Workplace Investigations

The Weston Group conducts prompt, objective, and thorough workplace investigations involving allegations of harassment, discrimination, retaliation,
whistle-blower, and all other types of employee misconduct.

The investigative process involves interviews, gathering of evidence, assessing credibility, and issuing findings of fact that result in a confidential report.

The Weston Group conducts workplace investigations related to:
• Complaints of discrimination, harassment and retaliation
• Allegations of hostile work environment
• Violence in the workplace
• Employee/supervisor misconduct
• Illegal activity, such as drug use or theft
• Anonymous complaints
• Wage & Hour audits
• Expert witness services

Mediation:
Ms. Meierhenry is also available to handle mediations for parties involved in litigation or pre-litigation employment disputes.

Leadership Coaching

The Weston Group specializes in Board Development, CEO Coaching, and Executive Team Development. We make successful senior executives and their teams better.

Partnering with the sponsoring executive, we leverage the ‘soft’ factors (e.g. group dynamics, CEO on-boarding, Board dynamics) that improve the ‘hard’ business metrics (e.g. growth, value, performance).

With 20 years experience and deep insights into the CEO’s world, The Weston Group is known as solution generators. Productive and enjoyable experts you can count on.

HR Support Services

Want the freedom to focus on your business?

Our professional staff works with organizations to develop and maintain policies and practices that create a positive employer/employee relationship.

Most important is our availability to help organizations think through the intricate human resource problems that are a daily reality in every organization.

We help you evaluate where you are and where you want to go. For any human resource issue, we help your organization answer such questions as:
• What are our alternatives in this situation?
• What are the pluses and minuses of each option?
• What do other employers do in similar circumstances?
• What are the risks we might face?

HR Employment Law Resolutions for 2012

The New Year is off and running, but it’s not too late for employers to make a few employment law-related resolutions.

Sexual harassment policies

These policies should top the list of resolutions this year.

    • Carefully re-review your sexual harassment policy.
    • Revise it if necessary to ensure that it contains instructions on how to report, and mandates that every employee report any suspected sexual harassment.
    • Make sure all supervisors and managers are trained to complete the sexual harassment process.

Social media and the workplace

Another hot-button issue for 2012 is employee use of social media. The debate over employees’ use of social media heated up in 2011, with the National Labor Relations Board (NLRB) issuing a report on its investigations of 14 cases involving the use of social media and employers’ social and general media policies.

In four of the 14 cases, the Board’s Division of Advice found that employees were engaged in protected concerted activity because they were discussing terms and conditions of employment with fellow employees.

    • Formulate a strategy and policy for dealing with employees’ use of social media in a way that could impact your organization.

Classifying employees

    • Audit exempt and nonexempt classifications and reclassify employees if necessary.

ADA Amendments Act

The ADA Amendments Act(ADAAA)is another area employers should consider in the New Year. Since the definition of covered individual with a disability has been expanded, employers need to take a look at who might be entitled to reasonable accommodations.

The Equal Employment Opportunity Commission (EEOC) has been aggressive in its enforcement activities related to the ADAAA. As a result, employers should review their employee handbooks and policy manuals to ensure that they contain a prominent ‘reasonable accommodation’ policy.

    • Policies should acknowledge the employer’s reasonable accommodation obligations and advise employees of the process to follow if they might need an accommodation in connection with any work-related issue or with regard to the application of any company policy, including but not limited to those dealing with attendance and leaves of absence.
    • Make sure all supervisors and managers are aware of the significant change in law and ensure every stage of the process is appropriately documented.

The Genetic Information Nondiscrimination Act (GINA) is another area deserving of consideration in the New Year.

    • Employers should make sure the “safe harbor” language in EEOC’s GINA regulations get attached to any request for medical information whether in connection with a Family and Medical Leave Act (FMLA) request or as part of evaluating an employee’s request for possible accommodation.

That safe harbor language spells out that employees and applicants are asked to not provide any genetic information when responding to any employer request for medical information such as pre- and post-offer medical exams and fitness-for-duty exams.

Call The Weston Group for a confidential consultation today at (605) 275-4747.

 

 

Tuesday, 17 January 2012 04:17
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