Organisations need to take a proactive approach in how they manage whistleblowing incidents. Failure to do so can lead to reputational damage and significant disruption for employees and even mental health issues. Employment lawyers Nicholas Thorpe and Christina Hutchinson consider how this can be done effectively from an HR perspective
With the #metoo movement still fresh in people’s minds, it is imperative that organisations remain proactive and vigilant in the management of their workplace practices. While this is, of course, relevant to sexual harassment, it is also applicable to other workplace matters that can cause significant damage and liability for organisations, and negatively affect employees.
Whistleblowing incidents can result in costly litigation for organisations (as well as individual employees) and cause significant stress to the individuals involved. With the EU Whistleblowing Directive setting higher standards for employers across Europe, it is more important than ever that businesses prioritise the effective management of whistleblowing complaints.
Whistleblowing complaints often require the involvement of several different teams across an organisation, most commonly including compliance, legal and HR. It is usual for compliance teams to lead the process and deal with the investigation of the matter, with HR only becoming involved towards the end. At that stage, it is not unusual for matters for have progressed quite significantly,...
A Raleigh professor has agreed to pay $152,500 to resolve allegedly false national science grant claims. According to the Department of Justice of ENC, Dr. Michael Harrington and his company, Geno...