After developing and adopting the company’s new testing policy, it is now time to examine the practical considerations of implementing the new policy. It is Critical to Ensure the Accuracy of the Tests. The highest concern an employer involved in drug or alcohol testing programs has to be in ensuring the accuracy of [...]
It is obvious, but often overlooked—formulate your policy. The first step in developing a comprehensive program on employee use and abuse of drugs and alcohol is to create a clear policy that advises employees of the company’s new approach that the employer will take in identifying, treating and disciplining employees who were found to have [...]
Planning the Investigation A. Establishing Independence and Neutrality The most important early step to take in the investigation process is to make certain that your independence and neutrality are established among the players in the investigation. This independence often must be established with both the employer (possibly your client or your supervisor) and with the [...]
Who Should Conduct the Investigation? An employer essentially has three options when choosing an investigator of a harassment claim: 1) Someone internally, usually human resources professional; 2) an attorney with a continuing relationship with the employer; or 3) an outside third party investigator without a relationship to the employer. When considering a potential investigator, an [...]
As cyber criminals set their eyes on smaller targets, small businesses owners and managers must be prepared to protect themselves, their employees and their customers.
There is an old saying I once heard a senior attorney tell a client, “either you pay me $500.00 now or $5,000.00 later. Either way, it does not matter to me because your money is going to become my money.”