Sentences with phrase «managing workplace investigations»

This session will focus on practical recommendations for conducting and managing workplace investigations, particularly in regard to employee misconduct such as harassment and discrimination.

We help organisations manage workplace investigations and deal with whistleblowing complaints.

Not exact matches

She provides consulting and customized training for clients on a variety of topics, including sexual harassment prevention, conducting internal workplace investigations, effective documentation and performance management practices for managers, managing employee medical leaves and disability accommodations requests, and compliance with the myriad of wage and hour laws.

Learn practical, hands - on skills to manage serious workplace investigation and employment law situations from Rubin Thomlinson's employment lawyers and training experts.

Our Workplace Investigations Team is uniquely equipped to conduct, manage, supervise, and provide advice regarding workplace investigations involving a variety of employment - related issues, including harassment and discrimination, safety, workplace violence, ethics, interpersonal conflicts, financial misconduct, and violations of employer Workplace Investigations Team is uniquely equipped to conduct, manage, supervise, and provide advice regarding workplace investigations involving a variety of employment - related issues, including harassment and discrimination, safety, workplace violence, ethics, interpersonal conflicts, financial misconduct, and violations of emplInvestigations Team is uniquely equipped to conduct, manage, supervise, and provide advice regarding workplace investigations involving a variety of employment - related issues, including harassment and discrimination, safety, workplace violence, ethics, interpersonal conflicts, financial misconduct, and violations of employer workplace investigations involving a variety of employment - related issues, including harassment and discrimination, safety, workplace violence, ethics, interpersonal conflicts, financial misconduct, and violations of emplinvestigations involving a variety of employment - related issues, including harassment and discrimination, safety, workplace violence, ethics, interpersonal conflicts, financial misconduct, and violations of employer workplace violence, ethics, interpersonal conflicts, financial misconduct, and violations of employer policies.

Our services include: • Planning, conducting, and managing impartial workplace investigations that provide clients with substantive fact - finding reports to allow them to make effective and informed decisions • Providing guidance to support compliance with laws involving and impacting workplace investigations.

With careful attention to detail we identify, and help our clients manage, potential business risks that could result from workplace investigations.

AWI's membership includes lawyers, human resource professionals, and private investigators who conduct, manage, or have a professional interest in impartial workplace investigations.

Ms. Cole - Johnson is a trained workplace investigator and regularly conducts, manages, and provides advice regarding workplace investigations involving all types of employment - related issues, particularly those requiring Board of Director and senior management involvement and high - profile matters.

Ms. Cole - Johnson and her co-presenter, Keith Rohman of Public Interest Investigations, offered guidance to assist workplace investigators in evaluating whether they can manage a particular non-EEO investigation, discussed the initial steps in a non-EEO workplace investigation, and provided tips to analyze the skills investigators may already have and the skills they may need to conduct a non-EEO investigation.

AWI's membership of over 800 professionals from across the United States, Canada, and Australia consists of lawyers, human resource professionals, and private investigators who conduct, manage, or have a professional interest in workplace investigations.

She and her co-presenter, Keith Rohman of Public Interest Investigations, offered guidance to assist workplace investigators in evaluating whether they can manage a particular non-EEO investigation, discussed the initial steps in a non-EEO workplace investigation, and provided tips to analyze the skills investigators may already have and the skills they may need to conduct a non-EEO investigation.

Professional Duties & Responsibilities Served as human resource manager for eight locations throughout the Detroit area Led team of approximately 20 employees in daily store and human resource activities Recruited, trained, and reviewed staff ensuring effective, efficient, and professional operations Resolved disputes between staff members and determined appropriate remedial measures Experienced with workplace violence, team member crisis, and labor law disputes Directed corporate finances including payroll, benefits, and company / department budgets Managed employee sick time, vacation, maternity leave, and daily scheduling Implemented professional development programs resulting in increased employee value Conducted staff training in appropriate work conduct, attire, and applicable employment law Oversaw employee recognition program building team morale and dedication to company goals Significantly cut employee rollover through various team building measures Ensured that corporate accounting and human resource operations met industry best practices Oversaw multimillion dollar store inventory and loss prevention strategy Initiated, led, and closed investigations in cases of lost merchandise Performed all duties in a positive, professional, and timely manner