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FEDERAL TRADE COMMISSION ISSUES FINAL RULE BANNING NON-COMPETE AGREEMENTS

May 21, 2024
By Brad Ryder As anticipated, on April 23, 2024, the Federal Trade Commission (“FTC”), by…
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CONDUCTING AN EFFECTIVE INVESTIGATION OF EMPLOYMENT HARASSMENT – PART VII – OBTAINING, REVIEWING, AND PRESERVING THE TANGIBLE EVIDENCE

March 11, 2024
By Brad Ryder An effective investigation of a complaint of harassment or discrimination must be…
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CONDUCTING AN EFFECTIVE INVESTIGATION OF EMPLOYMENT HARASSMENT – PART VI –INTERVIEWING THE HARASSER

February 7, 2024
By Brad Ryder The November 3, 2023, and December 5, 2023, newsletters offered suggestions on…
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CONDUCTING AN EFFECTIVE INVESTIGATION OF EMPLOYMENT HARASSMENT – PART V – DETERMINING THE ORDER IN WHICH TO INTERVIEW THE WITNESSES

January 4, 2024
By Brad Ryder Once the investigation has begun and both the individual who reported the…
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CONDUCTING AN EFFECTIVE INVESTIGATION OF EMPLOYMENT HARASSMENT – PART IV – INTERVIEWING THE VICTIM

December 5, 2023
By Brad Ryder The November 3, 2023, newsletter outlined suggested practices to follow when conducting…
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CONDUCTING AN EFFECTIVE INVESTIGATION OF EMPLOYMENT HARASSMENT – PART III – INTERVIEWING THE WITNESSES

November 3, 2023
By Brad Ryder One of the keys to a successful investigation of a complaint of…
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CONDUCTING AN EFFECTIVE INVESTIGATION OF EMPLOYMENT HARASSMENT – PART II – PRELIMINARY CONSIDERATIONS

October 6, 2023
By Brad Ryder Once a company has received a complaint of employment-related harassment, it must…
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CONDUCTING AN EFFECTIVE INVESTIGATION OF EMPLOYMENT HARASSMENT – PART I – DEVELOPING AN INVESTIGATION PROCESS

September 4, 2023
By Brad Ryder Prior to investigating a complaint of employment harassment or discrimination, it is…
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WHY YOUR COMPANY MUST HAVE A DISCLAIMER IN ITS EMPLOYEE HANDBOOK

August 7, 2023
By Brad Ryder Every company, regardless of size, should have an employee handbook that outlines…