Webinar Preview - Building Rapport
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Richard Schumacher and Brian Fox share tips for building rapport in investigation interviews. Check the full webinar here: http://i-sight.com/building-rapport-in-investigation-interviews/
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2011 NBES Business Ethics Infographic
Infographic Source: 2011 National Business Ethics Survey ®
This infographic is a creation of i-Sight based on the results of the 2011 NBES and is not a product of the Ethics Resource Center.
To check out the infographic, visit:
http://i-sight.com/ethics/business-ethics-infographic/
I sight tim-dimoff_investigating workplace bullying ppt
In this webinar, Timothy Dimoff will discuss the steps involved in investigating claims of workplace bullying and cyber-bullying. What is considered bullying and how can an investigator or HR practitioner determine whether a behavior is bullying or just plain rudeness?
How Best Practices in Triage Protocol Can Boost Compliance and Reduce Risk
With recent announcements of increasingly stringent federal policies around record-keeping and due diligence, compliance and investigation professionals are feeling the pressure to demonstrate consistency and rigor in their case management processes.
Planning your investigation, having the right team members involved and reporting on outcomes of an investigation can all be difficult phases of the process.
However, being able to demonstrate that you are quickly, consistently and accurately triaging incidents is even more important now.
The key is to establish decision-making approaches and plan out your entire protocol before the matter comes to your attention through hotline reporting or other mechanism. This ensures structure and success as you triage, investigate, staff the investigation properly and meet the inevitable challenges of reporting and addressing the root causes of incidents.
How to Drive Efficiency and Reduce Risk with Investigative Case Management So...
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When investigating a “he said/she said” case of sexual harassment or other alleged misconduct, are you using scientifically validated methods to interview witnesses, assess their credibility, and reach a defensible conclusion?
Over the past 15 years, scientists have found that much of the conventional wisdom on how to effectively interview witnesses and determine truthfulness is wrong. At the same time, courts have found companies liable for using scientifically unproven interviewing techniques in workplace investigations.
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Join the i-Sight team and former U.S. Department of Justice attorney Michael Johnson as they discuss how to apply these scientifically validated methods to your investigations.
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Vicarious trauma is a type of second-hand psychological response most often associated with first responders and front-line crisis workers. Although corporate incident investigators and HR and compliance professionals are usually not the first on the scene, they frequently find themselves listening to both victims and accused people who recount what could be the worst days of their professional lives.
There is no doubt that the case management process can be stressful and sometimes triggering for those who are managing it. The personal and organizational impacts can include compromised risk assessment and investigations, investigator burnout and absenteeism, and a less healthy workplace overall.
Join expert workplace investigator Ken McCarthy as he shares his experience with vicarious trauma and compassion fatigue resulting from his involvement in workplace investigations.
Meric Bloc_Webinar Nov22.pptx
As an investigator, you don’t define your value to the organization; leadership does. What are you doing to be a better business advisor and contribute to the organization’s goals? In other words, why should the bosses listen to you?
Because misconduct doesn’t happen in a vacuum! It results from a perfect storm of factors like employee ignorance, a failure to see the larger implications, a lack of training and procedures, or a failure of internal controls. And you have a view to all of this in your cases.
This webinar outlines how you can become a better strategic advisor, how to think like a business leader, and what keeps executives awake at night. You’ll learn how case management can drive a culture of prevention, and how you can prove the bottom-line ROI of investigations.
Join Meric Bloch, Strategic Advisor at Winter Investigations as he discusses how investigators can become business advisors to the C-suite using their knowledge of case management and risk assessment.
In this webinar, you will learn:
Goals of a strategic business advisor.
-What advice does a strategic advisor give?
-What should a strategic advisor not do?
-How an investigator can become a strategic advisor.
-How stellar case management positions investigators as strategic advisors.
5 Steps to Creating an Ethical Work Culture
You get it. Being an ethical organization matters. A lot.
But ethics isn’t just a quarterly HR campaign or a glossy conduct guide; in order to really have a bottom-line business impact, organizational ethics must function as an integral pillar of company culture over time.
So, what are the best practices to make sure your organization is regularly thinking about ethics and including it in everyday decision making? What are some creative ways to bring focus to this vital but often overlooked function? And how can you most effectively deal with and investigate an incident or a breach when it occurs?
Recommended
2011 NBES Business Ethics Infographic
Infographic Source: 2011 National Business Ethics Survey ®
This infographic is a creation of i-Sight based on the results of the 2011 NBES and is not a product of the Ethics Resource Center.
To check out the infographic, visit:
http://i-sight.com/ethics/business-ethics-infographic/
I sight tim-dimoff_investigating workplace bullying ppt
In this webinar, Timothy Dimoff will discuss the steps involved in investigating claims of workplace bullying and cyber-bullying. What is considered bullying and how can an investigator or HR practitioner determine whether a behavior is bullying or just plain rudeness?
How Best Practices in Triage Protocol Can Boost Compliance and Reduce Risk
With recent announcements of increasingly stringent federal policies around record-keeping and due diligence, compliance and investigation professionals are feeling the pressure to demonstrate consistency and rigor in their case management processes.
Planning your investigation, having the right team members involved and reporting on outcomes of an investigation can all be difficult phases of the process.
However, being able to demonstrate that you are quickly, consistently and accurately triaging incidents is even more important now.
The key is to establish decision-making approaches and plan out your entire protocol before the matter comes to your attention through hotline reporting or other mechanism. This ensures structure and success as you triage, investigate, staff the investigation properly and meet the inevitable challenges of reporting and addressing the root causes of incidents.
How to Drive Efficiency and Reduce Risk with Investigative Case Management So...
This document discusses the benefits of investigative case management software. It begins by introducing the presenters and providing an overview. It then discusses external and internal trends driving the need for such software, including more cases from employees reporting issues and the inefficiencies of manual processes. The document considers whether to build, repurpose, or buy a case management system. It outlines five key features that should be included: multichannel intake, flexibility to handle different case types, security controls, reporting capabilities, and configurability. Finally, it discusses how to make the business case for case management software through increased efficiency, reduced risk, and better insights to prevent future incidents. The presentation provides resources for learning more about ROI and next steps.
Who's Lying? Using the Cognitive Interview to Assess Credibility in Workplace...
When investigating a “he said/she said” case of sexual harassment or other alleged misconduct, are you using scientifically validated methods to interview witnesses, assess their credibility, and reach a defensible conclusion?
Over the past 15 years, scientists have found that much of the conventional wisdom on how to effectively interview witnesses and determine truthfulness is wrong. At the same time, courts have found companies liable for using scientifically unproven interviewing techniques in workplace investigations.
In this webinar you will learn about the hundreds of research studies that scientists have conducted on how to best interview witnesses and assess credibility. You will learn how to apply these scientifically validated methods to your investigations.
Join the i-Sight team and former U.S. Department of Justice attorney Michael Johnson as they discuss how to apply these scientifically validated methods to your investigations.
Protecting the Mental Wellbeing of Corporate Investigators
Vicarious trauma is a type of second-hand psychological response most often associated with first responders and front-line crisis workers. Although corporate incident investigators and HR and compliance professionals are usually not the first on the scene, they frequently find themselves listening to both victims and accused people who recount what could be the worst days of their professional lives.
There is no doubt that the case management process can be stressful and sometimes triggering for those who are managing it. The personal and organizational impacts can include compromised risk assessment and investigations, investigator burnout and absenteeism, and a less healthy workplace overall.
Join expert workplace investigator Ken McCarthy as he shares his experience with vicarious trauma and compassion fatigue resulting from his involvement in workplace investigations.
Meric Bloc_Webinar Nov22.pptx
As an investigator, you don’t define your value to the organization; leadership does. What are you doing to be a better business advisor and contribute to the organization’s goals? In other words, why should the bosses listen to you?
Because misconduct doesn’t happen in a vacuum! It results from a perfect storm of factors like employee ignorance, a failure to see the larger implications, a lack of training and procedures, or a failure of internal controls. And you have a view to all of this in your cases.
This webinar outlines how you can become a better strategic advisor, how to think like a business leader, and what keeps executives awake at night. You’ll learn how case management can drive a culture of prevention, and how you can prove the bottom-line ROI of investigations.
Join Meric Bloch, Strategic Advisor at Winter Investigations as he discusses how investigators can become business advisors to the C-suite using their knowledge of case management and risk assessment.
In this webinar, you will learn:
Goals of a strategic business advisor.
-What advice does a strategic advisor give?
-What should a strategic advisor not do?
-How an investigator can become a strategic advisor.
-How stellar case management positions investigators as strategic advisors.
5 Steps to Creating an Ethical Work Culture
You get it. Being an ethical organization matters. A lot.
But ethics isn’t just a quarterly HR campaign or a glossy conduct guide; in order to really have a bottom-line business impact, organizational ethics must function as an integral pillar of company culture over time.
So, what are the best practices to make sure your organization is regularly thinking about ethics and including it in everyday decision making? What are some creative ways to bring focus to this vital but often overlooked function? And how can you most effectively deal with and investigate an incident or a breach when it occurs?
How to Assess, Level Up, and Leverage Your Culture of Compliance
Compliance officers know that a strong culture of compliance is indispensable to risk management and better business performance in the modern world. So how, exactly, can you capture insights into the current state of your corporate culture, and then use that information to (1) shore up weak spots in ethics and compliance operations; and (2) leverage a strong culture of compliance for better operations across the enterprise?
Join Matt Kelly, Editor and CEO of RadicalCompliance.com, as he discusses how and why compliance leaders need to use data to improve their investigations and corporate culture.
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The topic of workplace diversity, equity, and inclusion is at an all-time high right now. It has been proven that there is a direct correlation between inclusive workforces, productivity, and revenue. According to the McKinsey & Company diversity report, “companies in the top-quartile for ethnic and cultural diversity on executive teams were 33% more likely to have industry-leading profitability.”
Without a strong DEI program, though, your organization could face internal harassment incidents, discrimination lawsuits, high employee churn, and a poor corporate reputation, leading to lost customers and clients.
Join inclusive marketing consultant, speaker, and author Michelle Ngome as she outlines DEI best practices that will increase your organization’s revenue, as well as prevent workplace incidents.
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While some people might be acting in bad faith, employees have been finding tried traditional HR channels less than satisfactory. They feel un-heard and undervalued, and they turn to the internet to tell their stories, and receive fast responses.
You can’t build a brand or accomplish your mission statement without your employees. To avoid the repercussions of viral incidents and strengthen your brand, you have to repair your employer/employee relationship and work culture—or better yet, create a healthy, ethical culture from the start.
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Case management is an integral component of any institution’s overall compliance program, let alone those with suspicious activity report (“SAR”) filing responsibilities. However, misconduct is often reported through multiple channels such as whistleblower complaints, HR, and even through a company’s legal department. If misconduct requires SAR filing, input from HR, and advice from legal, but comes in through possibly siloed teams, how can a company feel confident that they are accurately capturing and consistently dispositioning these cases?
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Join financial crime compliance advisory and training specialist Michael Schidlow, as he explains best and worst practices in the field, gives tips on what case management tools should always and shouldn’t ever do, and describes how to utilize metrics from those systems to get an accurate snapshot of their company’s risk profile.
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There’s no place for sexual harassment in today’s workplace, and employers have a responsibility to investigate every allegation. But reacting after a complaint is made doesn’t fix a culture that allows sexual harassment to occur. A proactive approach, incorporating a strong policy, backed by training and commitment at all levels, is key to building an organizational culture that discourages sexual harassment.
Join Philip Miles, employment lawyer, McQuaide Blasko, as he outlines the steps for building policies and training plans to prevent sexual harassment in the workplace.
How to recognize and minimize unconscious bias in the workplace
The modern workplace should be an inclusive and welcoming environment for all employees but that isn’t always the case. In fact, systemic inequality is the norm for a vast number of workplaces throughout North America, Europe and beyond. And while the BLM and MeToo movements have received much media attention, the underlying factors that contribute to the inequality they point out aren’t always addressed.
Implicit, or unconscious, bias is the root of many systemic inequities in the workplace. It’s important that we recognize our personal biases, take action to mitigate them and actively serve as an ally to others.
On June 10, join Catherine Mattice-Zundel, president of Civility Partners, a training and consulting firm focused on helping organizations build positive workplace cultures, as she outlines strategies for uncovering and reducing implicit bias in workplace decision-making.
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● The origins of bias and four different types of bias
● Risk factors that increase our likelihood to engage in bias
● How to compensate for and attempt to overcome bias through clear and tangible actions
● Strategies to combat microaggressions and other exclusive behaviors using simple, tried and true
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In a 2019 Monster survey, 90 per cent of employees said they had experienced bullying in the workplace. The Pew Research Center reports that 69 per cent of women say they have been sexually harassed in a professional setting. These numbers point to a serious problem that leaders can’t afford to ignore.
Policies and training are, of course, critical to the prevention of bullying and harassment, but there are other avenues that you may not have considered. Diversity and inclusion have benefits that go far beyond compliance. Not only do companies that embrace diversity and inclusion outperform those that don’t, but understanding, accepting and valuing differences ensures a fairer, more collaborative environment with less conflict.
Join Catherine Mattice-Zundel, president of Civility Partners, a training and consulting firm focused on helping organizations build positive workplace cultures, as she explores strategies for using diversity and inclusion to prevent harassment and bullying.
The webinar will cover:
What constitutes bullying and harassment in the workplace
Best practices for addressing and preventing bullying and harassment
How diversity and inclusion helps to reduce bullying and harassment
How to achieve diversity and inclusion
Case studies of how bullying, inequities and harassment tie together, and how resolving one requires resolving all
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Join financial crime compliance advisory and training specialist Michael Schidlow, as he reviews recent cases of internal fraud, what we can learn from them, and controls that companies can put in place to prevent fraud
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It’s long been clear that organizations with strong ethical cultures perform better than those without. In addition to the multitude of positive impacts a strong ethical culture provides, these organizations will also typically experience less fraud and misconduct. However, to achieve maximum results, a strong ethical culture must focus on accountability and include robust fraud prevention measures.
Ethical accountability takes time and effort to build, but the rewards of fostering the right culture in an organization are measurable. Fewer fraud incidents, for example, can be demonstrated by hard numbers. A strong code of conduct is a great start, but it’s critical to have a comprehensive ethics program that fosters accountability.
Join Joseph Agins, CFE, CCEP, adjunct professor and fraud expert, as he outlines strategies organizations can use to ensure every employee from the C-Suite down has the tools they need to help them make ethical decisions and prevent fraud.
The webinar will cover:
The importance of tone from the top
Identifying the pressures employees face and thus the ethics and fraud risks
Understanding the resources employees have (or not) to report wrongdoing
Whether the internal imagining of the culture matches the reality
Developing tools and strategies for fostering ethics in the workplace
Anti-fraud measures that should be incorporated into every ethics policy
Encouraging ethics and accountability
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Join financial crime compliance advisory and training specialist Michael Schidlow, as he reviews recent bribery-related incidents around the world and maps out a strategy for combatting them.
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The document outlines 10 critical mistakes that can occur in workplace investigation programs and how to avoid them. It discusses mistakes related to having an incomplete system, not taking care of details, not paying attention to trends, not collaborating with others, not following proper processes, using the wrong investigator, not challenging the investigator, overstepping boundaries, assuming procedural fairness is easy, and thinking investigations can't be challenged. It provides tips for business leaders, HR leaders, and investigators to review practices, collaborate with peers, and continuously improve their workplace investigation programs to avoid common pitfalls.
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In a 2019 Symantec study of nearly 3,000 security professionals almost two thirds of cybersecurity professionals reported that they have considered quitting their jobs or leaving the industry because of stress and burnout. This has dangerous implications for every company that relies on these first responders to keep their data and businesses safe.
Join Neal O’Farrell, cybersecurity expert, as he discusses these mental health challenges and maps out a strategy for building “psyber resilience” in your cybersecurity team.
Webinar attendees will learn about:
The impact of stress and burnout on security professionals, and how to manage it
Tools to help cybersecurity professionals cope with these challenges
Organizational improvements and solutions to reduce stress and burnout for these digital first responders
Creating programs to maximize the psyber resilience in the security workforce
Tips, Templates and Best Practices for Conducting Investigations Remotely
While most businesses are getting used to new ways of working, with many employees working remotely, new challenges are arising, especially where workplace investigations are concerned. Simply pausing investigations and compliance activities isn’t a viable option. Misconduct doesn’t take a break during times of crisis, and neither does the need to investigate it.
Workplace investigators are challenged to find ways to conduct their investigations without the ability to travel or engage in face-to-face communication. This requires new policies, procedures and best practices.
Social Media Risks in the Workplace
Social media has become a common mechanism to share information for more than three billion users worldwide. Facebook, the largest platform, has 2.5 billion users who post more than 100 billion messages each day. With so much information being shared daily, there’s a significant risk for companies whose employees use social media as part of their jobs and in their personal lives.
“New” Misconduct Challenges and Solutions for Investigating as We Move to a ...
In a transitional environment, characterized by physical distancing, remote workplaces, re‑opening of the economy and a fuzzy view of what’s coming next, a new collection of risks and challenges has emerged. Companies of every size are navigating the new landscape under extra stress, without the advantages of face-to-face communication, and the demands of a workforce that is hurting.
It’s a challenge to keep workers safe, healthy, engaged, committed, and productive in this environment, and there will always be risks of corruption and misconduct. Investigating under these circumstances requires new approaches tools and techniques.
Join Ken McCarthy, President of Integrity by McCarthy Inc, as he outlines the new risks posed by this environment, and the challenges and opportunities that will follow.
The webinar will cover:
Risks for misconduct in virtual and remote workplaces
Opportunities for new and different kinds of misconduct
Challenges of investigating in a transitional environment
Post-pandemic investigations
Examples of employees crossing the line
How the fraud triangle helps us to detect and prevent misconduct in the new environment
一比一原版(QMUE毕业证书)英国爱丁堡玛格丽特女王大学毕业证文凭如何办理
永久可查学历认证【微信：A575476】【(QMUE毕业证书)英国爱丁堡玛格丽特女王大学毕业证成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
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Employees want to trust the companies they work at and the people they work with. They want to feel comfortable coming to HR with their complaints and concerns. But building trust takes time, and effort. As organizations are planning their post-pandemic strategies, now is a perfect time to place an intentional emphasis on building trust.
Hybrid Workplace Harassment: Are You Protecting Your Company from Hidden Thre...
In today’s “new world of work,” many organizations run on a hybrid model, with some employees working remotely and others in the physical office. While this set-up is convenient, it can cause unique interpersonal issues between employees.
Reduced face-to-face communication makes it harder for teams to bond, while making it easier for harassers to get away with bad behavior. To reduce harassment incidents in your hybrid workplace, you need to foster a culture of openness, willingness to learn, and compassion.
Join workplace investigation and executive management expert Kenneth McCarthy as he outlines how to address and prevent hybrid workplace harassment incidents.
Finding Value Before a Crisis: How Workplace DEI Drives Revenue and Prevents ...
The topic of workplace diversity, equity, and inclusion is at an all-time high right now. It has been proven that there is a direct correlation between inclusive workforces, productivity, and revenue. According to the McKinsey & Company diversity report, “companies in the top-quartile for ethnic and cultural diversity on executive teams were 33% more likely to have industry-leading profitability.”
Without a strong DEI program, though, your organization could face internal harassment incidents, discrimination lawsuits, high employee churn, and a poor corporate reputation, leading to lost customers and clients.
Join inclusive marketing consultant, speaker, and author Michelle Ngome as she outlines DEI best practices that will increase your organization’s revenue, as well as prevent workplace incidents.
How Not to Get Called Out on TikTok: Improving Your Brand Through Employer/Em...
More and more, disgruntled employees have been taking to TikTok, Twitter, and other social media sites to share videos and posts of their bad work experiences. These stories are more likely than ever to go viral, which can lead to lost business, reputational damage, employee churn, and lawsuits, just to name a few unwelcome consequences for employers.
While some people might be acting in bad faith, employees have been finding tried traditional HR channels less than satisfactory. They feel un-heard and undervalued, and they turn to the internet to tell their stories, and receive fast responses.
You can’t build a brand or accomplish your mission statement without your employees. To avoid the repercussions of viral incidents and strengthen your brand, you have to repair your employer/employee relationship and work culture—or better yet, create a healthy, ethical culture from the start.
Join employment lawyer Janette Levey as she breaks down major viral incidents including Better.com, Starbucks, and Amazon, their consequences, and what to do to avoid them.
What is Psychological Safety in the Workplace?
This document discusses how cultivating psychological safety and civility in the workplace can positively impact an organization's bottom line. It defines psychological safety as employees feeling comfortable speaking up without fear of negative consequences. The document outlines signs that psychological safety may be lacking, such as absenteeism and isolation. It also provides examples of leadership behaviors and organizational practices that can undermine psychological safety. Finally, it proposes conducting a psychological safety assessment through surveys and interviews in order to develop an action plan to improve workplace culture.
Misconduct or Missed Conduct? Ensuring Consistent SAR Reporting of Internal M...
Case management is an integral component of any institution’s overall compliance program, let alone those with suspicious activity report (“SAR”) filing responsibilities. However, misconduct is often reported through multiple channels such as whistleblower complaints, HR, and even through a company’s legal department. If misconduct requires SAR filing, input from HR, and advice from legal, but comes in through possibly siloed teams, how can a company feel confident that they are accurately capturing and consistently dispositioning these cases?
The answer boils down to an often-overlooked area – case management systems.
Join financial crime compliance advisory and training specialist Michael Schidlow, as he explains best and worst practices in the field, gives tips on what case management tools should always and shouldn’t ever do, and describes how to utilize metrics from those systems to get an accurate snapshot of their company’s risk profile.
Building Effective Sexual Harassment Prevention Policies and Training
There’s no place for sexual harassment in today’s workplace, and employers have a responsibility to investigate every allegation. But reacting after a complaint is made doesn’t fix a culture that allows sexual harassment to occur. A proactive approach, incorporating a strong policy, backed by training and commitment at all levels, is key to building an organizational culture that discourages sexual harassment.
Join Philip Miles, employment lawyer, McQuaide Blasko, as he outlines the steps for building policies and training plans to prevent sexual harassment in the workplace.
How to recognize and minimize unconscious bias in the workplace
The modern workplace should be an inclusive and welcoming environment for all employees but that isn’t always the case. In fact, systemic inequality is the norm for a vast number of workplaces throughout North America, Europe and beyond. And while the BLM and MeToo movements have received much media attention, the underlying factors that contribute to the inequality they point out aren’t always addressed.
Implicit, or unconscious, bias is the root of many systemic inequities in the workplace. It’s important that we recognize our personal biases, take action to mitigate them and actively serve as an ally to others.
On June 10, join Catherine Mattice-Zundel, president of Civility Partners, a training and consulting firm focused on helping organizations build positive workplace cultures, as she outlines strategies for uncovering and reducing implicit bias in workplace decision-making.
The webinar will cover:
● The origins of bias and four different types of bias
● Risk factors that increase our likelihood to engage in bias
● How to compensate for and attempt to overcome bias through clear and tangible actions
● Strategies to combat microaggressions and other exclusive behaviors using simple, tried and true
intervention methods
Search Engine Skills for Workplace Investigators
Whether you are investigating fraud, harassment or other misconduct, solid online research skills can serve you well. The internet is a valuable resource for finding information and evidence to support your case, and it’s important to stay up to date on its use and limitations.
Join Cynthia Hetherington, investigation expert, trainer and founder of Hetherington Group, as she explores techniques and tools for getting the information you need online.
Preventing Bullying and Harassment Through Diversity and Inclusion in the Wor...
In a 2019 Monster survey, 90 per cent of employees said they had experienced bullying in the workplace. The Pew Research Center reports that 69 per cent of women say they have been sexually harassed in a professional setting. These numbers point to a serious problem that leaders can’t afford to ignore.
Policies and training are, of course, critical to the prevention of bullying and harassment, but there are other avenues that you may not have considered. Diversity and inclusion have benefits that go far beyond compliance. Not only do companies that embrace diversity and inclusion outperform those that don’t, but understanding, accepting and valuing differences ensures a fairer, more collaborative environment with less conflict.
Join Catherine Mattice-Zundel, president of Civility Partners, a training and consulting firm focused on helping organizations build positive workplace cultures, as she explores strategies for using diversity and inclusion to prevent harassment and bullying.
The webinar will cover:
What constitutes bullying and harassment in the workplace
Best practices for addressing and preventing bullying and harassment
How diversity and inclusion helps to reduce bullying and harassment
How to achieve diversity and inclusion
Case studies of how bullying, inequities and harassment tie together, and how resolving one requires resolving all
Insider Threat: Cases and Controls to Prevent Internal Fraud and Prevention
“I never would have imagined”, said the company owner, manager, colleague, or workplace friend. It is hard to reconcile that people would engage in fraudulent behavior in the workplace, let alone the depth of these schemes. Financial misconduct and internal fraud are among the biggest threats to today’s organizations. Without the right controls and prevention measures in place, companies are at financial and reputational risk.
Join financial crime compliance advisory and training specialist Michael Schidlow, as he reviews recent cases of internal fraud, what we can learn from them, and controls that companies can put in place to prevent fraud
7 Ways to Increase Ethical Accountability and Decrease Fraud Risk
It’s long been clear that organizations with strong ethical cultures perform better than those without. In addition to the multitude of positive impacts a strong ethical culture provides, these organizations will also typically experience less fraud and misconduct. However, to achieve maximum results, a strong ethical culture must focus on accountability and include robust fraud prevention measures.
Ethical accountability takes time and effort to build, but the rewards of fostering the right culture in an organization are measurable. Fewer fraud incidents, for example, can be demonstrated by hard numbers. A strong code of conduct is a great start, but it’s critical to have a comprehensive ethics program that fosters accountability.
Join Joseph Agins, CFE, CCEP, adjunct professor and fraud expert, as he outlines strategies organizations can use to ensure every employee from the C-Suite down has the tools they need to help them make ethical decisions and prevent fraud.
The webinar will cover:
The importance of tone from the top
Identifying the pressures employees face and thus the ethics and fraud risks
Understanding the resources employees have (or not) to report wrongdoing
Whether the internal imagining of the culture matches the reality
Developing tools and strategies for fostering ethics in the workplace
Anti-fraud measures that should be incorporated into every ethics policy
Encouraging ethics and accountability
Under the Table: Combatting Bribery and Corruption Through Analysis and Preve...
Of all the types of organizational fraud, bribery is one of the most difficult to detect. It often occurs in foreign countries and involves officials with a vested interest in keeping it going. Bribery and corruption schemes represented 43 per cent of the fraud cases reported in the ACFE’s 2020 Report to the Nations on Occupational Fraud and Abuse. And with a median loss of $200K and increasing enforcement actions, it’s an expensive problem to address.
Join financial crime compliance advisory and training specialist Michael Schidlow, as he reviews recent bribery-related incidents around the world and maps out a strategy for combatting them.
10 Critical Mistakes in Workplace Investigation Programs and How to Avoid Them
The document outlines 10 critical mistakes that can occur in workplace investigation programs and how to avoid them. It discusses mistakes related to having an incomplete system, not taking care of details, not paying attention to trends, not collaborating with others, not following proper processes, using the wrong investigator, not challenging the investigator, overstepping boundaries, assuming procedural fairness is easy, and thinking investigations can't be challenged. It provides tips for business leaders, HR leaders, and investigators to review practices, collaborate with peers, and continuously improve their workplace investigation programs to avoid common pitfalls.
How to Incorporate "Psyber Resilience" into Your Security Strategy
Every industry experiences some level of stress, burnout, and mental health challenges, but there’s one that is outranking all others by a wide margin: cybersecurity.
In a 2019 Symantec study of nearly 3,000 security professionals almost two thirds of cybersecurity professionals reported that they have considered quitting their jobs or leaving the industry because of stress and burnout. This has dangerous implications for every company that relies on these first responders to keep their data and businesses safe.
Join Neal O’Farrell, cybersecurity expert, as he discusses these mental health challenges and maps out a strategy for building “psyber resilience” in your cybersecurity team.
Webinar attendees will learn about:
The impact of stress and burnout on security professionals, and how to manage it
Tools to help cybersecurity professionals cope with these challenges
Organizational improvements and solutions to reduce stress and burnout for these digital first responders
Creating programs to maximize the psyber resilience in the security workforce
Tips, Templates and Best Practices for Conducting Investigations Remotely
While most businesses are getting used to new ways of working, with many employees working remotely, new challenges are arising, especially where workplace investigations are concerned. Simply pausing investigations and compliance activities isn’t a viable option. Misconduct doesn’t take a break during times of crisis, and neither does the need to investigate it.
Workplace investigators are challenged to find ways to conduct their investigations without the ability to travel or engage in face-to-face communication. This requires new policies, procedures and best practices.
Social Media Risks in the Workplace
Social media has become a common mechanism to share information for more than three billion users worldwide. Facebook, the largest platform, has 2.5 billion users who post more than 100 billion messages each day. With so much information being shared daily, there’s a significant risk for companies whose employees use social media as part of their jobs and in their personal lives.
“New” Misconduct Challenges and Solutions for Investigating as We Move to a ...
In a transitional environment, characterized by physical distancing, remote workplaces, re‑opening of the economy and a fuzzy view of what’s coming next, a new collection of risks and challenges has emerged. Companies of every size are navigating the new landscape under extra stress, without the advantages of face-to-face communication, and the demands of a workforce that is hurting.
It’s a challenge to keep workers safe, healthy, engaged, committed, and productive in this environment, and there will always be risks of corruption and misconduct. Investigating under these circumstances requires new approaches tools and techniques.
Join Ken McCarthy, President of Integrity by McCarthy Inc, as he outlines the new risks posed by this environment, and the challenges and opportunities that will follow.
The webinar will cover:
Risks for misconduct in virtual and remote workplaces
Opportunities for new and different kinds of misconduct
Challenges of investigating in a transitional environment
Post-pandemic investigations
Examples of employees crossing the line
How the fraud triangle helps us to detect and prevent misconduct in the new environment
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我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
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Webinar Preview - Building Rapport
- 1. Introduction Richard Schumacher, CFE Richard (Rick) Schumacher, CFE, is an established interview and interrogation consultant. Prior to that he spent 10 years as a US Army Special Operator in the Middle East during both Operation Iraqi Freedom and Operation Enduring Freedom where he conducted Information Operations and Psychological Operation campaigns with the goal of eliminating miscommunication between Coalition Forces and native audiences. Brian Fox, CPA, MBA Brian Fox, CPA, MBA, is the creator of Electronic Confirmations, receiving the first two patents granted on electronic audit confirmations. He founded Capital Confirmation, Inc. and Confirmation.com, now used by all of the Top 10 Banks and by more than 60,000 accountants in 100 countries. Joe Gerard Joe Gerard is the VP of Sales & Marketing at i-Sight, a leading provider of web-based case management software for corporate investigations. He’s worked with companies like Dell, Coke, Allstate, BP and more than 100 others to implement improved investigative processes that leverage best practices and case management.
- 2. Agenda • Importance of Building Rapport in Investigation Interviews • Effective Ways for Building Rapport • Real World Examples of Building Rapport • Questions
- 3. Importance of Building Rapport in Investigation Interviews • Builds trust and credibility • Enables true communication • Helps obtain relevant information
- 4. Two Effective Ways to Build Rapport • Mirroring • Developing Shared Experiences
- 5. Two Effective Ways to Build Rapport Mirroring • Is a simple and subtle method of shared tempo. • Should be employed subtly, and not overtly copying someone’s behavior and mannerisms. • Ability to identify with an individual’s mental state. • Active listening is crucial. • Can open up potential information flow.
- 6. Questions? If you have any questions, please submit them now. Thank you for taking the time to attend today’s webinar. If you have any questions about the information covered in the webinar, please contact: Brian Fox Rick Schumacher Brian.Fox@confirmation.com rick.schumacher@gmail.com Joe Gerard jgerard@i-sight.com
Editor's Notes
- Richard (Rick) Schumacher, CFE, is an established interview and interrogation consultant. Prior to that he spent 10 years as a US Army Special Operator in the Middle East during both Operation Iraqi Freedom and Operation Enduring Freedom where he conducted Information Operations and Psychological Operation campaigns with the goal of eliminating miscommunication between Coalition Forces and native audiences. Rick perfected his investigative skills while combatting potential insurgents, where he led investigations and interviews. For the last eight years he has also been a criminal investigator for the state of Texas and is a specialist in interpersonal and intercultural communication. He is also an instructor on interviewing techniques and effective communications.Brian Fox, CPA, MBA, is the creator of Electronic Confirmations, receiving the first two patents granted on electronic audit confirmations. He founded Capital Confirmation, Inc. and Confirmation.com, now used by all of the Top 10 Banks and by more than 60,000 accountants in 100 countries. Brian is a four-time winner of the accounting profession’s “Top 40 Under 40 CPA in America,” was named as an “Entrepreneur of the Year” in Nashville. Brian previously worked in audit for Ernst & Young LLP and in mergers and acquisitions for PriceWaterhouseCoopers