SlideShare a Scribd company logo
1 of 43
1
2
Practical and entertaining education for
attorneys, accountants, business owners and
executives, and investors.
Workplace Investigations (Series: Protecting Your Employee Assets: The Life Cycle of the Employment Relationship)
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
Meet the Faculty
MODERATOR:
Charles Krugel - Law Offices of Charles Krugel
PANELISTS:
Helen Bloch - Law Offices of Helen Bloch, P.C.
Max Barack - The Garfinkel Group, LLC
Gary Savine - Savine Employment Law, Ltd.
5
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
About This Series- Protecting Your Employee Assets:
The Life Cycle of the Employment Relationship 2020
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
Episodes in this Series
#1: Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants
Premiere date: 1/26/21
#2: An Ounce of Prevention: Policies, Procedures and Proactivity
Premiere date: 2/23/21
#3: Time for a Break: Managing Leaves of Absence and Accommodating Disabilities
Premiere date: 3/23/21
#4: Show Them the Money: Wage & Hour Compliance
Premiere date: 4/20/21
#5: I Know What You Did Last Summer: Workplace Investigations
Premiere date: 5/11/21
#6: It’s So Hard To Say Goodbye: Minimizing Risk When Terminating Employees
Premiere date: 6/15/21
#7: The Impact of Communicable Diseases, Including Coronavirus, on the Workplace
Premiere date: 7/13/21
8
Episode #5
I Know What You Did Last Summer: Workplace Investigations
9
Overview
10
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
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
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
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
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
Formal Investigations Should Take Place Immediately
• Lock in witnesses’ stories & recollections
• Contemporaneous accounts are usually more credible
• Documents / E-mails / 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
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
Conducting an Effective Investigation
18
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
Outline of Internal Investigation
• 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
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
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
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
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
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
Other Sources of Information
• Metadata
• Emails
• Text messages
• Instant messages
• Voicemails / telephone records
• Home computers
• Personal electronic devices
• Video / audio surveillance
• Social networks
26
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
27
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
28
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!
29
Special Considerations
30
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
31
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?
32
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
33
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.
34
Strategies to Avoid Claims after Investigation
35
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
36
About the Faculty
37
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.
38
About The Faculty
Gary Savine - gnoah@savinelaw.com
Gary Noah Savine is an employment lawyer and the founder of Chicago-based law firm
Savine Employment Law, Ltd. Gary brings to the table over twenty years of legal expertise
and hands-on experience, working around the globe, shoulder-to-shoulder with senior
executives and human resource professionals solving the thorniest of workplace disputes.
Before starting his firm, Gary practiced employment law exclusively at two of Chicago’s
largest law firms and served as chief employment counsel at Navistar (NYSE: NAV) and Hill-
Rom Holdings (NYSE: HRC). Gary frequently speaks and writes about employment law
issues. He has written and presented before the American Bar Association, the National
Employment Lawyers Association, the Northern Illinois Society for Human Resources
Management, the Northern Illinois Franchise Association and the American Conference
Institute. Gary received his law degree cum laude from the University of Michigan Law School
in 1996. More information about Gary’s firm can be found at www.savinelaw.com.
39
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.
40
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
41
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.
42
About Financial Poise
43
DailyDAC LLC, d/b/a Financial Poise™ provides
continuing education to attorneys, accountants,
business owners and executives, and investors. It’s
websites, webinars, and books provide Plain English,
entertaining, explanations about legal, financial, and
other subjects of interest to these audiences.
Visit us at www.financialpoise.com
Our free weekly newsletter, Financial Poise
Weekly, updates you on new articles published
on our website and Upcoming Webinars you
may be interested in.
To join our email list, please visit:
https://www.financialpoise.com/subscribe/

More Related Content

What's hot

Root Cause Analysis and Accident Investigation
Root Cause Analysis and Accident InvestigationRoot Cause Analysis and Accident Investigation
Root Cause Analysis and Accident InvestigationKPADealerWebinars
 
The Ins and Outs of Accident Investigation
The Ins and Outs of Accident InvestigationThe Ins and Outs of Accident Investigation
The Ins and Outs of Accident InvestigationKPADealerWebinars
 
Incident investigation and Root Cause Analysis
Incident investigation and Root Cause AnalysisIncident investigation and Root Cause Analysis
Incident investigation and Root Cause AnalysisHeatherawarens
 
Incident Investigation and Analysis by HF&C
Incident Investigation and Analysis by HF&CIncident Investigation and Analysis by HF&C
Incident Investigation and Analysis by HF&CAtlantic Training, LLC.
 
Occupational Health Committee Training by Worksafe
Occupational Health Committee Training by WorksafeOccupational Health Committee Training by Worksafe
Occupational Health Committee Training by WorksafeAtlantic Training, LLC.
 
Conducting Procedurally Fair Workplace Investigations Webinar
Conducting Procedurally Fair Workplace Investigations WebinarConducting Procedurally Fair Workplace Investigations Webinar
Conducting Procedurally Fair Workplace Investigations WebinarCase IQ
 
Accident investigation full version
Accident investigation full versionAccident investigation full version
Accident investigation full versionJames McCann
 
Incident Investigation “Working to Prevent Recurrence“
Incident Investigation “Working to Prevent Recurrence“Incident Investigation “Working to Prevent Recurrence“
Incident Investigation “Working to Prevent Recurrence“Mario Deshaies
 
Incident Investigation Safety Training 2015
Incident Investigation Safety Training 2015Incident Investigation Safety Training 2015
Incident Investigation Safety Training 2015KyleMurry
 
Accidentrootcauseinvestigationpresentation
AccidentrootcauseinvestigationpresentationAccidentrootcauseinvestigationpresentation
Accidentrootcauseinvestigationpresentationtxsafety1
 
Investigating allegations against employees - Liz Shread and Rachel Kirk - Ju...
Investigating allegations against employees - Liz Shread and Rachel Kirk - Ju...Investigating allegations against employees - Liz Shread and Rachel Kirk - Ju...
Investigating allegations against employees - Liz Shread and Rachel Kirk - Ju...Browne Jacobson LLP
 
Employees behaving badly, July 2017, James Tait and Paul Sands
Employees behaving badly, July 2017, James Tait and Paul SandsEmployees behaving badly, July 2017, James Tait and Paul Sands
Employees behaving badly, July 2017, James Tait and Paul SandsBrowne Jacobson LLP
 
accident-investigation
accident-investigationaccident-investigation
accident-investigationHARSHAL KHODE
 
Accident Investigation Training by Construction Compliance Training Center
Accident Investigation Training by Construction Compliance Training CenterAccident Investigation Training by Construction Compliance Training Center
Accident Investigation Training by Construction Compliance Training CenterAtlantic Training, LLC.
 
A Guide to Effective Incident Investigation
A Guide to Effective Incident InvestigationA Guide to Effective Incident Investigation
A Guide to Effective Incident InvestigationOlivier Serrat
 
Accident investigation BY Muhammad Fahad Ansari 12IEEM14
Accident investigation BY Muhammad Fahad Ansari 12IEEM14Accident investigation BY Muhammad Fahad Ansari 12IEEM14
Accident investigation BY Muhammad Fahad Ansari 12IEEM14fahadansari131
 

What's hot (20)

Root Cause Analysis and Accident Investigation
Root Cause Analysis and Accident InvestigationRoot Cause Analysis and Accident Investigation
Root Cause Analysis and Accident Investigation
 
The Ins and Outs of Accident Investigation
The Ins and Outs of Accident InvestigationThe Ins and Outs of Accident Investigation
The Ins and Outs of Accident Investigation
 
Incident investigation and Root Cause Analysis
Incident investigation and Root Cause AnalysisIncident investigation and Root Cause Analysis
Incident investigation and Root Cause Analysis
 
Incident Investigation and Analysis by HF&C
Incident Investigation and Analysis by HF&CIncident Investigation and Analysis by HF&C
Incident Investigation and Analysis by HF&C
 
Occupational Health Committee Training by Worksafe
Occupational Health Committee Training by WorksafeOccupational Health Committee Training by Worksafe
Occupational Health Committee Training by Worksafe
 
Conducting Procedurally Fair Workplace Investigations Webinar
Conducting Procedurally Fair Workplace Investigations WebinarConducting Procedurally Fair Workplace Investigations Webinar
Conducting Procedurally Fair Workplace Investigations Webinar
 
Accident investigation full version
Accident investigation full versionAccident investigation full version
Accident investigation full version
 
Incident Investigation “Working to Prevent Recurrence“
Incident Investigation “Working to Prevent Recurrence“Incident Investigation “Working to Prevent Recurrence“
Incident Investigation “Working to Prevent Recurrence“
 
Accident Investigation by ESAO
Accident Investigation by ESAOAccident Investigation by ESAO
Accident Investigation by ESAO
 
Incident Investigation Safety Training 2015
Incident Investigation Safety Training 2015Incident Investigation Safety Training 2015
Incident Investigation Safety Training 2015
 
Accidentrootcauseinvestigationpresentation
AccidentrootcauseinvestigationpresentationAccidentrootcauseinvestigationpresentation
Accidentrootcauseinvestigationpresentation
 
Accident investigation
Accident investigationAccident investigation
Accident investigation
 
Investigating allegations against employees - Liz Shread and Rachel Kirk - Ju...
Investigating allegations against employees - Liz Shread and Rachel Kirk - Ju...Investigating allegations against employees - Liz Shread and Rachel Kirk - Ju...
Investigating allegations against employees - Liz Shread and Rachel Kirk - Ju...
 
Employees behaving badly, July 2017, James Tait and Paul Sands
Employees behaving badly, July 2017, James Tait and Paul SandsEmployees behaving badly, July 2017, James Tait and Paul Sands
Employees behaving badly, July 2017, James Tait and Paul Sands
 
accident-investigation
accident-investigationaccident-investigation
accident-investigation
 
Accident Investigation Training by Construction Compliance Training Center
Accident Investigation Training by Construction Compliance Training CenterAccident Investigation Training by Construction Compliance Training Center
Accident Investigation Training by Construction Compliance Training Center
 
A Guide to Effective Incident Investigation
A Guide to Effective Incident InvestigationA Guide to Effective Incident Investigation
A Guide to Effective Incident Investigation
 
Accident investigation BY Muhammad Fahad Ansari 12IEEM14
Accident investigation BY Muhammad Fahad Ansari 12IEEM14Accident investigation BY Muhammad Fahad Ansari 12IEEM14
Accident investigation BY Muhammad Fahad Ansari 12IEEM14
 
Accident investigation reporting
Accident investigation reportingAccident investigation reporting
Accident investigation reporting
 
OHS Accidents
OHS AccidentsOHS Accidents
OHS Accidents
 

Similar to Workplace Investigations (Series: Protecting Your Employee Assets: The Life Cycle of the Employment Relationship)

I Know What You Did Last Summer: Workplace Investigations (Series: Protecting...
I Know What You Did Last Summer: Workplace Investigations (Series: Protecting...I Know What You Did Last Summer: Workplace Investigations (Series: Protecting...
I Know What You Did Last Summer: Workplace Investigations (Series: Protecting...Financial Poise
 
I Know What You Did Last Summer: Workplace Investigations
I Know What You Did Last Summer: Workplace InvestigationsI Know What You Did Last Summer: Workplace Investigations
I Know What You Did Last Summer: Workplace InvestigationsFinancial Poise
 
Workplace Investigations (Series: Protecting Your Employee Assets)
Workplace Investigations (Series: Protecting Your Employee Assets)Workplace Investigations (Series: Protecting Your Employee Assets)
Workplace Investigations (Series: Protecting Your Employee Assets)Financial Poise
 
It's So Hard to Say Goodbye: Minimizing Risk When Terminating Employees (Seri...
It's So Hard to Say Goodbye: Minimizing Risk When Terminating Employees (Seri...It's So Hard to Say Goodbye: Minimizing Risk When Terminating Employees (Seri...
It's So Hard to Say Goodbye: Minimizing Risk When Terminating Employees (Seri...Financial Poise
 
It’s So Hard To Say Goodbye: Minimizing Risk When Terminating Employees
It’s So Hard To Say Goodbye: Minimizing Risk When Terminating EmployeesIt’s So Hard To Say Goodbye: Minimizing Risk When Terminating Employees
It’s So Hard To Say Goodbye: Minimizing Risk When Terminating EmployeesFinancial Poise
 
Policies, Procedures and Productivity (Series: Protecting Your Employee Asset...
Policies, Procedures and Productivity (Series: Protecting Your Employee Asset...Policies, Procedures and Productivity (Series: Protecting Your Employee Asset...
Policies, Procedures and Productivity (Series: Protecting Your Employee Asset...Financial Poise
 
An Ounce of Prevention: Policies, Procedures and Proactivity
An Ounce of Prevention:  Policies, Procedures and ProactivityAn Ounce of Prevention:  Policies, Procedures and Proactivity
An Ounce of Prevention: Policies, Procedures and ProactivityFinancial Poise
 
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...Financial Poise
 
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants
Welcome to the Team! Recruiting and Hiring, Including Restrictive CovenantsWelcome to the Team! Recruiting and Hiring, Including Restrictive Covenants
Welcome to the Team! Recruiting and Hiring, Including Restrictive CovenantsFinancial Poise
 
An Ounce of Prevention: Policies, Procedures and Proactivity (Series: Protec...
 An Ounce of Prevention: Policies, Procedures and Proactivity (Series: Protec... An Ounce of Prevention: Policies, Procedures and Proactivity (Series: Protec...
An Ounce of Prevention: Policies, Procedures and Proactivity (Series: Protec...Financial Poise
 
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...Financial Poise
 
Recruiting and Hiring, Including Restrictive Covenants (Series: Protecting Yo...
Recruiting and Hiring, Including Restrictive Covenants (Series: Protecting Yo...Recruiting and Hiring, Including Restrictive Covenants (Series: Protecting Yo...
Recruiting and Hiring, Including Restrictive Covenants (Series: Protecting Yo...Financial Poise
 
An Ounce of Prevention: Policies, Procedures and Proactivity (Series: PROTECT...
An Ounce of Prevention: Policies, Procedures and Proactivity (Series: PROTECT...An Ounce of Prevention: Policies, Procedures and Proactivity (Series: PROTECT...
An Ounce of Prevention: Policies, Procedures and Proactivity (Series: PROTECT...Financial Poise
 
Conducting an Effective Internal Investigation
Conducting an Effective Internal InvestigationConducting an Effective Internal Investigation
Conducting an Effective Internal InvestigationParsons Behle & Latimer
 
How to Manage a Data Breach Involving Multiple Covered Entity Clients
How to Manage a Data Breach Involving Multiple Covered Entity ClientsHow to Manage a Data Breach Involving Multiple Covered Entity Clients
How to Manage a Data Breach Involving Multiple Covered Entity ClientsID Experts
 
Investigations august2012vpt
Investigations august2012vptInvestigations august2012vpt
Investigations august2012vptBill Forkey
 

Similar to Workplace Investigations (Series: Protecting Your Employee Assets: The Life Cycle of the Employment Relationship) (20)

I Know What You Did Last Summer: Workplace Investigations (Series: Protecting...
I Know What You Did Last Summer: Workplace Investigations (Series: Protecting...I Know What You Did Last Summer: Workplace Investigations (Series: Protecting...
I Know What You Did Last Summer: Workplace Investigations (Series: Protecting...
 
I Know What You Did Last Summer: Workplace Investigations
I Know What You Did Last Summer: Workplace InvestigationsI Know What You Did Last Summer: Workplace Investigations
I Know What You Did Last Summer: Workplace Investigations
 
Workplace Investigations (Series: Protecting Your Employee Assets)
Workplace Investigations (Series: Protecting Your Employee Assets)Workplace Investigations (Series: Protecting Your Employee Assets)
Workplace Investigations (Series: Protecting Your Employee Assets)
 
It's So Hard to Say Goodbye: Minimizing Risk When Terminating Employees (Seri...
It's So Hard to Say Goodbye: Minimizing Risk When Terminating Employees (Seri...It's So Hard to Say Goodbye: Minimizing Risk When Terminating Employees (Seri...
It's So Hard to Say Goodbye: Minimizing Risk When Terminating Employees (Seri...
 
It’s So Hard To Say Goodbye: Minimizing Risk When Terminating Employees
It’s So Hard To Say Goodbye: Minimizing Risk When Terminating EmployeesIt’s So Hard To Say Goodbye: Minimizing Risk When Terminating Employees
It’s So Hard To Say Goodbye: Minimizing Risk When Terminating Employees
 
Policies, Procedures and Productivity (Series: Protecting Your Employee Asset...
Policies, Procedures and Productivity (Series: Protecting Your Employee Asset...Policies, Procedures and Productivity (Series: Protecting Your Employee Asset...
Policies, Procedures and Productivity (Series: Protecting Your Employee Asset...
 
An Ounce of Prevention: Policies, Procedures and Proactivity
An Ounce of Prevention:  Policies, Procedures and ProactivityAn Ounce of Prevention:  Policies, Procedures and Proactivity
An Ounce of Prevention: Policies, Procedures and Proactivity
 
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...
 
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants
Welcome to the Team! Recruiting and Hiring, Including Restrictive CovenantsWelcome to the Team! Recruiting and Hiring, Including Restrictive Covenants
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants
 
An Ounce of Prevention: Policies, Procedures and Proactivity (Series: Protec...
 An Ounce of Prevention: Policies, Procedures and Proactivity (Series: Protec... An Ounce of Prevention: Policies, Procedures and Proactivity (Series: Protec...
An Ounce of Prevention: Policies, Procedures and Proactivity (Series: Protec...
 
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...
Welcome to the Team! Recruiting and Hiring, Including Restrictive Covenants (...
 
Recruiting and Hiring, Including Restrictive Covenants (Series: Protecting Yo...
Recruiting and Hiring, Including Restrictive Covenants (Series: Protecting Yo...Recruiting and Hiring, Including Restrictive Covenants (Series: Protecting Yo...
Recruiting and Hiring, Including Restrictive Covenants (Series: Protecting Yo...
 
Compliance as Culture Strategy
Compliance as Culture StrategyCompliance as Culture Strategy
Compliance as Culture Strategy
 
An Ounce of Prevention: Policies, Procedures and Proactivity (Series: PROTECT...
An Ounce of Prevention: Policies, Procedures and Proactivity (Series: PROTECT...An Ounce of Prevention: Policies, Procedures and Proactivity (Series: PROTECT...
An Ounce of Prevention: Policies, Procedures and Proactivity (Series: PROTECT...
 
Conducting an Effective Internal Investigation
Conducting an Effective Internal InvestigationConducting an Effective Internal Investigation
Conducting an Effective Internal Investigation
 
2014 Health Care_Seminar.pptx
2014 Health Care_Seminar.pptx2014 Health Care_Seminar.pptx
2014 Health Care_Seminar.pptx
 
Sexual Harassment Investigations
Sexual Harassment InvestigationsSexual Harassment Investigations
Sexual Harassment Investigations
 
Sexual Harassment Investigations
Sexual Harassment InvestigationsSexual Harassment Investigations
Sexual Harassment Investigations
 
How to Manage a Data Breach Involving Multiple Covered Entity Clients
How to Manage a Data Breach Involving Multiple Covered Entity ClientsHow to Manage a Data Breach Involving Multiple Covered Entity Clients
How to Manage a Data Breach Involving Multiple Covered Entity Clients
 
Investigations august2012vpt
Investigations august2012vptInvestigations august2012vpt
Investigations august2012vpt
 

More from Financial Poise

IP-301 POST-GRANT REVIEW TRIALS 2022 - Things to Consider Before You File
IP-301 POST-GRANT REVIEW TRIALS 2022 - Things to Consider Before You FileIP-301 POST-GRANT REVIEW TRIALS 2022 - Things to Consider Before You File
IP-301 POST-GRANT REVIEW TRIALS 2022 - Things to Consider Before You FileFinancial Poise
 
IP-301 POST-GRANT REVIEW TRIALS 2022 - PGRT Basics
IP-301 POST-GRANT REVIEW TRIALS 2022 - PGRT Basics  IP-301 POST-GRANT REVIEW TRIALS 2022 - PGRT Basics
IP-301 POST-GRANT REVIEW TRIALS 2022 - PGRT Basics Financial Poise
 
THE NUTS & BOLTS OF BANKRUPTCY LAW 2022: The Nuts & Bolts of a First Day Hearing
THE NUTS & BOLTS OF BANKRUPTCY LAW 2022: The Nuts & Bolts of a First Day HearingTHE NUTS & BOLTS OF BANKRUPTCY LAW 2022: The Nuts & Bolts of a First Day Hearing
THE NUTS & BOLTS OF BANKRUPTCY LAW 2022: The Nuts & Bolts of a First Day HearingFinancial Poise
 
RESTRUCTURING, INSOLVENCY & TROUBLED COMPANIES 2022: Bad Debtor Owes Me Money!
RESTRUCTURING, INSOLVENCY & TROUBLED COMPANIES 2022: Bad Debtor Owes Me Money!RESTRUCTURING, INSOLVENCY & TROUBLED COMPANIES 2022: Bad Debtor Owes Me Money!
RESTRUCTURING, INSOLVENCY & TROUBLED COMPANIES 2022: Bad Debtor Owes Me Money!Financial Poise
 
PERSUASIVE BRIEF WRITING 2022 - Style
PERSUASIVE BRIEF WRITING 2022 - Style PERSUASIVE BRIEF WRITING 2022 - Style
PERSUASIVE BRIEF WRITING 2022 - Style Financial Poise
 
CYBER SECURITY and DATA PRIVACY 2022: Data Breach Response - Before and After...
CYBER SECURITY and DATA PRIVACY 2022: Data Breach Response - Before and After...CYBER SECURITY and DATA PRIVACY 2022: Data Breach Response - Before and After...
CYBER SECURITY and DATA PRIVACY 2022: Data Breach Response - Before and After...Financial Poise
 
CYBER SECURITY and DATA PRIVACY 2022_How to Build and Implement your Company'...
CYBER SECURITY and DATA PRIVACY 2022_How to Build and Implement your Company'...CYBER SECURITY and DATA PRIVACY 2022_How to Build and Implement your Company'...
CYBER SECURITY and DATA PRIVACY 2022_How to Build and Implement your Company'...Financial Poise
 
NEWBIE LITIGATOR SCHOOL - 101 Part 3 2022 - Enforcement: Post-Judgment Procee...
NEWBIE LITIGATOR SCHOOL - 101 Part 3 2022 - Enforcement: Post-Judgment Procee...NEWBIE LITIGATOR SCHOOL - 101 Part 3 2022 - Enforcement: Post-Judgment Procee...
NEWBIE LITIGATOR SCHOOL - 101 Part 3 2022 - Enforcement: Post-Judgment Procee...Financial Poise
 
NEWBIE LITIGATOR SCHOOL - 101 Part 3 2022 -Appellate Practice- 101
NEWBIE LITIGATOR SCHOOL - 101 Part 3 2022 -Appellate Practice- 101 NEWBIE LITIGATOR SCHOOL - 101 Part 3 2022 -Appellate Practice- 101
NEWBIE LITIGATOR SCHOOL - 101 Part 3 2022 -Appellate Practice- 101 Financial Poise
 
MARKETING TIPS FOR THE NEW (OR OLD!) BUSINESS OWNER 2022: Learn How to Do Con...
MARKETING TIPS FOR THE NEW (OR OLD!) BUSINESS OWNER 2022: Learn How to Do Con...MARKETING TIPS FOR THE NEW (OR OLD!) BUSINESS OWNER 2022: Learn How to Do Con...
MARKETING TIPS FOR THE NEW (OR OLD!) BUSINESS OWNER 2022: Learn How to Do Con...Financial Poise
 
CHAPTER 11 - INDUSTRY FOCUS 2022 - Focus on Oil and Gas
CHAPTER 11 - INDUSTRY FOCUS 2022 - Focus on Oil and Gas CHAPTER 11 - INDUSTRY FOCUS 2022 - Focus on Oil and Gas
CHAPTER 11 - INDUSTRY FOCUS 2022 - Focus on Oil and Gas Financial Poise
 
BUSINESS LAW REVIEW- 2022: Selling a Business
BUSINESS LAW REVIEW- 2022: Selling a Business BUSINESS LAW REVIEW- 2022: Selling a Business
BUSINESS LAW REVIEW- 2022: Selling a Business Financial Poise
 
BUSINESS LAW REVIEW- 2022: Immigration Law for Business-101
BUSINESS LAW REVIEW- 2022: Immigration Law for Business-101BUSINESS LAW REVIEW- 2022: Immigration Law for Business-101
BUSINESS LAW REVIEW- 2022: Immigration Law for Business-101Financial Poise
 
NEWBIE LITIGATOR SCHOOL - Part I 2022: Working With Experts
NEWBIE LITIGATOR SCHOOL - Part I 2022: Working With Experts NEWBIE LITIGATOR SCHOOL - Part I 2022: Working With Experts
NEWBIE LITIGATOR SCHOOL - Part I 2022: Working With Experts Financial Poise
 
CORPORATE REGULATORY COMPLIANCE BOOT CAMP 2022 - PART 2: Executive Compensat...
CORPORATE  REGULATORY COMPLIANCE BOOT CAMP 2022 - PART 2: Executive Compensat...CORPORATE  REGULATORY COMPLIANCE BOOT CAMP 2022 - PART 2: Executive Compensat...
CORPORATE REGULATORY COMPLIANCE BOOT CAMP 2022 - PART 2: Executive Compensat...Financial Poise
 
CORPORATE REGULATORY COMPLIANCE BOOT CAMP 2022 - PART 2: Securities Law Comp...
CORPORATE  REGULATORY COMPLIANCE BOOT CAMP 2022 - PART 2: Securities Law Comp...CORPORATE  REGULATORY COMPLIANCE BOOT CAMP 2022 - PART 2: Securities Law Comp...
CORPORATE REGULATORY COMPLIANCE BOOT CAMP 2022 - PART 2: Securities Law Comp...Financial Poise
 
M&A BOOT CAMP - 2022: Post-Closing Issues -Integration & Potential Buyer Sell...
M&A BOOT CAMP - 2022: Post-Closing Issues -Integration & Potential Buyer Sell...M&A BOOT CAMP - 2022: Post-Closing Issues -Integration & Potential Buyer Sell...
M&A BOOT CAMP - 2022: Post-Closing Issues -Integration & Potential Buyer Sell...Financial Poise
 
M&A BOOT CAMP 2022 - Key Provisions in M&A Agreements
M&A BOOT CAMP 2022 - Key Provisions in M&A AgreementsM&A BOOT CAMP 2022 - Key Provisions in M&A Agreements
M&A BOOT CAMP 2022 - Key Provisions in M&A AgreementsFinancial Poise
 
M&A BOOT CAMP 2022 - The M&A Process
M&A BOOT CAMP 2022 - The M&A ProcessM&A BOOT CAMP 2022 - The M&A Process
M&A BOOT CAMP 2022 - The M&A ProcessFinancial Poise
 
CROWDFUNDING 2022 - Crowdfunding from the Investor's Perspective
CROWDFUNDING 2022 - Crowdfunding from the Investor's PerspectiveCROWDFUNDING 2022 - Crowdfunding from the Investor's Perspective
CROWDFUNDING 2022 - Crowdfunding from the Investor's PerspectiveFinancial Poise
 

More from Financial Poise (20)

IP-301 POST-GRANT REVIEW TRIALS 2022 - Things to Consider Before You File
IP-301 POST-GRANT REVIEW TRIALS 2022 - Things to Consider Before You FileIP-301 POST-GRANT REVIEW TRIALS 2022 - Things to Consider Before You File
IP-301 POST-GRANT REVIEW TRIALS 2022 - Things to Consider Before You File
 
IP-301 POST-GRANT REVIEW TRIALS 2022 - PGRT Basics
IP-301 POST-GRANT REVIEW TRIALS 2022 - PGRT Basics  IP-301 POST-GRANT REVIEW TRIALS 2022 - PGRT Basics
IP-301 POST-GRANT REVIEW TRIALS 2022 - PGRT Basics
 
THE NUTS & BOLTS OF BANKRUPTCY LAW 2022: The Nuts & Bolts of a First Day Hearing
THE NUTS & BOLTS OF BANKRUPTCY LAW 2022: The Nuts & Bolts of a First Day HearingTHE NUTS & BOLTS OF BANKRUPTCY LAW 2022: The Nuts & Bolts of a First Day Hearing
THE NUTS & BOLTS OF BANKRUPTCY LAW 2022: The Nuts & Bolts of a First Day Hearing
 
RESTRUCTURING, INSOLVENCY & TROUBLED COMPANIES 2022: Bad Debtor Owes Me Money!
RESTRUCTURING, INSOLVENCY & TROUBLED COMPANIES 2022: Bad Debtor Owes Me Money!RESTRUCTURING, INSOLVENCY & TROUBLED COMPANIES 2022: Bad Debtor Owes Me Money!
RESTRUCTURING, INSOLVENCY & TROUBLED COMPANIES 2022: Bad Debtor Owes Me Money!
 
PERSUASIVE BRIEF WRITING 2022 - Style
PERSUASIVE BRIEF WRITING 2022 - Style PERSUASIVE BRIEF WRITING 2022 - Style
PERSUASIVE BRIEF WRITING 2022 - Style
 
CYBER SECURITY and DATA PRIVACY 2022: Data Breach Response - Before and After...
CYBER SECURITY and DATA PRIVACY 2022: Data Breach Response - Before and After...CYBER SECURITY and DATA PRIVACY 2022: Data Breach Response - Before and After...
CYBER SECURITY and DATA PRIVACY 2022: Data Breach Response - Before and After...
 
CYBER SECURITY and DATA PRIVACY 2022_How to Build and Implement your Company'...
CYBER SECURITY and DATA PRIVACY 2022_How to Build and Implement your Company'...CYBER SECURITY and DATA PRIVACY 2022_How to Build and Implement your Company'...
CYBER SECURITY and DATA PRIVACY 2022_How to Build and Implement your Company'...
 
NEWBIE LITIGATOR SCHOOL - 101 Part 3 2022 - Enforcement: Post-Judgment Procee...
NEWBIE LITIGATOR SCHOOL - 101 Part 3 2022 - Enforcement: Post-Judgment Procee...NEWBIE LITIGATOR SCHOOL - 101 Part 3 2022 - Enforcement: Post-Judgment Procee...
NEWBIE LITIGATOR SCHOOL - 101 Part 3 2022 - Enforcement: Post-Judgment Procee...
 
NEWBIE LITIGATOR SCHOOL - 101 Part 3 2022 -Appellate Practice- 101
NEWBIE LITIGATOR SCHOOL - 101 Part 3 2022 -Appellate Practice- 101 NEWBIE LITIGATOR SCHOOL - 101 Part 3 2022 -Appellate Practice- 101
NEWBIE LITIGATOR SCHOOL - 101 Part 3 2022 -Appellate Practice- 101
 
MARKETING TIPS FOR THE NEW (OR OLD!) BUSINESS OWNER 2022: Learn How to Do Con...
MARKETING TIPS FOR THE NEW (OR OLD!) BUSINESS OWNER 2022: Learn How to Do Con...MARKETING TIPS FOR THE NEW (OR OLD!) BUSINESS OWNER 2022: Learn How to Do Con...
MARKETING TIPS FOR THE NEW (OR OLD!) BUSINESS OWNER 2022: Learn How to Do Con...
 
CHAPTER 11 - INDUSTRY FOCUS 2022 - Focus on Oil and Gas
CHAPTER 11 - INDUSTRY FOCUS 2022 - Focus on Oil and Gas CHAPTER 11 - INDUSTRY FOCUS 2022 - Focus on Oil and Gas
CHAPTER 11 - INDUSTRY FOCUS 2022 - Focus on Oil and Gas
 
BUSINESS LAW REVIEW- 2022: Selling a Business
BUSINESS LAW REVIEW- 2022: Selling a Business BUSINESS LAW REVIEW- 2022: Selling a Business
BUSINESS LAW REVIEW- 2022: Selling a Business
 
BUSINESS LAW REVIEW- 2022: Immigration Law for Business-101
BUSINESS LAW REVIEW- 2022: Immigration Law for Business-101BUSINESS LAW REVIEW- 2022: Immigration Law for Business-101
BUSINESS LAW REVIEW- 2022: Immigration Law for Business-101
 
NEWBIE LITIGATOR SCHOOL - Part I 2022: Working With Experts
NEWBIE LITIGATOR SCHOOL - Part I 2022: Working With Experts NEWBIE LITIGATOR SCHOOL - Part I 2022: Working With Experts
NEWBIE LITIGATOR SCHOOL - Part I 2022: Working With Experts
 
CORPORATE REGULATORY COMPLIANCE BOOT CAMP 2022 - PART 2: Executive Compensat...
CORPORATE  REGULATORY COMPLIANCE BOOT CAMP 2022 - PART 2: Executive Compensat...CORPORATE  REGULATORY COMPLIANCE BOOT CAMP 2022 - PART 2: Executive Compensat...
CORPORATE REGULATORY COMPLIANCE BOOT CAMP 2022 - PART 2: Executive Compensat...
 
CORPORATE REGULATORY COMPLIANCE BOOT CAMP 2022 - PART 2: Securities Law Comp...
CORPORATE  REGULATORY COMPLIANCE BOOT CAMP 2022 - PART 2: Securities Law Comp...CORPORATE  REGULATORY COMPLIANCE BOOT CAMP 2022 - PART 2: Securities Law Comp...
CORPORATE REGULATORY COMPLIANCE BOOT CAMP 2022 - PART 2: Securities Law Comp...
 
M&A BOOT CAMP - 2022: Post-Closing Issues -Integration & Potential Buyer Sell...
M&A BOOT CAMP - 2022: Post-Closing Issues -Integration & Potential Buyer Sell...M&A BOOT CAMP - 2022: Post-Closing Issues -Integration & Potential Buyer Sell...
M&A BOOT CAMP - 2022: Post-Closing Issues -Integration & Potential Buyer Sell...
 
M&A BOOT CAMP 2022 - Key Provisions in M&A Agreements
M&A BOOT CAMP 2022 - Key Provisions in M&A AgreementsM&A BOOT CAMP 2022 - Key Provisions in M&A Agreements
M&A BOOT CAMP 2022 - Key Provisions in M&A Agreements
 
M&A BOOT CAMP 2022 - The M&A Process
M&A BOOT CAMP 2022 - The M&A ProcessM&A BOOT CAMP 2022 - The M&A Process
M&A BOOT CAMP 2022 - The M&A Process
 
CROWDFUNDING 2022 - Crowdfunding from the Investor's Perspective
CROWDFUNDING 2022 - Crowdfunding from the Investor's PerspectiveCROWDFUNDING 2022 - Crowdfunding from the Investor's Perspective
CROWDFUNDING 2022 - Crowdfunding from the Investor's Perspective
 

Recently uploaded

HED Office Sohayok Exam Question Solution 2023.pdf
HED Office Sohayok Exam Question Solution 2023.pdfHED Office Sohayok Exam Question Solution 2023.pdf
HED Office Sohayok Exam Question Solution 2023.pdfMohonDas
 
CapTechU Doctoral Presentation -March 2024 slides.pptx
CapTechU Doctoral Presentation -March 2024 slides.pptxCapTechU Doctoral Presentation -March 2024 slides.pptx
CapTechU Doctoral Presentation -March 2024 slides.pptxCapitolTechU
 
PISA-VET launch_El Iza Mohamedou_19 March 2024.pptx
PISA-VET launch_El Iza Mohamedou_19 March 2024.pptxPISA-VET launch_El Iza Mohamedou_19 March 2024.pptx
PISA-VET launch_El Iza Mohamedou_19 March 2024.pptxEduSkills OECD
 
Education and training program in the hospital APR.pptx
Education and training program in the hospital APR.pptxEducation and training program in the hospital APR.pptx
Education and training program in the hospital APR.pptxraviapr7
 
3.21.24 The Origins of Black Power.pptx
3.21.24  The Origins of Black Power.pptx3.21.24  The Origins of Black Power.pptx
3.21.24 The Origins of Black Power.pptxmary850239
 
P4C x ELT = P4ELT: Its Theoretical Background (Kanazawa, 2024 March).pdf
P4C x ELT = P4ELT: Its Theoretical Background (Kanazawa, 2024 March).pdfP4C x ELT = P4ELT: Its Theoretical Background (Kanazawa, 2024 March).pdf
P4C x ELT = P4ELT: Its Theoretical Background (Kanazawa, 2024 March).pdfYu Kanazawa / Osaka University
 
How to Manage Cross-Selling in Odoo 17 Sales
How to Manage Cross-Selling in Odoo 17 SalesHow to Manage Cross-Selling in Odoo 17 Sales
How to Manage Cross-Selling in Odoo 17 SalesCeline George
 
Patterns of Written Texts Across Disciplines.pptx
Patterns of Written Texts Across Disciplines.pptxPatterns of Written Texts Across Disciplines.pptx
Patterns of Written Texts Across Disciplines.pptxMYDA ANGELICA SUAN
 
How to Add a New Field in Existing Kanban View in Odoo 17
How to Add a New Field in Existing Kanban View in Odoo 17How to Add a New Field in Existing Kanban View in Odoo 17
How to Add a New Field in Existing Kanban View in Odoo 17Celine George
 
Clinical Pharmacy Introduction to Clinical Pharmacy, Concept of clinical pptx
Clinical Pharmacy  Introduction to Clinical Pharmacy, Concept of clinical pptxClinical Pharmacy  Introduction to Clinical Pharmacy, Concept of clinical pptx
Clinical Pharmacy Introduction to Clinical Pharmacy, Concept of clinical pptxraviapr7
 
How to Make a Field read-only in Odoo 17
How to Make a Field read-only in Odoo 17How to Make a Field read-only in Odoo 17
How to Make a Field read-only in Odoo 17Celine George
 
2024.03.23 What do successful readers do - Sandy Millin for PARK.pptx
2024.03.23 What do successful readers do - Sandy Millin for PARK.pptx2024.03.23 What do successful readers do - Sandy Millin for PARK.pptx
2024.03.23 What do successful readers do - Sandy Millin for PARK.pptxSandy Millin
 
Presentation on the Basics of Writing. Writing a Paragraph
Presentation on the Basics of Writing. Writing a ParagraphPresentation on the Basics of Writing. Writing a Paragraph
Presentation on the Basics of Writing. Writing a ParagraphNetziValdelomar1
 
Practical Research 1: Lesson 8 Writing the Thesis Statement.pptx
Practical Research 1: Lesson 8 Writing the Thesis Statement.pptxPractical Research 1: Lesson 8 Writing the Thesis Statement.pptx
Practical Research 1: Lesson 8 Writing the Thesis Statement.pptxKatherine Villaluna
 
How to Add a many2many Relational Field in Odoo 17
How to Add a many2many Relational Field in Odoo 17How to Add a many2many Relational Field in Odoo 17
How to Add a many2many Relational Field in Odoo 17Celine George
 
DUST OF SNOW_BY ROBERT FROST_EDITED BY_ TANMOY MISHRA
DUST OF SNOW_BY ROBERT FROST_EDITED BY_ TANMOY MISHRADUST OF SNOW_BY ROBERT FROST_EDITED BY_ TANMOY MISHRA
DUST OF SNOW_BY ROBERT FROST_EDITED BY_ TANMOY MISHRATanmoy Mishra
 
How to Solve Singleton Error in the Odoo 17
How to Solve Singleton Error in the  Odoo 17How to Solve Singleton Error in the  Odoo 17
How to Solve Singleton Error in the Odoo 17Celine George
 
Quality Assurance_GOOD LABORATORY PRACTICE
Quality Assurance_GOOD LABORATORY PRACTICEQuality Assurance_GOOD LABORATORY PRACTICE
Quality Assurance_GOOD LABORATORY PRACTICESayali Powar
 

Recently uploaded (20)

HED Office Sohayok Exam Question Solution 2023.pdf
HED Office Sohayok Exam Question Solution 2023.pdfHED Office Sohayok Exam Question Solution 2023.pdf
HED Office Sohayok Exam Question Solution 2023.pdf
 
CapTechU Doctoral Presentation -March 2024 slides.pptx
CapTechU Doctoral Presentation -March 2024 slides.pptxCapTechU Doctoral Presentation -March 2024 slides.pptx
CapTechU Doctoral Presentation -March 2024 slides.pptx
 
Prelims of Kant get Marx 2.0: a general politics quiz
Prelims of Kant get Marx 2.0: a general politics quizPrelims of Kant get Marx 2.0: a general politics quiz
Prelims of Kant get Marx 2.0: a general politics quiz
 
PISA-VET launch_El Iza Mohamedou_19 March 2024.pptx
PISA-VET launch_El Iza Mohamedou_19 March 2024.pptxPISA-VET launch_El Iza Mohamedou_19 March 2024.pptx
PISA-VET launch_El Iza Mohamedou_19 March 2024.pptx
 
Education and training program in the hospital APR.pptx
Education and training program in the hospital APR.pptxEducation and training program in the hospital APR.pptx
Education and training program in the hospital APR.pptx
 
3.21.24 The Origins of Black Power.pptx
3.21.24  The Origins of Black Power.pptx3.21.24  The Origins of Black Power.pptx
3.21.24 The Origins of Black Power.pptx
 
P4C x ELT = P4ELT: Its Theoretical Background (Kanazawa, 2024 March).pdf
P4C x ELT = P4ELT: Its Theoretical Background (Kanazawa, 2024 March).pdfP4C x ELT = P4ELT: Its Theoretical Background (Kanazawa, 2024 March).pdf
P4C x ELT = P4ELT: Its Theoretical Background (Kanazawa, 2024 March).pdf
 
How to Manage Cross-Selling in Odoo 17 Sales
How to Manage Cross-Selling in Odoo 17 SalesHow to Manage Cross-Selling in Odoo 17 Sales
How to Manage Cross-Selling in Odoo 17 Sales
 
Patterns of Written Texts Across Disciplines.pptx
Patterns of Written Texts Across Disciplines.pptxPatterns of Written Texts Across Disciplines.pptx
Patterns of Written Texts Across Disciplines.pptx
 
How to Add a New Field in Existing Kanban View in Odoo 17
How to Add a New Field in Existing Kanban View in Odoo 17How to Add a New Field in Existing Kanban View in Odoo 17
How to Add a New Field in Existing Kanban View in Odoo 17
 
Clinical Pharmacy Introduction to Clinical Pharmacy, Concept of clinical pptx
Clinical Pharmacy  Introduction to Clinical Pharmacy, Concept of clinical pptxClinical Pharmacy  Introduction to Clinical Pharmacy, Concept of clinical pptx
Clinical Pharmacy Introduction to Clinical Pharmacy, Concept of clinical pptx
 
How to Make a Field read-only in Odoo 17
How to Make a Field read-only in Odoo 17How to Make a Field read-only in Odoo 17
How to Make a Field read-only in Odoo 17
 
2024.03.23 What do successful readers do - Sandy Millin for PARK.pptx
2024.03.23 What do successful readers do - Sandy Millin for PARK.pptx2024.03.23 What do successful readers do - Sandy Millin for PARK.pptx
2024.03.23 What do successful readers do - Sandy Millin for PARK.pptx
 
Presentation on the Basics of Writing. Writing a Paragraph
Presentation on the Basics of Writing. Writing a ParagraphPresentation on the Basics of Writing. Writing a Paragraph
Presentation on the Basics of Writing. Writing a Paragraph
 
Practical Research 1: Lesson 8 Writing the Thesis Statement.pptx
Practical Research 1: Lesson 8 Writing the Thesis Statement.pptxPractical Research 1: Lesson 8 Writing the Thesis Statement.pptx
Practical Research 1: Lesson 8 Writing the Thesis Statement.pptx
 
How to Add a many2many Relational Field in Odoo 17
How to Add a many2many Relational Field in Odoo 17How to Add a many2many Relational Field in Odoo 17
How to Add a many2many Relational Field in Odoo 17
 
DUST OF SNOW_BY ROBERT FROST_EDITED BY_ TANMOY MISHRA
DUST OF SNOW_BY ROBERT FROST_EDITED BY_ TANMOY MISHRADUST OF SNOW_BY ROBERT FROST_EDITED BY_ TANMOY MISHRA
DUST OF SNOW_BY ROBERT FROST_EDITED BY_ TANMOY MISHRA
 
Personal Resilience in Project Management 2 - TV Edit 1a.pdf
Personal Resilience in Project Management 2 - TV Edit 1a.pdfPersonal Resilience in Project Management 2 - TV Edit 1a.pdf
Personal Resilience in Project Management 2 - TV Edit 1a.pdf
 
How to Solve Singleton Error in the Odoo 17
How to Solve Singleton Error in the  Odoo 17How to Solve Singleton Error in the  Odoo 17
How to Solve Singleton Error in the Odoo 17
 
Quality Assurance_GOOD LABORATORY PRACTICE
Quality Assurance_GOOD LABORATORY PRACTICEQuality Assurance_GOOD LABORATORY PRACTICE
Quality Assurance_GOOD LABORATORY PRACTICE
 

Workplace Investigations (Series: Protecting Your Employee Assets: The Life Cycle of the Employment Relationship)

  • 1. 1
  • 2. 2 Practical and entertaining education for attorneys, accountants, business owners and executives, and investors.
  • 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: Helen Bloch - Law Offices of Helen Bloch, P.C. Max Barack - The Garfinkel Group, LLC Gary Savine - Savine Employment Law, Ltd. 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 2020 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: 1/26/21 #2: An Ounce of Prevention: Policies, Procedures and Proactivity Premiere date: 2/23/21 #3: Time for a Break: Managing Leaves of Absence and Accommodating Disabilities Premiere date: 3/23/21 #4: Show Them the Money: Wage & Hour Compliance Premiere date: 4/20/21 #5: I Know What You Did Last Summer: Workplace Investigations Premiere date: 5/11/21 #6: It’s So Hard To Say Goodbye: Minimizing Risk When Terminating Employees Premiere date: 6/15/21 #7: The Impact of Communicable Diseases, Including Coronavirus, on the Workplace Premiere date: 7/13/21 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 / E-mails / 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
  • 18. Conducting an Effective Investigation 18
  • 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 • 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. 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 26
  • 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 27
  • 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 28
  • 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! 29
  • 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 31
  • 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? 32
  • 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 33
  • 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. 34
  • 35. Strategies to Avoid Claims after Investigation 35
  • 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 36
  • 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. 38
  • 39. About The Faculty Gary Savine - gnoah@savinelaw.com Gary Noah Savine is an employment lawyer and the founder of Chicago-based law firm Savine Employment Law, Ltd. Gary brings to the table over twenty years of legal expertise and hands-on experience, working around the globe, shoulder-to-shoulder with senior executives and human resource professionals solving the thorniest of workplace disputes. Before starting his firm, Gary practiced employment law exclusively at two of Chicago’s largest law firms and served as chief employment counsel at Navistar (NYSE: NAV) and Hill- Rom Holdings (NYSE: HRC). Gary frequently speaks and writes about employment law issues. He has written and presented before the American Bar Association, the National Employment Lawyers Association, the Northern Illinois Society for Human Resources Management, the Northern Illinois Franchise Association and the American Conference Institute. Gary received his law degree cum laude from the University of Michigan Law School in 1996. More information about Gary’s firm can be found at www.savinelaw.com. 39
  • 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. 40
  • 41. 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 41
  • 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. 42
  • 43. About Financial Poise 43 DailyDAC LLC, d/b/a Financial Poise™ provides continuing education to attorneys, accountants, business owners and executives, and investors. It’s websites, webinars, and books provide Plain English, entertaining, explanations about legal, financial, and other subjects of interest to these audiences. Visit us at www.financialpoise.com Our free weekly newsletter, Financial Poise Weekly, updates you on new articles published on our website and Upcoming Webinars you may be interested in. To join our email list, please visit: https://www.financialpoise.com/subscribe/