How to deal with reports of abuses?
MeToo is perhaps the most talked about social movement of the past year. Time magazine chose the people who speak out against sexual abuse to Person of the Year.
Abuses occur in many forms on the work floor. Although organizations generally strive to promote an atmosphere of openness, the practice shows that it is difficult to make reporting misconduct low-threshold. How do you dress the reporting arrangement and handling of the notification legally correct?
Under the title #MeToo in the workplace: how to deal with reports of abuses? So law firms Liber Dock, JahaeRaymakers and Kingma advocatuur organized a seminar on this subject together with whistleblowing system provider WhistleB.
On the basis of a case, various legal and practical aspects of dealing with reports of abuses were dealt with. The dialogue that arose between the fictional reporter and those present resulted in the formulation of a number of practical tips. Examples of these tips & tricks are the following:
Determine clearly what the reporting scheme is meant for.
Prepare a research protocol.
Guarantee the confidentiality of the research and the data storage system.
Be cautious and sensible in communicating any employee suspension during the investigation to prevent reputational damage.
Take adequate (management) measures in good time, even in (possibly smaller) incidents; this shows that the internal reporting system works and prevents a dismissal from being rejected later in more serious cases because of a corporate culture.
Practice shows that many organizations do not yet have their internal reporting system in order, are not sure whether the reporting regulation is in line with the General Data Protection Regulation (“GDPR”) or need training on how to deal with reports of abuses.
Do you recognize these questions or are you interested in attending a seminar on this subject? Please feel free to contact us.