This sample whistleblower policy encourages staff and volunteers to come forward with credible information on illegal practices or serious violations of adopted policies of the organization; specifies that the organization will protect the person from retaliation; and identifies where such information can be reported.
To access the other sample governance policies referred to in this cover letter, visit the following URLs:
-Conflict of Interest Policy: https://www.acc.com/resource-library/conflict-interest-policy-2015
-Document Retention and Destruction Policy: https://www.acc.com/resource-library/document-retention-and-destruction-policy
-Policy on the Process for Determining Compensation: https://www.acc.com/resource-library/policy-process-determining-compensation
-Joint Venture Policy: https://www.acc.com/resource-library/joint-venture-policy
This sample conflict of interest policy defines conflicts of interest; identifies classes of individuals within the organization covered
by this policy; facilitates disclosure of information that may help identify conflicts of
interest; and specifies procedures to be followed in managing conflicts of interest.
To access the other sample governance policies referred to in this cover letter, visit the following URLs:
- Whistleblower Policy: http://www.acc.com/legalresources/resource.cfm?show=1413472
- Document Retention and Destruction Policy: http://www.acc.com/legalresources/resource.cfm?show=1413478
- Policy on the Process for Determining Compensation: http://www.acc.com/legalresources/resource.cfm?show=1413483
- Joint Venture Policy: http://www.acc.com/legalresources/resource.cfm?show=1413487
All in-house counsel know how important it is to train employees on labor and employment law topics including Title VII, Americans with Disabilities Act Amendments, National Labor Relations Act and wage-and-hour. However, few have cracked the code on the how of training. What training techniques are impactful? What approaches have shown to increase knowledge retention? What are your colleagues doing to keep employees engaged in the training? This session offers a unique look at the newest trends and techniques in employee training.
This is reference list for Session 906: What Keeps You Up at Night Regarding Your Employee Benefit Plans? How Much Could Non-compliance Really Cost?
This self-compliance tool is intended to help group health plans, plan sponsors, plan administrators, health insurance issuers, and other parties determine whether a group health plan is in compliance with some of the provisions of Part 7 of ERISA.
Audits by governmental agencies are on the rise, and compliance with the ever-changing and increasing number of regulations is challenging. Employee benefit plans could impose liability for your company’s employees who serve as fiduciaries, your board or your company. In a Jeopardy! format, this session will examine the top six sources of liability and top six best practices to avoid liabilities from employee benefit plans for welfare, retirement and executive compensation plans and specific issues for multinational companies.
This is a sample anti-harassment policy.
This is a sample employee handbook.
Numerous states prohibit employers from disciplining or discharging employees for off-duty conduct. A growing number of states have legalized the use of medical marijuana and/or recreational marijuana. An even larger number of states have limited an employer’s ability to use social media, criminal background checks and credit reports when making employment decisions. These ongoing changes to the law, combined with the National Labor Relations Board’s increased oversight, make it increasingly difficult for employers to take adverse employment action against an applicant or employee for conduct that does not occur in the workplace. This session will provide attendees with an update on the law in this evolving area, guidelines for compliance, tips on avoiding litigation and optimal positioning for a positive outcome if litigation is commenced.
This is a list that shows state by state whether a background check can be initiated after the initial application, after the interview or after a conditional offer of employment.