The broadening appreciation of obligations to indigenous and Te Tiriti o Waitangi (the Treaty of Waitangi), together with the significant participation of Māori in and across all sectors, mean inevitably, that Pākeha (non-Māori) investigators, who are engaged by Māori and/or work with Māori, will need to develop an understanding of Te Ao Māori (the world view from Māori). This session will focus on what investigators should be aware of when working with Māori, and how investigations involving Māori may be conducted appropriately.
Forensic technology has been a tremendous boon in terms of the identification and analysis of digital evidence in workplace investigations. It is becoming increasingly important that the workplace investigator really understands what is happening and where digital evidence might lie. Those experienced investigators that truly understand and apply forensic technology analysis remain unicorns. That rare and almost mythical beast that often starts where others stop and know when to question what seems obvious at a glance.
A Q&A discussion exploring what has changed for investigators post #metoo, changes in employer attitudes to complaints, using trauma informed principles in interviewing, individual vs systemic investigations, mandatory reporting of sexual harassment, and the role of the investigator in providing recommendations to employers about improving their internal policies and procedures for dealing with complaints of sexual harassment.
The intersection between the criminal law, employment law and workplace investigations will be explored with a panel comprising an investigator, employment lawyer and criminal barrister. Workplace investigators may be required to consideration evidence that may be admissible in future criminal proceedings. The most common incidents of workplace criminal behaviour relate to fraud, theft, sexual harassment, and sexual assault. Is it a criminal issue? Is employment law advice needed? Do I call the investigator? Maybe it is a combination with crossover and timing concerns.
On April 29, 2024, the Equal Employment Opportunity Commission (EEOC) released its long-awaited new guidance, Enforcement Guidance on Harassment in the Workplace, which replaced the 1999 guidance. This webinar will focus on the must-know, key details for workplace investigators, with a particular focus on how this guidance will impact states who rely on federal EEO laws.
In this session, we will discuss issues and nuances that are unique to investigating fraud, bribery, kickback schemes, conflicts of interest and other allegations of financial wrongdoing.
In this session, we will discuss issues and nuances that are unique to investigating fraud, bribery, kickback schemes, conflicts of interest and other allegations of financial wrongdoing.
This 2-hour California public employer virtual supplement will provide a more detailed look at specific procedural and substantive issues not present in other types of investigations, such as the application of the employer’s policies, notices and admonishments, and employee representation.