Lately, however, many businesses have begun to bring the two disciplines together to address training and employment risk prevention issues. .
In addition, as corporate counsel focuses on efforts to reduce the risk of discrimination and harassment incidents, they are working more closely with their organization's financial officers to justify employee training costs and expenditures needed to implement sound employment practices. The latter might include employment policy reviews and due diligence to avoid liability or limit employment-related risk. .
New communications software packages and online services can help human resources, risk management and corporate legal functions work together more effectively and improve the efficiency of employment-related initiatives. Businesses considering these packages might look for the following capabilities:.
Computer-based sensitivity, diversity training " these functions test supervisor and employee knowledge of sexual harassment or discrimination issues and educate employees on appropriate responses. Determine if the package offers the ability to set up kiosks for training of non-computer-based operations and to facilitate individual instruction. .
Hiring practices risk management " some packages help managers comply with company standards for interviewing, hiring, and evaluating employees. These programs are being expanded to offer approaches that comply with legal requirements for investigating discrimination or harassment allegations and obtaining background reviews of employment applicants. Both approaches can reduce the risk, or limit the damages, of employment practices liability. .
Benchmarking; controlling absenteeism " Employers might look for features that help control absenteeism, benchmark compensation in all 50 U.S. states, or that offer access to legal or regulatory data bases to facilitate compliance with federal, state and local government or agency employment requirements.
