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Third-Party Employment Policies

Oppenheimer Investigations Group

The Investigative Interview: Best Practices When Interacting with Third Persons

An investigative interview is an opportunity for the investigator to gather relevant facts related to a concern in a workplace. The role of the investigator during an investigative interview is to hear the perspective of the...more

Fox Rothschild LLP

New California Law Empowers Employers to Seek Restraining Orders for Third Party Harassment, Not Just Violence or Threats, in the...

Fox Rothschild LLP on

Consider the following scenarios: A customer repeatedly enters your company’s workplace, berates your employees, uses profanity, and then leaves. (Let’s call her “Cruella.”) Or perhaps a customer consistently comes in and...more

Sheppard Mullin Richter & Hampton LLP

AI Technology – Governance and Risk Management: Why Your Employee Policies and Third-Party Contracts Should be Updated

AI technology is a powerful tool and “with great power comes great responsibility.” Use of AI technology can give rise to various forms of liability that may not even occur to you. And use of generative AI impacts not only...more

Verrill

Support for the Black Lives Matter Movement: Affinity Groups at Work

Verrill on

This is the seventh post in a 12-part series on how companies can show support for the Black Lives Matter movement by changing company policies and practices. This post focuses on creating effective affinity groups to assist...more

Verrill

Support for the Black Lives Matter Movement: Third-Party Intervention Training

Verrill on

This is the fifth post in a 12-part series on how companies can show support for the Black Lives Matter movement by changing company policies and practices. This post focuses on the importance of third-party intervention...more

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