Compliance or internal audit departments frequently carry out audits intended to assure that business partners in an organization have policies and procedures that are effective for maintaining corporate compliance and consistent with myriad laws.
A recent Human Rights Tribunal of Ontario decision provides meaningful guidance to employers on how to conduct proper workplace sexual assault investigations that do not discriminate against employees who come forth claiming they were assaulted.
Human resources professionals are focused today on dealing with myriad workplace issues arising out of the COVID-19 pandemic – new leave of absence laws, increased safety concerns, new privacy issues, and so on.
On May 6, 2020, the Department of Education (DOE) issued its Final Rule adopting amended regulations implementing Title IX of the Education Amendments of 1972 (Title IX).
In a recent decision, the NLRB returned to employers the right to implement and enforce confidentiality rules during investigations of workplace misconduct.
The Employment Appeal Tribunal has ruled that employers may take credibility as a witness in tribunal proceedings into account when considering the propriety of individuals approved by the U.K. Financial Conduct Authority to work in certain positions.
In the last couple of decades, the state of the art for how companies conduct their internal investigations has evolved considerably, particularly in the United States.