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Conducting an Effective Internal Investigation – A Global Perspective Tuesday, October 27, 2009 4:00-5:30 p.m. UTC/GMT © Employment Law Alliance
Presenters Stephen J. Hirschfeld, moderator, CEO of the Employment Law Alliance and Partner, Curiale Hirschfeld Kraemer LLP, San Francisco, CA firstname.lastname@example.org Gregory J. Heywood, RoperGreyell LLP, Vancouver, BC, Canada email@example.com Stephen Sayer, Said Al Shahry Law Office, Muscat, Sultanate of Oman firstname.lastname@example.org Enrique M. Stile, Marval, OFarrell & Mairal, Buenos Aires, Argentina email@example.com © Employment Law Alliance
Presenters Claire Toumieux, Flichy Grangé Avocats, Paris, France firstname.lastname@example.org Francis Xavier, Rajah & Tann, Singapore email@example.com Alessandra Zingales, Said Al Shahry Law Office, Muscat, Sultanate of Oman firstname.lastname@example.org © Employment Law Alliance
Employee Misconduct What are the most common problems in your region of the world? © Employment Law Alliance
Standard of Proof How much evidence must there be to conclude whether misconduct has occurred? Can a multi-national company implement a uniform standard of proof worldwide? © Employment Law Alliance
Employee Rights Right to legal counsel Right to union representation Right to remain silent Right to know your accuser © Employment Law Alliance
Allegations of Criminal Activity Must this be reported to the police? Should the companys investigation be put on hold pending the outcome of criminal charges? © Employment Law Alliance
Getting Meaningful Information From the accuser From the accused From reluctant witnesses © Employment Law Alliance
Interim Actions Can the accused be suspended pending the outcome of the investigation? If so, must it be with pay? What types of situations should be considered? © Employment Law Alliance
Note-taking and Tape-recording What are the dos and donts? © Employment Law Alliance
Assessing Credibility in a He said, she said Is this allowed? If so, how is it done? © Employment Law Alliance
Documentation Should the findings be documented? If so, what should be included? Who has access to this document? What notes and documents should and must be kept? © Employment Law Alliance
Attorney-Client Privilege When and how it can be used When and how it can be lost © Employment Law Alliance
CONCLUSION Immediately following the webinar, after you disconnect, a survey will automatically appear on your computer screen asking you to evaluate the webinar. We would appreciate your taking a few minutes to complete it so that we can continue to improve the quality and delivery of future ELA-sponsored webinars. To listen to past webinars and to view more resources, please visit our website at: www.employmentlawalliance.com. We regret that we cannot give CLE credit for this webinar; however, upon request, we will gladly provide you with a Certificate of Attendance. Please send an e-mail to: email@example.com. www.employmentlawalliance.com firstname.lastname@example.org © Employment Law Alliance
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