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Recently, I offered readers two ways to avoid employee claims of unlawful harassment. But let’s assume someone complains. It will happen, trust me. Are you prepared to conduct a thorough and efficient workplace investigation? If not, check out my article in Bloomberg Law Reports.

You can read it here.

Next week is our firm holiday party. And I am a big fan.

At the party, I like to drink Four Loko boilermakers all night until I get blackout drunk socialize with colleagues for a few hours before cabbing home for the evening. Generally, I go crazy have a good time. But I rarely always keep it in check. There are others like me at OTHER holiday parties who succumb to the sweet nectar of the gods get a bit tipsy after consuming too many drinks. And where there’s Tipsy, both Handsy and Sailormouth generally come out to play too.

This will could happen at your business. So what steps are you taking to prepare for this inevitability possibility (besides having my number on speed-dial)? Not sure what to do? I’ll help you with some tips after the jump.

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sonicreceipt.jpgIf you know me, you know that I am a BIG advocate of social media policies for employers. I’ve written about it here. And I’ve spoken both to clients and at global conferences on the subject.

If you have not adopted a social media policy yet, check out this story by The Consumerist. It’s a sobering read about how important it is to educate employees about appropriate online behavior.

No, the title to this post isn’t gratuitous. Morran’s story involves an employee advertising hookers. The receipt to the right just may have given that away.

Recently, I had an article published in Bloomberg Law Reports about how employers can reduce their potential exposure to employee litigation by implementing a strong anti-harassment policy and then coupling that with training for supervisors and employees. If I do say so myself — and I do — this is a good read for any employer.

You can read my article here.

“Doing What’s Right – Not Just What’s Legal”
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