A United Parcel Service employee just won a $21 million verdict against his employer. His claim? He was fired because he complained to higher-ups that customers were being overcharged.
Troublemaker or ethical objector?
Let’s face it. You need to be ready for both—before a complaint arises.
Violating whistleblower laws can carry criminal fines of up to $250,000 plus 10 years in jail. Company officers, employees, contractors, subcontractors, or agents can all be held PERSONALLY LIABLE for retaliating against a worker who engages in a protected activity.
So how do you protect yourself, your company, and your managers? Join us for a fact-filled, fast-paced 90-minute audio conference that will help you and your managers prepare. It’s the fastest, most effective way to get your entire team up to speed on this critical topic.
YOU AND YOUR COLLEAGUES WILL LEARN:
- How to identify a “whistleblowing” concern
- 3 steps to take immediately should whistleblowing activities occur at your workplace
- Proactive tips to protect you and your managers before a complaint arises
- Practical lessons about your liabilities and responsibilities from recent court cases
- How to create a culture that will reduce the likelihood of trouble
- 4 tools to successfully work together with your people to overcome concerns
Tuesday, March 21, 2006
10:30 a.m. to 12:00 p.m. (PST)
11:30 a.m. to 1:00 p.m. (MST)
12:30 to 2:00 p.m. (CST)
1:30 to 3:00 p.m. (EST)
About Your Speakers:
DIANA GREGORY, SPHR, is a senior human resources specialist with Administaff, a professional employer organization offering full-service human resources solutions to small and medium-sized businesses. With more than 20 years of hands-on HR experience in a number of industries, Diana provides guidance to business owners and managers of small and medium-sized businesses in human resources strategies, policy development and implementation, employee relations, and employment law compliance. She frequently speaks on best practices in human resources, giving presentations to industry associations, and seminars for business professionals. Diana contributes practical human resources advice in publications such as California Employment Law Answers.
LAURA INNES, Esq., is engaged exclusively in the practice of labor and employment law with the firm of Simpson, Garrity & Innes. Her practice combines preventive counseling for clients with civil and administrative litigation defense. Laura has practiced extensively in state and federal court and before state and federal agencies including: the National Labor Relations Board (NLRB), the Equal Employment Opportunity Commission (EEOC), the federal Department of Labor (DOL), the Office of Federal Contracts Compliance Program (OFCCP), and the state Division of Labor Standards Enforcement (DLSE). In addition to litigation and preventive counseling, Laura effectively employs alternative dispute resolution, such as mediation and arbitration, to efficiently and effectively resolve sensitive employment disputes.
This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certificate Insitute.
