the potential for a negative outcome (attorneys’ fees, high dollar settlement, negative PR), learning on the fly is not a viable option when undertaking an investigation. This program covers a host of questions, including what sort of issues should be investigated, who should conduct the investigation, what steps should you take and in what order, who should be interviewed, what sort of documents should be created and how do you close out the investigation? It also explores the investigation process and provides guidance from a seasoned investigator as to how to handle the many issues that you will often confront during the course of an investigation.
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2022
See more at https://www.financialpoise.com/webinars/
Workplace Investigations (Series: Protecting Your Employee Assets: The Life C...Financial Poise
This webinar discusses best practices for conducting internal workplace investigations. It covers when investigations should be triggered, the scope of formal vs informal investigations, elements of an effective investigation, who should conduct the investigation and be interviewed, documentation methods, final report preparation, and special considerations regarding confidentiality, privacy, and rights of interviewees. The webinar aims to provide guidance on properly handling investigations to determine policy violations while avoiding legal exposure.
I Know What You Did Last Summer: Workplace Investigations (Series: Protecting...Financial Poise
This webinar discusses best practices for conducting internal workplace investigations. It covers when investigations should be triggered, the elements of an effective investigation, how to structure the investigation process, interview techniques, and special considerations regarding confidentiality, privacy, and rights of employees. The webinar emphasizes the importance of promptly investigating potential policy violations or complaints in order to preserve evidence and comply with legal obligations. It provides guidance on identifying appropriate investigators, gathering documentation, interviewing witnesses, and creating a final report with findings and recommendations.
Workplace Investigations (Series: Protecting Your Employee Assets)Financial Poise
To view the accompanying webinar, go to: https://www.financialpoise.com/financialpoisewebinars/on_demand_webinars/i-know-what-you-did-last-summer-workplace-investigations/
Now, more than ever, employers must be prepared to promptly and effectively respond to complaints of workplace harassment and/or discrimination. Often, that requires knowing when and how to conduct an internal investigation. Given the significance of the issues often at stake and the potential for a negative outcome (attorneys’ fees, high dollar settlement, negative PR), learning on the fly is not a viable option when undertaking an investigation. This program covers a host of questions, including what sort of issues should be investigated, who should conduct the investigation, what steps should you take and in what order, who should be interviewed, what sort of documents should be created and how do you close out the investigation? It also explores the investigation process and provides guidance from a seasoned investigator as to how to handle the many issues that you will often confront during the course of an investigation.
It’s So Hard To Say Goodbye: Minimizing Risk When Terminating EmployeesFinancial Poise
Involuntary terminations are never pleasant, but they are an inevitable part of business. Whether an employee is being let go due to poor performance or serious misconduct, chances are that he or she may take issue with the company’s decision—either during the termination meeting or at some point down the road. In the event the terminated employee decides to visit the nearest Equal Employment Opportunity Commission Office or meet with a plaintiff’s attorney, you want to make sure that you have taken steps to minimize risk and give your organization its best chance to defend against claims of discrimination, retaliation and/or wrongful discharge. This webinar discusses the various issues you should consider not only when you are making the decision to terminate but also in the weeks and months that lead up to that point. Drawing on their experiences as an HR consultant and management-side employment lawyer, the panelists provide practical tips to minimize exposure and best practices for conducting an employee termination meeting.
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2022
See more at https://www.financialpoise.com/webinars/
The document outlines an agenda for a seminar on conducting effective internal investigations. It discusses factors to consider in deciding whether to conduct an investigation in-house or outsource it, including objectivity, expertise, and privilege protections. It also covers determining the scope of an investigation, such as which witnesses and documents to examine. The document provides best practices for interviews and evidence collection, including topics to cover in interviews and preserving investigation notes.
It's So Hard to Say Goodbye: Minimizing Risk When Terminating Employees (Seri...Financial Poise
Involuntary terminations are never pleasant, but they are an inevitable part of business. Whether an employee is being let go due to poor performance or serious misconduct, chances are that he or she may take issue with the company’s decision—either during the termination meeting or at some point down the road. In the event the terminated employee decides to visit the nearest Equal Employment Opportunity Commission Office or meet with a plaintiff’s attorney, you want to make sure that you have taken steps to minimize risk and give your organization its best chance to defend against claims of discrimination, retaliation and/or wrongful discharge. This webinar discusses the various issues you should consider not only when you are making the decision to terminate but also in the weeks and months that lead up to that point. Drawing on their experiences as an HR consultant and management-side employment lawyer, the panelists provide practical tips to minimize exposure and best practices for conducting an employee termination meeting.
To view the accompanying webinar, go to: https://www.financialpoise.com/financial-poise-webinars/minimizing-risk-when-terminating-employees-2020/
It’s So Hard To Say Goodbye: Minimizing Risk When Terminating EmployeesFinancial Poise
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2021
This webinar discusses the various issues you should consider not only when you are making the decision to terminate but also in the weeks and months that lead up to that point. Drawing on their experiences as an HR consultant and management-side employment lawyer, the panelists provide practical tips to minimize exposure and best practices for conducting an employee termination meeting.
An Ounce of Prevention: Policies, Procedures and ProactivityFinancial Poise
Our society is increasingly bureaucratized and documentation is essential to working this bureaucracy. From a cost vs. benefit standpoint, having a written workplace handbook that highlights conduct, compensation and benefits, generally saves more money than it costs. While downloading a handbook from the internet, even if it’s free, may sound like a good idea, you generally get what you pay for as one-size-fits-all solutions are rarely as effective as solutions tailored to your needs. What makes the most sense for your organization? What policies are must-haves? What are the latest best practices when it comes to employee handbooks? What about training your staff and your managers? This webinar presents practical advice for employers looking to put themselves in the best position possible to not only defend against employment-related claims but—hopefully—to help avoid them in the first place.
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2022
See more at https://www.financialpoise.com/webinars/
Workplace Investigations (Series: Protecting Your Employee Assets: The Life C...Financial Poise
This webinar discusses best practices for conducting internal workplace investigations. It covers when investigations should be triggered, the scope of formal vs informal investigations, elements of an effective investigation, who should conduct the investigation and be interviewed, documentation methods, final report preparation, and special considerations regarding confidentiality, privacy, and rights of interviewees. The webinar aims to provide guidance on properly handling investigations to determine policy violations while avoiding legal exposure.
I Know What You Did Last Summer: Workplace Investigations (Series: Protecting...Financial Poise
This webinar discusses best practices for conducting internal workplace investigations. It covers when investigations should be triggered, the elements of an effective investigation, how to structure the investigation process, interview techniques, and special considerations regarding confidentiality, privacy, and rights of employees. The webinar emphasizes the importance of promptly investigating potential policy violations or complaints in order to preserve evidence and comply with legal obligations. It provides guidance on identifying appropriate investigators, gathering documentation, interviewing witnesses, and creating a final report with findings and recommendations.
Workplace Investigations (Series: Protecting Your Employee Assets)Financial Poise
To view the accompanying webinar, go to: https://www.financialpoise.com/financialpoisewebinars/on_demand_webinars/i-know-what-you-did-last-summer-workplace-investigations/
Now, more than ever, employers must be prepared to promptly and effectively respond to complaints of workplace harassment and/or discrimination. Often, that requires knowing when and how to conduct an internal investigation. Given the significance of the issues often at stake and the potential for a negative outcome (attorneys’ fees, high dollar settlement, negative PR), learning on the fly is not a viable option when undertaking an investigation. This program covers a host of questions, including what sort of issues should be investigated, who should conduct the investigation, what steps should you take and in what order, who should be interviewed, what sort of documents should be created and how do you close out the investigation? It also explores the investigation process and provides guidance from a seasoned investigator as to how to handle the many issues that you will often confront during the course of an investigation.
It’s So Hard To Say Goodbye: Minimizing Risk When Terminating EmployeesFinancial Poise
Involuntary terminations are never pleasant, but they are an inevitable part of business. Whether an employee is being let go due to poor performance or serious misconduct, chances are that he or she may take issue with the company’s decision—either during the termination meeting or at some point down the road. In the event the terminated employee decides to visit the nearest Equal Employment Opportunity Commission Office or meet with a plaintiff’s attorney, you want to make sure that you have taken steps to minimize risk and give your organization its best chance to defend against claims of discrimination, retaliation and/or wrongful discharge. This webinar discusses the various issues you should consider not only when you are making the decision to terminate but also in the weeks and months that lead up to that point. Drawing on their experiences as an HR consultant and management-side employment lawyer, the panelists provide practical tips to minimize exposure and best practices for conducting an employee termination meeting.
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2022
See more at https://www.financialpoise.com/webinars/
The document outlines an agenda for a seminar on conducting effective internal investigations. It discusses factors to consider in deciding whether to conduct an investigation in-house or outsource it, including objectivity, expertise, and privilege protections. It also covers determining the scope of an investigation, such as which witnesses and documents to examine. The document provides best practices for interviews and evidence collection, including topics to cover in interviews and preserving investigation notes.
It's So Hard to Say Goodbye: Minimizing Risk When Terminating Employees (Seri...Financial Poise
Involuntary terminations are never pleasant, but they are an inevitable part of business. Whether an employee is being let go due to poor performance or serious misconduct, chances are that he or she may take issue with the company’s decision—either during the termination meeting or at some point down the road. In the event the terminated employee decides to visit the nearest Equal Employment Opportunity Commission Office or meet with a plaintiff’s attorney, you want to make sure that you have taken steps to minimize risk and give your organization its best chance to defend against claims of discrimination, retaliation and/or wrongful discharge. This webinar discusses the various issues you should consider not only when you are making the decision to terminate but also in the weeks and months that lead up to that point. Drawing on their experiences as an HR consultant and management-side employment lawyer, the panelists provide practical tips to minimize exposure and best practices for conducting an employee termination meeting.
To view the accompanying webinar, go to: https://www.financialpoise.com/financial-poise-webinars/minimizing-risk-when-terminating-employees-2020/
It’s So Hard To Say Goodbye: Minimizing Risk When Terminating EmployeesFinancial Poise
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2021
This webinar discusses the various issues you should consider not only when you are making the decision to terminate but also in the weeks and months that lead up to that point. Drawing on their experiences as an HR consultant and management-side employment lawyer, the panelists provide practical tips to minimize exposure and best practices for conducting an employee termination meeting.
An Ounce of Prevention: Policies, Procedures and ProactivityFinancial Poise
Our society is increasingly bureaucratized and documentation is essential to working this bureaucracy. From a cost vs. benefit standpoint, having a written workplace handbook that highlights conduct, compensation and benefits, generally saves more money than it costs. While downloading a handbook from the internet, even if it’s free, may sound like a good idea, you generally get what you pay for as one-size-fits-all solutions are rarely as effective as solutions tailored to your needs. What makes the most sense for your organization? What policies are must-haves? What are the latest best practices when it comes to employee handbooks? What about training your staff and your managers? This webinar presents practical advice for employers looking to put themselves in the best position possible to not only defend against employment-related claims but—hopefully—to help avoid them in the first place.
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2022
See more at https://www.financialpoise.com/webinars/
This document provides guidance on conducting internal investigations of sexual harassment allegations. It discusses determining when an investigation is necessary, identifying investigation goals, timing considerations, deciding between in-house vs. outside counsel, conducting interviews, establishing attorney-client privilege, and other procedural aspects. The overall aim is to ensure investigations are thorough, objective and preserve confidentiality.
This document outlines best practices for conducting internal investigations into workplace issues like sexual harassment. It discusses determining when an investigation is necessary, identifying investigation goals, and considerations around timing and scope. It also covers choosing between in-house vs outside counsel, conducting interviews, establishing privilege, confidentiality, modifying reporting relationships during investigations, and other procedural elements to ensure a thorough and legally compliant process. The overall aim is to provide guidance on properly investigating allegations and gathering factual information.
Investigation Report Writing: A Nuts and Bolts ApproachRandall Tam
Many investigation reports are written poorly because investigators simply don’t know what to include. Poorly written reports provide little value and may even increase a company’s legal risk. A well written investigation report presents the right information, includes careful analysis and reaches a conclusion.
Meric Bloch, author, trainer, speaker and Principal of Winter Compliance, as he outlines the fundamentals of writing investigation reports.
You will learn:
-What information to include and how to include it
-How to assess witness credibility
-Strategies for evaluating proof
-How to present findings
-How to avoid the most common report writing mistakes
Investigation Report Writing: A Nuts and Bolts ApproachCase IQ
Many investigation reports are written poorly because investigators simply don’t know what to include. Poorly written reports provide little value and may even increase a company’s legal risk. A well written investigation report presents the right information, includes careful analysis and reaches a conclusion.
Meric Bloch, author, trainer, speaker and Principal of Winter Compliance, as he outlines the fundamentals of writing investigation reports.
You will learn:
-What information to include and how to include it
-How to assess witness credibility
-Strategies for evaluating proof
-How to present findings
-How to avoid the most common report writing mistakes
Compliance is an essential part of HR, but it is always the bare minimum and should be assessed and analyzed as part of an overall culture strategy. Issuing a policy that says "We don't discriminate" is not the same as a comprehensive inclusion and diversity program.
Following the rules and filing reports are just part of creating a work environment where compliance happens on the way to larger goals for learning, performance, and wellness. But since HR never has to make the business case for compliance, it can be a persuasive approach to larger culture initiatives.
In this presentation, we survey compliance issues, who they affect, and why it's essential to see compliance as a culture issue.
You will learn:
- What compliance issues create risk for the organization.
- What compliance issues create risk for employees.
- Why people are the most important aspect of all compliance issues.
- When compliance problems are symptoms instead of causes.
- How to approach different compliance issues using tech, training, coaching and data.
- How to make compliance an effective part of a comprehensive approach to work culture and strategy.
The original webinar featured Mike Bollinger, Vice President-Thought Leadership and Advisory Services, Cornerstone OnDemand and Heather Bussing, Employment Attorney and Principal Analyst at HRExaminer.
Managing serious incidents and fatal accidents, Exeter - June 2016Browne Jacobson LLP
This seminar aims to give practical advice to those being investigated and prosecuted for regulatory offences. We also look at the new powers of the Magistrates and the sentencing guidelines for regulatory offences to assist you in assessing your approach to any prosecution.
https://www.brownejacobson.com/sectors-and-services/services/regulatory
A_Guide_to_Investigating_Construction_Disputes_(2)[1][1]Cameron Ford
This document provides a guide to conducting a thorough investigation into large construction disputes. It discusses establishing an independent investigation team that includes lawyers, engineers, accountants and other experts to conduct interviews and analyze documents. It emphasizes the importance of legal professional privilege to protect the investigation's findings and notes that the investigation should be directed by lawyers. The guide outlines four phases of an investigation: establishing the investigation, conducting the investigation, reporting results, and finalizing the investigation.
Welcome to the Team! Recruiting and Hiring, Including Restrictive CovenantsFinancial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2022
See more at https://www.financialpoise.com/webinars/
Policies, Procedures and Productivity (Series: Protecting Your Employee Asset...Financial Poise
Our society is increasingly bureaucratized and documentation is essential to working this bureaucracy. From a cost vs. benefit standpoint, having a written workplace handbook that highlights conduct, compensation and benefits, generally saves more money than it costs. While downloading a handbook from the internet, even if it’s free, may sound like a good idea, you generally get what you pay for as one-size-fits-all solutions are rarely as effective as solutions tailored to your needs. What makes the most sense for your organization? What policies are must-haves? What are the latest best practices when it comes to employee handbooks? What about training your staff and your managers? This webinar presents practical advice for employers looking to put themselves in the best position possible to not only defend against employment-related claims but—hopefully—to help avoid them in the first place.
To view the accompanying webinar, go to: https://www.financialpoise.com/financial-poise-webinars/an-ounce-of-prevention-policies-procedures-and-proactivity-2021/
This document provides guidance on conducting internal investigations. It outlines key steps and considerations for various phases of an investigation, including receiving initial complaints, preliminary investigation, witness interviews, and evidence collection. The document emphasizes following proper protocols, treating investigations as fact-finding missions, considering applicable laws, avoiding biases, and maintaining documentation. It also cautions against delay, assumptions, and improper interrogation techniques.
Human Resources & Employment Law 2015 - HRD Strategies - Michael Lovett, Nina...HRDstrategies
Michael Lovett and Nina Lovett of HRD Strategies, Inc. in Greensboro, North Carolina, provide an update on HR employment law at the 2015 North Carolina Literacy Association (NCLA) Conference. This presentation was part of the Executive Track
Gain a new perspective on your HR challenges and knowledge for meeting them confidentially and legally. Keeping up with the latest legal trends, changes in best practices, legal updates is a tough job . . . even for a seasoned HR professional.
In this presentation, you will gain an understanding of:
- What to consider before hiring an employee to ensure your process is legal and consistent
- Best practices for onboarding a new hire during the employee orientation
- Practical, legal and security issues for managing employee personnel records
- Key issues such as background checks, disciplinary action, documentation and at-will employment
- Latest trends, news and updates around employment law today
- What employees are looking for from employers
- Reference materials of federal employment laws
Visit www.hrdstrategies.com to learn more.
ACCA-IIA Singapore Seminar 2015 Part 5 InvestigationBillyCheuk
1. The document provides guidance on conducting internal investigations into potential fraud, including receiving allegations, evaluating evidence, investigation protocols, interviewing suspects and witnesses, and reporting results.
2. Key steps discussed include categorizing issues, conducting objective fact-finding, developing confidential investigation plans, collecting and preserving evidence, and providing recommendations such as disciplinary action or criminal prosecution.
3. The presentation emphasizes the importance of lawful, fair, and impartial investigations to avoid legal risks like defamation or privacy violations while still thoroughly addressing potential fraud issues.
This document provides an overview and agenda for a seminar on conducting effective internal investigations. It discusses critical triggers for launching an investigation, how to determine the proper scope by considering relevant witnesses, documents, and things. It outlines best practices for interviews and evidence collection, such as interview order and topics to cover. The document also discusses how to memorialize and preserve investigation evidence, such as taking detailed notes and handling documents. Finally, it addresses legally and efficiently remedying any problems uncovered through remedial measures and compliance improvements.
Best Practices for Workplace Investigations.pdfLisa Bell
Discover top workplace investigation practices for HR and managers. Expert advice on resolving issues, ensuring privacy, and maintaining legal compliance.
Investigating Misconduct: Reaching a Decision and Determining Root CausesCase IQ
This document discusses best practices for conducting workplace investigations and determining root causes. It outlines the key elements of a thorough investigation, including debriefing involved parties, gathering and analyzing evidence, and assessing credibility. When making a determination, the investigator should have proof for each policy element and close any gaps. There are three potential conclusions: substantiated, unsubstantiated, or inconclusive. Root cause analysis seeks to understand why the misconduct occurred by examining multiple contributing factors beyond any one individual, such as organizational systems involving people, methods, policies, management, and communication. Identifying all potential causes can help prevent recurrence.
This document summarizes key points from a health law seminar on employment law basics. It discusses major federal employment laws like Title VII, the ADA, and FMLA. It covers what behaviors these laws prohibit, like discrimination and retaliation. It also addresses important employment law topics like hiring practices, compensation, employee discipline, leave policies, and terminations. The document provides guidance on properly documenting personnel issues and managing risk in employee-employer relationships.
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...Financial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
To listen to this webinar on-demand, go to: https://www.financialpoise.com/financial-poise-webinars/recruiting-and-hiring-including-restrictive-covenants-2020/
This document is Checkpoint Systems' Global Ethics Policy which outlines the company's ethical standards and guidelines for employee conduct. It covers topics such as compliance with laws, conflicts of interest, financial reporting, harassment, and protecting company assets. The policy emphasizes open communication, seeking guidance when uncertain, and reporting any suspected violations. Employees are responsible for understanding and following the policy. Compliance is monitored through reporting concerns to supervisors or an ethics committee. Investigations are conducted confidentially and retaliation is prohibited.
IP-301 POST-GRANT REVIEW TRIALS 2022 - Things to Consider Before You FileFinancial Poise
This segment will delve into considerations that come into play when filing or responding to post-grant review proceedings. These considerations include issues of real party in interest, timing, and substantive arguments.
Part of the webinar series: IP-301 POST-GRANT REVIEW TRIALS 2022
See more at https://www.financialpoise.com/webinars/
This segment will discuss the statutory and procedural background of post-grant review proceedings. It will discuss the types of proceedings available and provide a high-level discussion of how the proceedings are conducted.
Part of the webinar series:
IP-301 POST-GRANT REVIEW TRIALS 2022
See more at https://www.financialpoise.com/webinars/
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This document provides guidance on conducting internal investigations of sexual harassment allegations. It discusses determining when an investigation is necessary, identifying investigation goals, timing considerations, deciding between in-house vs. outside counsel, conducting interviews, establishing attorney-client privilege, and other procedural aspects. The overall aim is to ensure investigations are thorough, objective and preserve confidentiality.
This document outlines best practices for conducting internal investigations into workplace issues like sexual harassment. It discusses determining when an investigation is necessary, identifying investigation goals, and considerations around timing and scope. It also covers choosing between in-house vs outside counsel, conducting interviews, establishing privilege, confidentiality, modifying reporting relationships during investigations, and other procedural elements to ensure a thorough and legally compliant process. The overall aim is to provide guidance on properly investigating allegations and gathering factual information.
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Many investigation reports are written poorly because investigators simply don’t know what to include. Poorly written reports provide little value and may even increase a company’s legal risk. A well written investigation report presents the right information, includes careful analysis and reaches a conclusion.
Meric Bloch, author, trainer, speaker and Principal of Winter Compliance, as he outlines the fundamentals of writing investigation reports.
You will learn:
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Many investigation reports are written poorly because investigators simply don’t know what to include. Poorly written reports provide little value and may even increase a company’s legal risk. A well written investigation report presents the right information, includes careful analysis and reaches a conclusion.
Meric Bloch, author, trainer, speaker and Principal of Winter Compliance, as he outlines the fundamentals of writing investigation reports.
You will learn:
-What information to include and how to include it
-How to assess witness credibility
-Strategies for evaluating proof
-How to present findings
-How to avoid the most common report writing mistakes
Compliance is an essential part of HR, but it is always the bare minimum and should be assessed and analyzed as part of an overall culture strategy. Issuing a policy that says "We don't discriminate" is not the same as a comprehensive inclusion and diversity program.
Following the rules and filing reports are just part of creating a work environment where compliance happens on the way to larger goals for learning, performance, and wellness. But since HR never has to make the business case for compliance, it can be a persuasive approach to larger culture initiatives.
In this presentation, we survey compliance issues, who they affect, and why it's essential to see compliance as a culture issue.
You will learn:
- What compliance issues create risk for the organization.
- What compliance issues create risk for employees.
- Why people are the most important aspect of all compliance issues.
- When compliance problems are symptoms instead of causes.
- How to approach different compliance issues using tech, training, coaching and data.
- How to make compliance an effective part of a comprehensive approach to work culture and strategy.
The original webinar featured Mike Bollinger, Vice President-Thought Leadership and Advisory Services, Cornerstone OnDemand and Heather Bussing, Employment Attorney and Principal Analyst at HRExaminer.
Managing serious incidents and fatal accidents, Exeter - June 2016Browne Jacobson LLP
This seminar aims to give practical advice to those being investigated and prosecuted for regulatory offences. We also look at the new powers of the Magistrates and the sentencing guidelines for regulatory offences to assist you in assessing your approach to any prosecution.
https://www.brownejacobson.com/sectors-and-services/services/regulatory
A_Guide_to_Investigating_Construction_Disputes_(2)[1][1]Cameron Ford
This document provides a guide to conducting a thorough investigation into large construction disputes. It discusses establishing an independent investigation team that includes lawyers, engineers, accountants and other experts to conduct interviews and analyze documents. It emphasizes the importance of legal professional privilege to protect the investigation's findings and notes that the investigation should be directed by lawyers. The guide outlines four phases of an investigation: establishing the investigation, conducting the investigation, reporting results, and finalizing the investigation.
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You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
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Our society is increasingly bureaucratized and documentation is essential to working this bureaucracy. From a cost vs. benefit standpoint, having a written workplace handbook that highlights conduct, compensation and benefits, generally saves more money than it costs. While downloading a handbook from the internet, even if it’s free, may sound like a good idea, you generally get what you pay for as one-size-fits-all solutions are rarely as effective as solutions tailored to your needs. What makes the most sense for your organization? What policies are must-haves? What are the latest best practices when it comes to employee handbooks? What about training your staff and your managers? This webinar presents practical advice for employers looking to put themselves in the best position possible to not only defend against employment-related claims but—hopefully—to help avoid them in the first place.
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This document provides guidance on conducting internal investigations. It outlines key steps and considerations for various phases of an investigation, including receiving initial complaints, preliminary investigation, witness interviews, and evidence collection. The document emphasizes following proper protocols, treating investigations as fact-finding missions, considering applicable laws, avoiding biases, and maintaining documentation. It also cautions against delay, assumptions, and improper interrogation techniques.
Human Resources & Employment Law 2015 - HRD Strategies - Michael Lovett, Nina...HRDstrategies
Michael Lovett and Nina Lovett of HRD Strategies, Inc. in Greensboro, North Carolina, provide an update on HR employment law at the 2015 North Carolina Literacy Association (NCLA) Conference. This presentation was part of the Executive Track
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In this presentation, you will gain an understanding of:
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- Best practices for onboarding a new hire during the employee orientation
- Practical, legal and security issues for managing employee personnel records
- Key issues such as background checks, disciplinary action, documentation and at-will employment
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- What employees are looking for from employers
- Reference materials of federal employment laws
Visit www.hrdstrategies.com to learn more.
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1. The document provides guidance on conducting internal investigations into potential fraud, including receiving allegations, evaluating evidence, investigation protocols, interviewing suspects and witnesses, and reporting results.
2. Key steps discussed include categorizing issues, conducting objective fact-finding, developing confidential investigation plans, collecting and preserving evidence, and providing recommendations such as disciplinary action or criminal prosecution.
3. The presentation emphasizes the importance of lawful, fair, and impartial investigations to avoid legal risks like defamation or privacy violations while still thoroughly addressing potential fraud issues.
This document provides an overview and agenda for a seminar on conducting effective internal investigations. It discusses critical triggers for launching an investigation, how to determine the proper scope by considering relevant witnesses, documents, and things. It outlines best practices for interviews and evidence collection, such as interview order and topics to cover. The document also discusses how to memorialize and preserve investigation evidence, such as taking detailed notes and handling documents. Finally, it addresses legally and efficiently remedying any problems uncovered through remedial measures and compliance improvements.
Best Practices for Workplace Investigations.pdfLisa Bell
Discover top workplace investigation practices for HR and managers. Expert advice on resolving issues, ensuring privacy, and maintaining legal compliance.
Investigating Misconduct: Reaching a Decision and Determining Root CausesCase IQ
This document discusses best practices for conducting workplace investigations and determining root causes. It outlines the key elements of a thorough investigation, including debriefing involved parties, gathering and analyzing evidence, and assessing credibility. When making a determination, the investigator should have proof for each policy element and close any gaps. There are three potential conclusions: substantiated, unsubstantiated, or inconclusive. Root cause analysis seeks to understand why the misconduct occurred by examining multiple contributing factors beyond any one individual, such as organizational systems involving people, methods, policies, management, and communication. Identifying all potential causes can help prevent recurrence.
This document summarizes key points from a health law seminar on employment law basics. It discusses major federal employment laws like Title VII, the ADA, and FMLA. It covers what behaviors these laws prohibit, like discrimination and retaliation. It also addresses important employment law topics like hiring practices, compensation, employee discipline, leave policies, and terminations. The document provides guidance on properly documenting personnel issues and managing risk in employee-employer relationships.
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...Financial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
To listen to this webinar on-demand, go to: https://www.financialpoise.com/financial-poise-webinars/recruiting-and-hiring-including-restrictive-covenants-2020/
This document is Checkpoint Systems' Global Ethics Policy which outlines the company's ethical standards and guidelines for employee conduct. It covers topics such as compliance with laws, conflicts of interest, financial reporting, harassment, and protecting company assets. The policy emphasizes open communication, seeking guidance when uncertain, and reporting any suspected violations. Employees are responsible for understanding and following the policy. Compliance is monitored through reporting concerns to supervisors or an ethics committee. Investigations are conducted confidentially and retaliation is prohibited.
Similar to I Know What You Did Last Summer: Workplace Investigations (20)
IP-301 POST-GRANT REVIEW TRIALS 2022 - Things to Consider Before You FileFinancial Poise
This segment will delve into considerations that come into play when filing or responding to post-grant review proceedings. These considerations include issues of real party in interest, timing, and substantive arguments.
Part of the webinar series: IP-301 POST-GRANT REVIEW TRIALS 2022
See more at https://www.financialpoise.com/webinars/
This segment will discuss the statutory and procedural background of post-grant review proceedings. It will discuss the types of proceedings available and provide a high-level discussion of how the proceedings are conducted.
Part of the webinar series:
IP-301 POST-GRANT REVIEW TRIALS 2022
See more at https://www.financialpoise.com/webinars/
THE NUTS & BOLTS OF BANKRUPTCY LAW 2022: The Nuts & Bolts of a First Day HearingFinancial Poise
Even when a bankruptcy petition is the result of a soft-landing rather than a freefall, filing a chapter 11 petition is a disruptive event. To facilitate the debtor’s entry into chapter 11 with as little disruption as possible, first day motions are filed to ensure that a debtor-in-possession can minimize interruptions and continue operating its business in order to achieve its goals in chapter 11. This webinar provides an overview of the administrative and operational first day motions typically filed by chapter 11 debtors and the process for requesting a first day hearing, providing notice of the hearing, and ensuring that the hearing runs smoothly.
Part of the webinar series: THE NUTS & BOLTS OF BANKRUPTCY LAW 2022
See more at https://www.financialpoise.com/webinars/
RESTRUCTURING, INSOLVENCY & TROUBLED COMPANIES 2022: Bad Debtor Owes Me Money!Financial Poise
Sometimes it begins when a client, tenant, or customer starts to slow-pay, with the result that your accounts receivable start to accrue gradually. Other times the issue presents itself more suddenly. Either way, you find your company owed a great deal of money that looks like it may not be collected because your client/tenant/customer has filed bankruptcy, has commenced an assignment for the benefit of creditors, has been put into receivership, or is otherwise just plain insolvent. What do you do? What should you not do? The topics discussed in this webinar include the pros and cons of putting a counterparty into involuntary bankruptcy; when and how you may be able to pursue third parties (like guarantors, directors, or officers) for the amount owed; risks related to preference attack; pros and cons of sitting on a “creditors’ committee” in a Chapter 11; how to negotiate for “critical vendor” protection in Chapter 11; and practical guidance for continuing to provide goods or services to an insolvent counterparty.
Part of the webinar series: RESTRUCTURING, INSOLVENCY & TROUBLED COMPANIES 2022
See more at https://www.financialpoise.com/webinars/
We’ve all long heard about writing practices to avoid, including run-on sentences, excessive passive voice, and nominalization. This webinar not only discusses how those habits can damage briefs, but also explores a key habit brief-writers should embrace: using strong, precise verbs, which are the engine of a persuasive sentence. Panelists also exchange views about finding the most persuasive voice and tone, as well as the right temperature for rhetoric.
Part of the webinar series: PERSUASIVE BRIEF WRITING 2022
See more at https://www.financialpoise.com/webinars/
CYBER SECURITY and DATA PRIVACY 2022: Data Breach Response - Before and After...Financial Poise
You’ve received the dreaded call that your company has just suffered a data breach – what do you do next? Who do you call for help? What notification obligations do you have?
With proper preparation, you can mitigate the damage caused by this unfortunate event and put your business in a position to recover. Your company may have already implemented its information security program and identified the responsible parties, including applicable outside experts, to be contacted in the event of a breach. However, now you must call up your incident response team to investigate the extent of the breach, evaluate the possible damage to your company, and determine whether you must notify your clients, customers, or the public of the breach. This webinar will help prepare you to take action when the worst happens.
Part of the webinar series:
CYBER SECURITY and DATA PRIVACY 2022
See more at https://www.financialpoise.com/webinars/
CYBER SECURITY and DATA PRIVACY 2022_How to Build and Implement your Company'...Financial Poise
Data is one of your business’s most valuable assets and requires protection like any other asset. How can you protect your data from unauthorized access or inadvertent disclosure?
An information security program is designed to protect the confidentiality, integrity, and availability of your company’s data and information technology assets. Federal, state, or international law may also require your business to have an information security program in place.
This webinar will provide the basics of how to create and implement an information security program, beginning with identifying your incident response team, putting applicable insurance policies into place, and closing any gaps in the security of your data.
Part of the webinar series:
CYBERSECURITY & DATA PRIVACY 2022
See more at https://www.financialpoise.com/webinars/
NEWBIE LITIGATOR SCHOOL - 101 Part 3 2022 - Enforcement: Post-Judgment Procee...Financial Poise
Obtaining a final and enforceable judgment is often just the first phase of the civil litigation process; without effective enforcement and collection, a judgment is merely a piece of paper (or electronic docket entry). This webinar provides an overview of the technical, procedural and strategic considerations necessary to monetize judgments and make litigation worthwhile.
Part of the webinar series: NEWBIE LITIGATOR SCHOOL - 101 Part 3 2022
See more at https://www.financialpoise.com/webinars/
NEWBIE LITIGATOR SCHOOL - 101 Part 3 2022 -Appellate Practice- 101 Financial Poise
When is an appeal permitted and when should you take one? What rules and procedures govern appellate practice and how can you best avoid technical and procedural mistakes. How are appellate briefs different from those filed with the trial court and what are some keys to making them successful? And how can you best prepare for appellate oral argument? This webinar explores these questions and more with a panel of experienced appellate litigators.
Part of the webinar series: NEWBIE LITIGATOR SCHOOL - 101 Part 3 2022
See more at https://www.financialpoise.com/webinars/
MARKETING TIPS FOR THE NEW (OR OLD!) BUSINESS OWNER 2022: Learn How to Do Con...Financial Poise
There's creating content; then there's creating great content; and then there's creating great content that actually gets seen by the ideal audience. Each of those layers has its own unique challenges. In this webinar episode, we share insights from a variety of highly experienced content creators. Each panelist member provides their own unique spin on how to create great content that gets seen by the intended audience. By the completion of this episode, the audience member will have a clear and actionable plan on how to create outstanding content that meets their unique marketing needs.
Part of the webinar series: MARKETING TIPS FOR THE NEW (OR OLD!) BUSINESS OWNER 2022
See more at https://www.financialpoise.com/webinars/
CHAPTER 11 - INDUSTRY FOCUS 2022 - Focus on Oil and Gas Financial Poise
Although issues in oil and gas chapter 11 cases vary from case to case, there are, nonetheless, certain issues that tend to arise in most oil and gas cases. Among them: treatment of oil and gas leases, the payment of royalties, hedging agreements, and valuation. This webinar addresses such issues.
Part of the webinar series: CHAPTER 11 - INDUSTRY FOCUS 2022
See more at https://www.financialpoise.com/webinars/
BUSINESS LAW REVIEW- 2022: Selling a Business Financial Poise
A Startup is the Founders’ baby - they dream it, created it and worked tirelessly to make it successful. Deciding it may be time to sell all or part is the easy part - acknowledging and addressing the financial and emotional issues can be challenging.
Negotiating with potential buyers or investors is time intensive, to say the least. Positioning a business for a value maximizing transaction requires planning. What professionals need to be engaged? How do the parties come to a valuation? What is the profile of the likely investor or buyer? These are just some of the questions this webinar addresses.
Part of the webinar series: BUSINESS LAW REVIEW- 2022
See more at https://www.financialpoise.com/webinars/
BUSINESS LAW REVIEW- 2022: Immigration Law for Business-101Financial Poise
A basic understanding of immigration law is critical to a vast array of businesses operating in today’s economy. Foreign employees and their sponsoring companies will navigate a complex maze in the attempt to achieve the desired goals of the employee maximizing their ability to provide services and value to the company. One of various determining factors as to which pathway to attempt is whether the goal is an immigrant visa (also known as a “green card”) which may ultimately allow lawful permanent residence in the United States or a non-immigrant visa. The need for foreign labor affects various industries and applies to large segments of skilled, unskilled and semi-skilled workers in jobs ranging from farm to seasonal to high-tech. This webinar explains what businesses need to know in the current environment as well as how political and globalization issues will affect immigration laws going forward.
Part of the webinar series:
BUSINESS LAW REVIEW- 2022
See more at https://www.financialpoise.com/webinars/
NEWBIE LITIGATOR SCHOOL - Part I 2022: Working With Experts Financial Poise
This webinar provides an overview of using expert witnesses in commercial litigation. It discusses when expert testimony is commonly used, the rules governing expert disclosures and discovery such as expert reports. It covers challenging opposing experts using Daubert motions and strategies for preparing your own experts for deposition. The webinar is part of a series on litigation fundamentals aimed at new and less experienced litigators.
Executive compensation continues its movement towards performance pay as the standard. Compensation structures and proxy disclosures are more and more complex. Investors and proxy advisors continue to increase influence on compensation issues. This webinar examines executive compensation, including equity-based compensation plans and executive employment and severance agreements. The importance of disclosure, alignment of risk, and metrics is also examined. Practical guidance on pay-for-performance and supplemental pay definitions is provided. The panelists discuss the effect of the Dodd-Frank Act on executive compensation, including SEC regulations. Exchange rules are compared to applicable federal law. Best practices regarding executive compensation committees and regulatory requirements for those committees are examined. Shareholder advisory groups promulgate executive compensation related advisory policies for their institutional shareholder clients annually and these policies are also discussed. Issues regarding board composition and leadership structure issues are discussed in relation to executive compensation.
Part of the webinar series:
CORPORATE REGULATORY COMPLIANCE BOOT CAMP 2022 - PART 2
See more at https://www.financialpoise.com/webinars/
CORPORATE REGULATORY COMPLIANCE BOOT CAMP 2022 - PART 2: Securities Law Comp...Financial Poise
The Securities and Exchange Commission has been entrusted with a significant corporate compliance regulatory function, which has been expanded by seminal legislation in the recent past such as the Sarbanes-Oxley (“SOX”) and Dodd-Frank Acts. This webinar discusses board fiduciary duties and the tension between state corporate law standards and federal law. Board composition, independence, structure and processes (including best practices in regard to committees) are analyzed. Specifically, director independence is discussed as is audit committees and related requirements, regulations and exemptions. NASDAQ and the NYSE also have similar requirements for director independence and those are also discussed. The webinar also covers disclosure matters related to SOX compliance, including timing and content of an issuer's periodic disclosures. Both the legal requirements and best practices related to disclosure procedures and internal controls under SOX are examined. Means of controlling the costs of SOX, especially for smaller public companies, are also discussed, including trends in the industry related to high regulatory compliance costs. Finally, the applicability and best practices for privately held companies and SOX are considered.
Part of the webinar series: CORPORATE REGULATORY COMPLIANCE BOOT CAMP 2022 - PART 2
See more at https://www.financialpoise.com/webinars/
The deal is complete, and the parties have finished the hard work. Or have they? Integration planning turns to execution as people, process, and technology are combined once the deal is legally closed. The buyer will need to consider the purchased business or assets from the standpoint of employees, IT, customers, suppliers, and a multitude of other areas. In addition, numerous post-closing legal issues may arise, including purchase price adjustments, breaches of representations and warranties, enforcement of key negative employment-related covenants and restrictive covenants, collection of pre-closing accounts receivable, and true-ups of final financials. This episode guides listeners through the process, timing, and issues which most commonly arise after the closing of deals.
Part of the webinar series:
M&A BOOT CAMP - 2022
See more at https://www.financialpoise.com/webinars/
Although every deal is different, understanding any purchase/sale agreement will help you understand other purchase sale agreements. Stated another way, most M&A documents include a similar set of sections and use a similar vocabulary. This episode explains specific, common provisions and discusses how buyers and sellers approach these provisions differently, particularly in light of situational differences (e.g. whether the assets being bought and sold are equity of a company or the assets of a company; whether the seller is going to cease to exists or not). Topics covered will include tax issues; corporate governance; closing conditions; representations and warranties; indemnification provisions; earn-outs; restrictive covenants; antitrust; intellectual property; and employment issues.
Part of the webinar series:
M&A BOOT CAMP - 2022
See more at https://www.financialpoise.com/webinars/
Buying, selling, or merging a company typically follows a similar set of steps from deal to deal. The amount of time each step takes varies but the order of the steps is fairly uniform because the steps follow a certain logic: before the parties share meaningful information, they should sign a confidentiality agreement (a/k/a “non-disclosure agreement,” or “NDA”); once a baseline amount of information is known by the would-be buyer, it commonly presents a letter of intent or term sheet to the target or its owner, which serves as an outline for a deal but does not necessarily bind the parties to consummate the transaction; additional due diligence and the negotiation, drafting and signing of definitive documents comes next. The parties then obtain any needed regulatory and/or contractual third party approvals; followed by closing; and finally by post-closing tasks. This webinar will discuss all these steps from a macro perspective so that you can see the forest for the trees, but does not do a deep dive into any single topic. Think of this webinar as a road map or timeline for a typical deal.
Part of the webinar series:
M&A BOOT CAMP - 2022
See more at https://www.financialpoise.com/webinars/
CROWDFUNDING 2022 - Crowdfunding from the Investor's PerspectiveFinancial Poise
This webinar focuses on the opportunities that crowdfunding makes available to the investor, and how the investor should go about navigating this new world. We begin with a basic overview of the new regulatory regime, the requirements to invest, and the on-boarding process one should expect. We then dive deeper into the market opportunity, including how to access and select investments, and expectations investors should set for themselves and the projects they select. This is not intended to support any specific deal selection, but instead sheds a light upon the basic selection criteria available, the method to go about investing and what to avoid.
Part of the webinar series: Crowdfunding 2022
See more at https://www.financialpoise.com/webinars/
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
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How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
4. Disclaimer
The material in this webinar is for informational purposes only. It should not be considered
legal, financial or other professional advice. You should consult with an attorney or other
appropriate professional to determine what may be best for your individual needs. While
Financial Poise™ takes reasonable steps to ensure that information it publishes is accurate,
Financial Poise™ makes no guaranty in this regard.
4
5. Meet the Faculty
MODERATOR:
Charles Krugel - Law Offices of Charles Krugel
PANELISTS:
Max Barack - The Garfinkel Group, LLC
Helen Bloch - Law Offices of Helen Bloch, P.C.
Michelle Marks- Marks Employment Law
5
6. About This Webinar -I Know What You Did Last
Summer: Workplace Investigations
Now, more than ever, employers must be prepared to promptly and effectively respond to
complaints of workplace harassment and/or discrimination. Often, that requires knowing when
and how to conduct an internal investigation. Given the significance of the issues often at
stake and the potential for a negative outcome (attorneys’ fees, high dollar settlement,
negative PR), learning on the fly is not a viable option when undertaking an investigation. This
program covers a host of questions, including what sort of issues should be investigated, who
should conduct the investigation, what steps should you take and in what order, who should
be interviewed, what sort of documents should be created and how do you close out the
investigation? It also explores the investigation process and provides guidance from a
seasoned investigator as to how to handle the many issues that you will often confront during
the course of an investigation.
6
7. About This Series- Protecting Your Employee Assets:
The Life Cycle of the Employment Relationship
If you have employees or advise companies with employees, this webinar series is for you!
No employer—whether large, medium or small—is immune from the reach of federal, state
and/or local employment laws and regulations. Now, more than ever, employers should
consider taking a proactive approach to auditing their employment practices and policies so
that they can better respond when issues arise. This webinar series approaches the
employer-employee relationship from beginning to end, with programs covering the most
important steps along the way, including hiring and onboarding, policy and procedure
development and training, wage and hour compliance, accommodating disabled employees,
conducting investigations and considerations associated with ending the relationship.
Each Financial Poise Webinar is delivered in Plain English, understandable to investors, business owners, and
executives without much background in these areas, yet is of primary value to attorneys, accountants, and other
seasoned professionals. Each episode brings you into engaging, sometimes humorous, conversations designed to
entertain as it teaches. Each episode in the series is designed to be viewed independently of the other episodes so that
participants will enhance their knowledge of this area whether they attend one, some, or all episodes.
7
8. Episodes in this Series
#1: Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants
Premiere date: 1/25/22
#2: An Ounce of Prevention: Policies, Procedures and Proactivity
Premiere date: 2/22/22
#3: Show Them the Money: Wage & Hour Compliance
Premiere date: 3/29/22
#4: The Impact of Communicable Diseases, Including Coronavirus, on the Workplace
Premiere date: 4/20/22
#5: I Know What You Did Last Summer: Workplace Investigations
Premiere date: 5/24/22
#6: It’s So Hard To Say Goodbye: Minimizing Risk When Terminating Employees
Premiere date: 6/22/22
#7: Time for a Break: Managing Leaves of Absence and Accommodating Disabilities
Premiere date: 7/27/22
8
9. Episode #5
I Know What You Did Last Summer: Workplace
Investigations
9
11. What is an Internal Investigation?
• Compliance tool to determine whether policies or procedures have been violated by an
employee
• Assures adherence to company goals, mission & values
• Assures quality in products or services
• Ensures a sound & factual basis for informed decision-making or appropriate discipline
• Reduces exposure to claims / risk management
11
12. When is an Internal Investigation Triggered?
• Complaint or report of policy violation
✓ Even if victim insists on no action
✓ Written or verbal complaints
• Management observation
• Injury or illness
• Threats
• EEOC, NRLB or other lawsuit
✓ Even if employee did not complain internally
• DOL, unemployment compensation audit
• Theft of company property or information
12
13. When is an Internal Investigation Required?
• If discrimination laws are implicated (Title VII, ADA, ADEA)
✓ Farragher/Ellerth Defense
• OSHA
• Drug Free Workplace Act
• SOX
• Securities Act
• DOT regulations
• HIPAA
13
14. Scope of Internal Investigations
• “Informal” investigation?
✓ Minor policy violation
✓ Resolve the issue quickly without many interviews or witnesses
✓ “Formal” Investigation?
✓ If there is legal exposure
✓ Serious policy violation
✓ Need to document & result
14
15. Formal Internal Investigations
• How serious is the policy violation or conduct?
• How many employees are involved?
• Is there an immediate threat to loss of company information or danger to employee(s)?
• What areas of law are implicated?
• Does the investigation need to be completed immediately?
✓ Statute of limitations?
15
16. Formal Investigations Should Take Place Immediately
• Lock in witnesses’ stories & recollections
• Contemporaneous accounts are usually more credible
• Documents / emails / texts can be lost or destroyed
• Prevent spoliation & potential adverse inference at trial
• Witnesses may leave the company
• Ensures compliance with legal duty to investigate promptly & thoroughly
16
17. Elements of a Good Internal Investigation
• Prompt – but not rushed
• Thorough – but not too long (sliding scale)
• Confidential – as much as possible but no absolute guarantees
• Impartial & objective
• Conducted by disinterested & respected personnel or third parties
• Effective at facilitating an appropriate outcome for all sides
17
19. Outline of Internal Investigation
• Identify goals & outline plan
• Identify investigator or team of investigators
• Gather documents
✓ Personnel file
✓ Prior complaints
✓ E-mails, documents, correspondence, texts
✓ Employee handbook or policies implicated
✓ CBA (collective bargaining agreement) – if unionized
19
20. Outline of Internal Investigation (cont’d)
• Maintain investigation file
✓ Interview notes of all witnesses
✓ Signed statements
✓ Final report with conclusions & recommendations
✓ Consider external resources
✓ Outside counsel
✓ Private investigators
✓ IT (information tech or forensic examinations)
20
21. Who Should Investigate?
• Human Resources
✓ Good for minor violations of policy
• Outside consultant/investigator
✓ Particularly if there could be a conflict of interest or you want appearance of
impartiality
• In-house or outside counsel
✓ If a threat of litigation
• Forensic examiners
✓ Electronic data or misappropriate of proprietary information, FLSA claims
• Law enforcement
✓ If violence or theft is suspected
21
22. Who to Interview?
• Decide who to interview & when
✓ Complainant
✓ Victim (if not the complainant)
✓ Accused
✓ Witnesses
o Employees in the same department
o Employees other witnesses identify as knowledgeable
o Authors of documents
✓ Management
✓ HR
✓ Experts within the company
• Typically interview the complainant, then the accused, then witnesses & conclude with the
complainant again
22
23. Interview Techniques
• Prepare an opening statement
✓ Thank interviewee
✓ Explain what you are investigating
✓ Explain why the interviewee was selected
✓ Explain that the company takes this matter seriously & has a commitment to
investigate
✓ Cooperation is expected
✓ Company has firm no-retaliation policy
✓ Information will be kept “as confidential as possible”
23
24. Additional Interview Techniques
• Use traditional, deposition style questions:
✓ Ask open-ended questions
✓ Don’t dominate the conversation
✓ Allow time for follow up & responses; don’t rush the witness
✓ Active listening & follow-up
✓ Cover all bases (“Is there anything else you can remember?)
✓ Ask if there is anyone else you should speak to
24
25. Interview Documentation
• Written statement from witness
• Recorded interview/statement from witness
• Interview notes
✓ Personal observations vs. reported facts
• Summary memorandum
• Relevant documents relied upon & used for each interview
• Report
✓ Include recommendations for action?
25
26. Other Sources of Information
• Metadata
• Emails
• Text messages
• Instant messages
• Voicemails / telephone records
• Home computers
• Personal electronic devices
• Video / audio surveillance
• Social networks
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27. Final Report
• Consider format of final report
✓ Formal? Summary? Memo to file?
✓ Who will read it?
✓ Board of Directors
✓ Outside auditors
✓ Legal counsel
✓ Government agencies?
✓ Plaintiff’s counsel?
✓ Press
✓ Law enforcement
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28. Fundamentals of Final Report
• Report should contain:
✓ Summary of the issues
✓ Relevant facts
✓ Methodology used to conduct the investigation
✓ Scope of the investigation
✓ Applicable law
✓ Findings
✓ Recommendations
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29. Next Steps
• Appropriate remedial action taken
✓ To the accused
o Discipline for the misconduct
o Consistent with past practice
o Sufficient to avoid future problems
✓ To the victim
o Restore lost job benefits & compensation
o Report results of investigation
o Confirm in writing
✓ To others to avoid future conduct
✓ Avoid retaliation!
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31. Special Considerations
• Attorney-Client Privilege
✓ Upjohn v. United States
✓ But, must give a corporate “Upjohn” warnings
o Counsel represents the company, not the individual
o Employee being interviewed to assist counsel in providing legal advice
o Statements made by employee will be shared with company
o Communications are privileged
o Company alone owns the privilege
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32. Rights of the Interviewee?
• Right to counsel?
✓ If accused is facing possible criminal charges
✓ If employee reasonably believes answer would incriminate them in a criminal case
• Right to a “friend?”
• Right to union representative?
✓ Consider whether CBA applies to investigations of complaints
• Can an employee refuse to participate
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33. Confidentiality Issues
• Can you keep the investigation confidential?
✓ NLRB’s position
o Employer cannot maintain a blanket policy/rule regarding the confidentiality of
employee investigations.
o Employer must demonstrate a need for confidentiality on a case by case basis – is
there a “legitimate & substantial business justification” that outweighs Section 7
rights?
✓ EEOC’s position
o Similar to NLRB
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34. Privacy Issues
• Does the employee have a reasonable expectation of privacy in private files on office
computer?
✓ Courts are split – some find that private emails sent from work computer is protected &
some find they are not
• Social networking privacy
✓ State laws restrict employers from asking for passwords to social media accounts or
passwords to private email accounts
✓ Don’t ask a subject of an internal investigation to grant access to their online social
networking accounts as part of the investigation.
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36. Strategies
• Regularly train managers & supervisors on HR policies
• Develop & disseminate policies to lower privacy expectations
• Investigate only on reliable, documented factual allegations that justify investigation
• Do not investigate more than necessary
• Maintain confidentiality to the extent possible
• Use the appropriate investigator
• Make decisions & take action
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38. About The Faculty
Charles Krugel - cak1@charlesakrugel.com
As a management side labor & employment attorney & human resources (HR) counselor,
Charles Krugel, www.charlesakrugel.com, has 25 years of experience in the field & has been
running his own practice for 20 years. His clients are small to medium sized companies in a
variety of industries. Charles has been lead negotiator for hundreds of labor & employment
agreements & contracts. Additionally, he’s litigated dozens of court cases, administrative
proceedings & arbitrations. In addition to providing traditional labor & employment law
services, he represents companies desiring to institute preventive & proactive HR functions.
These functions include policies & procedures, which help to efficiently & discreetly resolve
issues in-house & prevent lawsuits & complaints; they also help to reduce costs & act as
catalysts for increasing productivity & profits. Moreover, he’s frequently the subject labor &
employment law related TV, radio & print interviews.
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39. About The Faculty
Max Barack - max@garfinkelgroup.com
Max leads the Garfinkel Group, LLC's employment law practices groups and is a plaintiff-side
employment law attorney. He has been practicing law since 2013 and has spent the majority
of that time handling plaintiff-side employment matters. He concentrates his practice primarily
on representing plaintiffs in their claims of discrimination, as well as wage & hour violations,
whistleblower actions, & severance negotiations. He has extensive litigation experience, with
a focus on electronic discovery (ESI). He has represented & assisted employers in defending
discrimination & wage & hour disputes, including in department of labor investigations. He is a
member of the Board of Directors of the National Employment Lawyers Association of Illinois
& co-chair of its Legislative Committee. He is a regular contributor to the Chicago Bar
Association's @theBar blog, & is fluent in Spanish.
J.D., Chicago-Kent College of Law
B.A., University of Michigan
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40. About The Faculty
Helen Bloch - hbloch@blochpc.com
In 2007, Helen Bloch founded the Law Offices of Helen Bloch, P.C., a general practice firm that is a Certified
Female Business Enterprise. In the employment & business context, Helen represents clients on all sides of the
employment relationship- individual employees, managers, or employers. Routinely Helen negotiates &
counsels clients on employment agreements, including non-competition, confidentiality, & severance
agreements. Also, she drafts employment handbooks & various policies & procedures. Helen will advise
businesses on best practices, including providing sexual harassment training. Helen has lectured on topics such
as gender role in the law, legal issues affecting small businesses, & legal rights & obligations from multiple sides
of the employer-employee relationship. For the past two years she has been selected for inclusion in Super
Lawyers in the area of employment law. Helen is President of the Decalogue Society of Lawyers & serves on
the Alliance of Bar Associations, where she assists in screening judicial candidates. Her other bar association
memberships include the Illinois chapter of the National Employment Lawyers Association, Women’s Bar
Association of Illinois, & the Illinois State Bar Association. An active National Association of Women Business
Owner’s (NAWBO) member, Helen leads NAWBO’s Lincoln Park Business Exchange Group.
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41. About The Faculty
Michelle Marks - michelle@marksemploymentlawfirm.com
Michelle founded Marks Employment Law after fourteen years of practicing management-side employment law for Jones Day
and Epstein, Becker & Green, and also working as the Employment Practices Director of S&C Electric, a large manufacturing
company in Chicago, Illinois. Michelle has extensive experience litigating employment claims, assisting clients with legal
compliance, conducting investigations and training, and implementing HR programs for employers. She has also frequently
spoken in national forums on various topics ranging from gender inclusion and the use of technology & AI in the workplace.
Michelle is especially passionate about enhancing workplace culture through diversity and increased leadership opportunities
for women and people of color. Michelle founded Marks Employment Law to be able to help employers fully realize their long-
term goals in these areas, while also attending to their everyday legal needs.
Michelle is a Texas native who has spent her entire professional career in Chicago. As a result, she is an expert on barbecue,
extreme weather, and beloved (but mediocre) sports teams. In her free time, Michelle loves to travel, cook, write, and spend
time with her husband and three sons.
Michelle is a proud member of the National Association of Women Lawyers (NAWL), the National Employment Labor Council
(NELC) and the Illinois State Bar Association (ISBA).
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42. Questions or Comments?
If you have any questions about this webinar that you did not get to ask during the live
premiere, or if you are watching this webinar On Demand, please do not hesitate to email us
at info@financialpoise.com with any questions or comments you may have. Please include
the name of the webinar in your email and we will do our best to provide a timely response.
IMPORTANT NOTE: The material in this presentation is for general educational purposes
only. It has been prepared primarily for attorneys and accountants for use in the pursuit of
their continuing legal education and continuing professional education.
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