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Harvey and Irma – Employer’s Dilemma
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Questions?
Contact Attorney Walter Liszka in our Chicago office at
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By Walter J. Liszka, Esq.
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The effects of Harvey and Irma will have longstanding impact on the expenditure of federal resources and the everyday life of Texas and Florida citizens. They are also a reminder to all businesses of the impact of natural events and the importance of disaster recovery planning. A business' first concern should always be the safety and protection of its employees and its physical property. However, a natural disaster can destroy a business' information and assets that are critical to its success and continuity. There are key steps to prepare and respond to a natural disaster and to minimize the disruption. Here are a few steps to conduct for an effective disaster recovery plan:
- Have the right team in place. It must be understood that disasters do not just effect information and technology assets, but they also will have a direct effect on the sales force, human resources, legal, finance, and overall management. It is crucial, when developing the right team, to phrase/create a disaster recovery plan that details how each segment of the company is part of the planning process and the assessment of risk.
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Common Risky Employer Mistakes in a Workplace Investigation
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The need for workplace investigations usually arises suddenly and without warning. Company management receives a complaint (most commonly a sex harassment complaint or a complaint of discrimination) and often does not know how to proceed.
As a management-side labor and employment law firm, the attorneys in our law firm frequently receive calls from clients wanting to know how to handle an investigation after receiving a complaint. The purpose of this article is to highlight some of the mistakes we frequently see.
MISTAKE #1: Not carefully reading over your Company's policy on investigations in response to a workplace complaint (for example, a sex harassment complaint).
RISKY BECAUSE: The Company's policy may contain very specific procedures. For example, the Complainant will be told the outcome of the investigation. (Another example, the Complainant will be given a copy of the Investigation Report.)
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Questions?
Contact Attorney Nancy Joerg in our St. Charles office at
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By Walter J. Liszka, Esq.
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With the passage of another Labor Day, which was surprisingly quiet in regard to demonstrations and parades supporting organized labor, it is time to take a “quick look” across the landscape to see what the current status of organized labor truly is.
While it is
very clear
that private sector Union Membership has again hit an all-time low – 6.4%, Unions continue to grow in the public sector arena and this may pose even bigger problems for the country with the attendant cost and potential pension related issues. One need only track what has gone on in the State of Illinois and the legislative stupidity in funding Union Pension Plans exercised by the State Legislators that now create a potential financial disaster for Illinois taxpayers.
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Connect with Wessels Sherman
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Upcoming Seminars and Events
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The attorneys of Wessels Sherman have the superior experience, knowledge and leadership to aggressively represent your business nationwide, including St. Charles, Chicago and Cook County, Illinois; Oconomowoc, Wisconsin; Minneapolis, Minnesota; Davenport, Iowa and the entire Quad Cities area.
Editors:
CLIENT ALERT Editor-in-Chief........Walter J. Liszka
Minnesota........................................James B. Sherman
Wisconsin.........................................Alan E. Seneczko
Iowa.................................................Joseph H. Laverty
Illinois...............................................Nancy E. Joerg
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The Client Alert is a complimentary newsletter published periodically for clients and friends of Wessels Sherman. We reserve the right to limit distribution of our materials to representatives of management. The materials in this newsletter have been abridged from a variety of sources and are not necessarily applicable to a particular situation. The contents of this mailing should not be construed as legal advice. State laws vary. Readers should consult with legal counsel before taking any action on matters covered by this mailing.
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