Compliance Stuff

Internal investigations often start small. A complaint, a suspicious transaction, or a red flag in a routine audit. Most companies try to manage these issues internally, without specialized tools or external legal support. That’s usually because it’s unclear whether the situation will escalate into litigation, and the cost of outsourcing every case isn’t realistic. In many organizations, there are dozens or even hundreds of these smaller investigations each year. But even small cases carry serious risks. Poor handling can damage employee trust, allow systemic problems to persist, or turn a manageable issue into a legal crisis. And while every investigation is different—a discrimination complaint, a financial fraud alert, or concerns about intellectual property theft—the need is the same: a process that is fast, discreet, thorough, and defensible. In this blog, we’ll explore how to run internal investigations across different scenarios. You’ll find practical steps, key considerations, ...

  The word “audit” can strike fear in the hearts of HR professionals across the country. With increasing fines, an I-9 audit can turn a small mistake into a big cost. Maintaining compliance and avoiding costly audits is one of the more complex aspects of working in HR. But don’t worry – we’re here to help you face those fears and understand everything you need to know about what can trigger an I-9 audit and  what you can do to avoid it . What is an I-9 Audit? In November 1986, the Immigration Reform and Control Act was enacted, requiring employers to verify the identity and employment eligibility of their employees using Form I-9. The U.S. Department of Homeland Security (DHS) and U.S. Immigration and Customs Enforcement (ICE) perform I-9 audits to ensure businesses comply with the law and maintain accurate records . If a company is audited and found non-compliant, it may face fines of up to $2,789 per form, among other penalties. As of June 28, 2024, these fines have increase...