Employee Legal Awareness Day 2018 is on Tuesday, February 13, 2018: How to create an e-discovery employee awareness program?
Tuesday, February 13, 2018 is Employee Legal Awareness Day 2018. Highway 40 Country Internet Radio Desperation Day
Worker Legal Awareness Day was established by an Australian lawyer, Paul Brennan. His goal ended up being to stress the significance of legal education for workers and smaller businesses and lower their chance of legal issues. Your day isn’t no more than laws and regulations though, Brennan also indicates that employees should improve their understanding of their company’s guidelines. Based on him, it's important for workers to possess a copy from the employer’s guide, and you'll discover details about bereavement policy, attendance and punctuality, conflict of great interest claims and non-disclosure contracts.So, each year employees could possibly get together about this day to celebrate and don't forget their legal privileges, they are able to feel empowered by their understanding and participate fully within the legislation that supports them as well as their business. Even though it came from around australia, this very day could be celebrated in offices around the globe, everywhere that individuals can access legal services as well as their legal privileges this very day could be freely recognised. In nations with less legal freedom, possibly your day might be marked by worker demos within the roads or any other protests to highlight the significance of legal awareness and legal practices with regards to employees and companies.
Some of the topics you should consider covering an in e-discovery employee awareness program include the following:
* What is e-discovery?
* What is the company’s e-discovery and legal hold policy?
* How do the policies translate into practical, day-to-day activities?
* What are the supporting processes?
* What regulations (local, state, and Federal) apply?
* How would failure to comply with an e-discovery request affect the business?
Another important objective of an awareness program is for employees to understand that all levels of management fully supports the company’s e-discovery policy.
Is a company liable in any way if they know an employee is frequently beaten by their spouse?
If the victim has sought advice or protection thru the company, there may be an issue of civil liability, especially if any advice offered increased the danger to the victim.
The victim should have been immediately referred to law enforcement. The company should then submit a confidential report to law enforcement confirming their awareness of this danger, the reported circumstances and the identities of the parties involved. Law enforcement will then be able to decide how and by what means they intervene.
The company has then done everything that they could reasonably be expected to do and discharged their reasonable civil and legal obligations.
May I deduct employee theft from an employee's paycheck?
First, it may make a difference what state you're in because each state makes its own laws about wages. By doing what you did you exposed your company to risk of serious losses if the employee were to take this to court.
I'm familiar with California, and the laws may be different in your state. In California what you did may be legal if the employee is guilty of knowingly, willfully, and dishonestly stealing from you. But if the employee was only negligent or made a mistake then it is illegal. The reality is that if this went to court the employee only has to be convincing to a jury that he made an honest mistake ("I pulled the wrong card out of my wallet" or "I confessed because I was afraid he was going to fire me") and now *you* would be the one breaking the law. It is very risky since the burden of proof is on you not on him. Even by accusing him of a crime you may be exposing the company to liability for slander/libel.
To avoid this high risk in the future, I suggest you have a policy in place requiring all employees to submit written expense reports for all items put on the company card. Then when an employee charges something and doesn't tell you about it in their report you can fire them for violating the policy. Now you don't have to call him a thief and there is relatively no risk.
So what you did may be legal but it is risky and you need to act with full awareness of what the risks are. That said, if you're OK with the risks and want to do this again, I don't see any reason why you can't take the money out all at once.