Big Data

Another exciting move we witnessed in 2016 is the increase in use of “big data” to streamline hiring decisions as well as evaluate hiring trends, and is very useful to employers in many aspects.  “Big data is the process of examining large data sets containing a variety of data types -- i.e., big data -- to uncover hidden patterns, unknown correlations, market trends, customer preferences and other useful business information.

Big Data was recognized during a EEO panel by EEOC and The Chair of the EEOC, Jenny R. Yang said in a press release “Use of Big Data Has Implications for Equal Employment Opportunity” as having “the potential to drive innovations that reduce bias in employment decisions”.  Jenny also cautioned that Big Data tools “are designed to promote fairness and opportunity, so that reliance on these expanding sources of data does not create new barriers to opportunity”.  Aurico and CareerBuilder embrace the use of “Big Data” for driving innovations in all aspects of the hiring process, including predictive or talent analytics and to augment fair and unbiased decisions.

- Source: U.S. Equal Employment Opportunity Commission

The SEC is seeking payments from companies for Whistle Blower (Dodd-Frank Act) violations

On September 22, 2014, the Securities and Exchange Commission's (SEC) Office of the Whistleblower announced that it had issued a $30 million bounty payment to a foreign whistleblower.  Another payout separate than this, but recent was $300,000 payment to a whistleblower who worked as compliance professional.

Aurico recommends employers review their current whistleblower policies to assure they are up to date with regards to these recent violations with a focus on anti-retaliation.  Employers should also review their systems and tracking for issues to resolution.  Employers should also review their code of conduct.  Aurico recommends that you work with your legal counsel on any policy review.

Sarbanes-Oxley Whistle-Blower Provision May Extend to Privately Held Companies

The Supreme Court ruled earlier this month in Lawson v. FMR LLC that two former employees of privately held companies were entitled to the protection of the SOX whistle-blower provisions.  This decision was made based on the employees allegations that their private company employers retaliated against them after they reported alleged shareholder fraud.  Private employers are now faced with another regulation that may impact them and employers should consider how and if the act applies to their organization and whether to develop policies to avoid violations of the act.

Harassment and Discrimination Prevention

Now more than ever, employers should proactively develop a program to prevent Harassment and Discrimination in the workplace.  The Network, Inc. has developed a white paper for employers to learn 5 keys to protecting the organization against harassment and discrimination. 

To receive a copy of this white paper, click here

Powered by: The Network, Inc.

Ethics Hotline

Your employees, suppliers and stakeholders are the eyes and ears of your organization and your first line of defense for spotting unethical or illegal activities. Aurico’s IntegrityLine is a confidential hotline service that provides an expert, easy, direct and anonymous link between those who suspect unethical or illegal activity and your leadership team.

Early detection is critical—fraud, discrimination and other behaviors that are criminal or inconsistent with company policy typically get worse if left unchecked.

Experienced interviewers are available round the clock, in 175 languages and countries to document, investigate and resolve issues and ensure the success of your organization.

Learn more: http://www.aurico.com/Aurico_Services/Ethics_Hotline.asp