Is It Time to Develop a Whistleblower Program for the Mortgage Industry?

whistleblower

An up to $5 million offer will be rewarded to whistleblowers for Ontario’s securities regulator newly launched whistleblower program. The program’s aim is to lead to the prosecution of fraudsters, fraud being one of the biggest reasons for business losses of billions of dollars a year. With this in the works, is it time for the mortgage industry to launch a whistleblower program as well?

The answer to this is, of course, not as easy as the question itself although the allure of the benefits from the Ontario Securities Commission isn’t easy to ignore either. The program gives initiatives to whistleblowers and encourages people to let the commission know of any market manipulation, potential instances of fraud, and other unsavoury activities concerning the securities industry.

The Ontario Securities Commission Whistleblower Program

An incentive of up to $5 million is being offered by the commission for truly valuable information. Besides the cash incentive, the whistleblower will also be extended some protection – a first in Canada!

It should be noted that similar programs have been launched in the past but was met with little success. Nevertheless, this program by the Ontario Securities Commission is definitely a step in the right direction, so the question is…

Should This Also Be Applied to the Mortgage Sector?

As you may have already guessed, the answer to this question will not be a straight one as well. Tip lines are known to have a not-so-high success rate.

Butler Mortgage’s broker Ron Butler was quoted by MortgageBrokerNews.ca to have said the same about success rates for whistleblower programs. He cited similar programs in the past that are good intentions, but did not garner good results. He further cited the US’s SEC as an example, saying that although it is our neighbour’s longest-lived and biggest financial services tip line, the failures far outweigh the few successes. The reason for this is because some tips have been ignored by the organization if the person being reported is well-connected or has a great reputation. Bernie Madoff has been reported 5 times by the same securities analyst, but the SEC repeatedly ignored all 5 letters/reports. The reason being Bernie Madoff is a well-connected individual.

Tip lines can become problematic because separating false tips from real ones can be quite challenging. Former employees and terminated agents are known to send in fraudulent tips to wreak havoc on the life of someone they’re holding a grudge against. It is instances like this that make tip lines not very reliable more so if mismanaged.

Perhaps the to get the best use out of tip lines, it should be monitored by professionals who know their way in getting the truth out of every situation. Private investigation firms with decades of experience and a proven track record could be utilized, but that will, of course, cost money as every report or letter will have to be addressed.

With everything said, having a whistleblower program is only as good as its implementation. Seek a professional to handle yours should you decide to implement one in your organization. Contact us at Haywood Hunt for an obligation-free initial consultation to know more about how private investigators can help you with your whistleblower program.

 

Employees Caught Abusing Healthcare Insurance Plan

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A few weeks ago, what was dubbed as Sudbury’s largest fraud trial came to a close with the guilty verdict handed out to fraudsters Dirk Plate and Paul Caron. The duo helped defraud about $24million from Atlas Copco Canada. Their sentencing hearing will be on October 25. The concluding chapter to this fraud case was brought with a whistleblower’s help.

Plate was Atlas Copco’s general manager at their Sudbury office from 2001 to 2007 and Caron managed Atlas Copco’s employee benefits as a Montreal insurance broker. Their fraud covered a period of six years.

Health Benefits Fraud

The disturbing fact is that overbilling health benefits is a common occurrence in Canada. In fact, the Canadian Health Care Anti-fraud Association reported that fraudulent billing activity is responsible for a private health care plan loss of $1.2 to $6 billion dollars a year.

The issue above presents a problem for employers. Employers are concerned about keeping health insurance costs down without resorting to cutting health benefits of employees.

Health benefit plans are being abused in various ways these days. Some employees can duplicate a billing by hiding the double billing between a stash of small medical bills. Sometimes a therapist can tell someone to come in for more unnecessary appointments to bill time. Also, some doctors may over-prescribe drugs that are on the expensive side although those medications may not really be needed.

Needless to say, employee abuse of their benefits plan is very common and can be a huge financial loss to a company. Below are some ways employers can protect themselves from health benefits fraud with the help of a plan provider.

Protect Your Business from Employee Health Benefits Fraud

Oftentimes employees commit fraud because they do not understand how this affects them and the company in the long run. If you are a plan provider, you have to inform your clients that plans are composed of the risk insurance and the transactional costs.

You may need to explain the direct relationship between the annual claims and the future viability of the plan you are providing. Your client needs to look at the whole picture.

You’ll have to carefully design the plan. Adding a layer of pre-authorization such as each procedure having to undergo pre-approval prior to completion.

A tiered plan that divides drugs into groups based on costs can mitigate costs. Here’s more detail about this.

Employees and employers both benefit from fighting health benefit plan abuse and fraud. Because abuse results to increased plan premium and costs, plus causes eliminations and reductions of plan coverage to contain costs, everyone suffers a loss if abuse is allowed to continue. Add to this the fact that committing health care plan fraud is a criminal offense that can cost perpetrators their job and land them in jail, there is really no long-term gain from engaging in such a fraud.

Concerned about possible fraud in your business? Contact us for an obligation-free initial consultation. Our Toronto private investigators are here help you get to the bottom of things. Talk to us today!

 

KPMG Report Says Insurance Sector Needs Drastic Measures to Reinvent Itself

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A new report by KPMG report shared data that could be alarming for some people. The report shared that only half of the global insurers who participated in the poll believe that they can extract and sustain value from business transformation initiatives. Furthermore, 57% of the poll respondents admitted that they have had less than successful in their transformation efforts.

The report was released through Forbes Insights and featured the results of the survey wherein 70 insurance executives from all over the world participated. The poll was conducted by the audit, tax, and advisory services firm KPMG to find out about global insurers’ perceptions of the biggest risks they face, their current capabilities, and their recent transformation initiatives. Of the respondents, 19% are from Asia Pacific, 33% are from the Americas, and about half, 48% are from Europe.

Empowered for the Future?

The KPMG report, with the title, Empowered for the Future: Insurance Reinvented, insurers are struggling to adapt their organizations for the future, although they do know that they urgently need to transform existing practices to be ready for it. A statement by KPMG says that insurers are not placing enough attention on the changing needs and preferences of their clientele and are mostly focused on implications of regulatory policy. The statement also added that less than a fourth of those polled expect that their current operations can be disrupted by changes in customer behavior.

The report’s lead author and KPMG’s global lead partner for insurance innovation and change Mary Trussell notes that very little has changed although insurers have been trying to transform their organizations for tens of years. She added that more fundamental changes need to be done in the insurance business and their operations if they are to truly adapt to the future.

Uphill Battle for Sustainability

Although 53% of the insurers that achieving short-term transformation is doable, the same cannot be said for a sustainable transformational outcome.

KPMG International global head of insurance Gary Reader said that it takes a more strategic approach to truly accomplish an organization’s reinvention and that it is far more complicated than most insurers have done with their past initiatives.

Change and Technology

Another interesting data from the report is that insurers are now seriously viewing new technology as a catalyst for change. 47% are recognizing that apps and mobile platforms are creating new opportunities for transformation and are forcing their business to change. 41% said the same about data and analytics and 45% concurred that the same can be said about social collaboration and networking.

The survey noted that a third of the respondents shared that they were watching non-insurance businesses to help them find inspiration to help reinvent their organizations. Reader further notes that insurers are taking approaches and ideas from other sectors to come up with effective strategies themselves, a move that allows insurers to compete with not just other insurers, but also with other businesses for customer’s attention.

Trussel shares that many insurers may still not be seeing the need to set their sights on the ultimate prize, how to be at the top of their game and not just be able to endure the changes the future is asking for them to make.

How stable is your insurance business? What changes do you need to implement to go with the tide? Will you sail to success or sink to the abyss of adaptation failure? We may be able to help. Contact us today for a consultation!

 

Mississauga company fined $266,000 for ‘campaign of abuse’ against deaf worker

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By

A Mississauga company found to have mocked, humiliated and launched a “campaign of abuse” designed to force a deaf employee’s resignation has been ordered by Ontario’s top court to pay her $266,000.

The stinging Ontario Court of Appeal decision amplified the original damages awarded to Vicky Strudwick by more than $100,000. The result comes after four years of legal proceedings against her former employer, Applied Consumer and Clinical Evaluations (ACCE), for wrongful dismissal, breach of the human rights code and intentional infliction of mental suffering. Her lawyer called the lawsuit the “worst employment case” he’s seen in 31 years of practising.

Less than a year after she suddenly became deaf, a condition doctors believe may have been caused by a virus, the 56-year-old was fired from the polling and research firm in May 2011. By that time, she had worked there for more than 15 years and was making $12.85 per hour in her latest position.

Leading up to her dismissal, Strudwick “was belittled, isolated, humiliated and made to suffer the effects of her disability to the greatest extent possible,” the three-judge panel wrote. “This conduct was deliberate, malicious and designed to force Ms. Strudwick to quit a job she had held for almost 16 years.”

In an email to the Star, ACCE CEO Raymond Berta said his company “has been part of the Mississauga community for 30 years, with a solid track record of performance coupled with an inspiring corporate culture.

“This case occurred several years ago. As a good corporate citizen we have taken corrective action as reported and we have implemented procedures to prevent any reoccurrences.”

Andrew Hoffman, an ACCE general manager at the time, was named in the decision as “the primary participant” in Strudwick’s workplace harassment. He declined to comment on the case when reached by the Star.

Also named was Strudwick’s immediate supervisor, Liz Camilleri, who “featured prominently in (her) despicable treatment” according to the judgment. Camilleri could not be reached by the Star for comment.

Both bosses“tormented (Strudwick) for the specific purpose of making the work environment intolerable,” the court noted in its sharply worded decision, citing evidence presented in court last summer.

This included advising co-workers not to talk to Strudwick and to telephone her with information she needed. Not hearing the phone — thereby missing the information — provided her superiors with an opportunity to chastise her.

Andrew Hoffman, an ACCE general manager at the time, was named in the decision as “the primary participant” in Strudwick’s workplace harassment.
Andrew Hoffman, an ACCE general manager at the time, was named in the decision as “the primary participant” in Strudwick’s workplace harassment.   (ANDREW HOFFMAN / LINKEDIN)  

When Strudwick requested workplace accommodations — including a Canadian Hearing Society assessment, visual fire alarm, a special telephone designed for hearing impaired people, and permission to turn her desk around so she could see people as they approached her — Hoffman denied them, taking the position they were “unnecessary,” the court decision stated.

In an interview, Strudwick told the Star she had mixed emotions about the judgment.

“It doesn’t put this to rest,” she said. “I have to continue to live through this ordeal.

“It was a nightmare, that part of my life, to wake up and dread going to work. But it’s a job, so you put up with it.”

The court noted Strudwick was fired after Hoffman called her a “goddamned fool” over a “stunt” she pulled at a workplace event. The reason for the termination was for “insubordination and wilful misconduct.”

Strudwick’s lawyer, Christopher Du Vernet, told the Star he believes the case puts Ontario employers on notice that disabled workers have to be treated fairly and with respect.

“This is a warning signal for any employer contemplating disregard of employees’ human rights and it will cost them dearly if they do so,” he said. “This is a woman who came in on weekends, came in early, stayed late — her work was her life. And then she’s fired when she became disabled.”

The decision notes the company argued its penalties be deflected onto Hoffman, whose employment was terminated after Berta returned from medical leave. The court rejected this argument, stating the company “cannot escape responsibility” for the actions of its employees.

According to his LinkedIn profile, Hoffman’s employment with ACCE ended in November 2014. A statement of claim obtained by the Star shows he has sued Berta, his former boss, for wrongful dismissal following a “negligent workplace investigation” into allegations that he had harassed someone within his workplace. Hoffman’s lawyer declined to comment but said the case is ongoing.

In response, Berta has counterclaimed for damages. A statement of defence and counterclaim alleges Hoffman stole from the company and mistreated employees. Neither Berta nor his lawyer could be reached by the Star on Wednesday.

For Strudwick, it “took a lot of prayer and support from friends, family, and the Canadian Hearing Society,” but she has since learned how to accept her hearing loss, work with it and move on from her workplace “nightmare.”

Still, she recalled listening to her CD collection as her hearing began to fade so many years ago, hoping in vain it would come back. Earlier this week, she recited a biblical passage from one of her favourite songs, a religious tune titled “Keep Your Eyes on the Prize.”

“At that time the eyes of the blind will be opened and the ears of the deaf will be unstopped.”

If you want to know more or need our help, feel free to contact us at Haywood Hunt for an obligation-free initial consultation.

Workplace Investigation or Workplace Review?

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In running a business, there will come a time when you just feel that something isn’t quite right, that some aspects of the organization just don’t make sense, or that an employee is behaving in a suspicious manner. As a business owner or a manager, you might have thought about conducting a workplace review, but then someone suggested that what ought to be done is a workplace investigation. While both aim to get to the root of whatever problem your workplace is experiencing, they are two different things, and we’ll tackle their differences as well as what might be best for your company in this post.

Workplace Review VS Workplace Investigation – The Differences

Generally speaking, workplace reviews are done even without any raised concern or even when you do not suspect that there is a problem. It is usually performed just to ensure that everything is just fine. In contrast to that, workplace investigations are conducted as a response when a concern was brought up by an employee or employees.

Below are some key features of workplace investigations:

  • There is a complaint that warrants a response.
  • The complaint should be specific and filed by a complainant in writing to be investigated upon.
  • The investigator will balance the facts and probabilities based on the complaint and submit a written report to the employer who will then use the report to make a decision.

As for workplace reviews, below are its key features:

  • Reviews are initiated by the employer with or without a complaint being made, because of this, a workplace review has no need for a named complainant or a specific complaint.
  • A consultant will look into the matter and speak to a larger group of employees.
  • Each employee will then have an opportunity to speak to the consultant in private and raise issues that may need to be looked upon if any.
  • Procedural fairness does not apply to workplace reviews because there are no complaints or allegations against particular employees.
  • The consultant simply submits a written report to the employer which summarizes the issues and concerns raised by the employees. This written report will contain notes of the consultant’s discussions with the employees. These notes, along with the consultant’s comments can be used by the employer for decision-making purposes.

Choosing Between a Workplace Review and a Workplace Investigation

Although Haywood Hunt and Associates Inc. undertakes both workplace investigations and workplace reviews, we usually speak first with the business to determine what’s needed.

We suggest a workplace investigation when there is a serious complaint, when a disciplinary action may need to be taken against an accused employee, when the employer senses that something very wrong is going on, when an employer needs a third party point of view to help with decision-making, or when some matters may necessitate legal action.

A workplace review is suggested when the employer simply wants to have an understanding of the workplace’s current state of affairs, any issues and concerns, or just have a feeler or to see if there is a future need for a workplace investigation.

As professional private investigators, we do not recommend that a workplace review and a workplace investigation be carried out at the same time because this can lead to confusion and other issues. If you want to know more or need our help, feel free to contact us at Haywood Hunt for an obligation-free initial consultation.

 

Protecting Your Interests with Corporate Private Investigations

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How often have you met someone who might be able to help your business but you were just not sure if doing business with that person would be a smart move? How can you propose to do business with someone who you don’t really know anything about, right?

There are so many ifs and buts in business. Wouldn’t it be great to be able to make decisions knowing that whoever you are dealing with is trustworthy?

Who Needs Corporate Private Investigations?

The best candidates for corporate private investigations are those who have already been taken advantage of. They know what is at stake and how painful it is to be duped, especially after finding out how easy to prevent being taken advantage of is, if only they knew better earlier.

Doing your homework on people is of the utmost importance more so when you’re putting everything on the line just by dealing with them. Remember that in some cases, merely being business partners with unscrupulous individuals or businesses can mean that you or your business can be held responsible from whatever consequence connecting with such persons or companies may bring. One false move can mean losing everything you’ve worked hard for, and yes, even for something that you are not directly involved in.

End point is, whoever you are dealing with, be it just a nanny or a high-stake business deal, you need to know such things as:

  • Any record of bankruptcies
  • Blogs and other written records online
  • Possible criminal history
  • Evictions, if any
  • Foreclosures
  • Finances, especially business related
  • General reputation and/or community standing
  • Judgments
  • Liens
  • Media reports

The Corporate Private Investigation Advantage

The private investigator that you hire should be able to give you a comprehensive spot-on report. He/she should be able to find out if someone is vulnerable and what their vulnerabilities are because human nature dictates that someone will almost always use their vulnerabilities as a motive to do something which they will not normally do or indulge in. For instance, if someone is financially weak, that person may use an opportunity to address that vulnerability even if it means hurting your company or you financially. The person may not be a bad person but due to the perceived needs, was driven to be someone else at that moment.

At Haywood Hunt & Associates Investigation Services, we’ve dealt with small businesses, law firms, real estate firms, and big corporations to help them with their corporate private investigation needs such as doing background checks for new hires, potential business partners, and even possible recurring clients.

Background checks for new hires as well as choosing which employee to promote can help you make better decisions about running your business. As for checking on your possible long-term clients and potential business partners, think of it as an investment or a part of the cost of doing business.

You might be surprised at how much a basic corporate investigation can do for you and your business. Contact us for an obligation-free initial consultation today or whenever you need private investigators in Toronto!

Human Error and the Information Security Breach Link

data-breach

How would you feel if you find out that your most loyal employees could be responsible for information security breaches in your company? What will you think if we tell you that even you could be leaking your business’s secrets without you intending to do so?

Canadian Survey Says Human Error is the Primary Cause of Information Security Breaches

To err is human – you’ve probably heard of this saying so many times, and yet it cannot be truer especially when dealing with information. How many times have you simply dumped out receipts at a regular bin without shredding the receipts first? How many times have someone in your business answered the phone and simply gave away your company’s bank details without verifying if there is indeed a real reason for the caller to know such details?

It is not surprising that Shred-it’s 2016 Security Tracker Survey found out that the number one cause of information security breaches for small businesses is human error. Shred-it is a business specializing in destroying information sources to protect a business’s private information.

Truth be told, establishing protocols and implementing training programs are often far below the list of priorities for many small businesses despite the fact that staff errors and lack of awareness being the biggest threats to any business’s security.

What You Do Matters

The survey actually showed that 41% of Canadian C-suite executives and 47% of small business owners are aware that the biggest threat to their companies’ futures is the lack of employee knowledge regarding protocols and safety measures when it comes to handling information, but not many are doing something about this.

To illustrate the above, 39% of small business owners don’t ever conduct compliance training and only 31% of surveyed C-suite executives admit to facilitating a once-a-year training and mostly just for compliance requirements. More so, 47% of SBOs only audit their policies every few years if they do at all.

To safeguard your information, it is recommended that training should be an ongoing process and protocols should be audited and reviewed often. When employees are not trained properly, they often make crucial decisions as they see fit or whatever is convenient for them – actions that can lead to a serious security breach plus increased risk of fraud.

Failing to audit and revise policies, train employees, and keep abreast with information security trends can cause your business to lose or expose important employee, customer, and business data. This can ruin your business or severely affect your business depending on how critical the information leak is when it happens.

Correcting employee behaviour can take time because you will need to have professional help to train them and devise a sound system for protecting your data. In the meantime, you can start with the following:

  • Start shredding all documents that leave your office for the bin.
  • Have employees clear their desks each time they have to leave their workstation for longer periods.
  • Wipe out hard drives when cleaning data stored electronically. Better yet, destroy wiped-out hard drives before throwing them away if they are no longer needed.

Need more help in protecting your data and devising a training system? We can help with that! Our private investigators can help with a lot! Not only will we help with training, but we can also seek out possible breach points. Contact us for an obligation-free initial consultation!

Intro to Account Takeover Attacks

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Organized crime has taken over the internet in recent years. Any web-based account that deals with finances, gaming, retail and other consumer-facing services are under threat of attack from bot armies that are used by unscrupulous individuals.

Cyber criminals have made a very lucrative business out of Account Takeover attacks (ATO attacks) by selling the data from compromised accounts to fraudsters who, in turn, use it to commit cyber crimes that take advantage of mobile games, reward programs, financial services, retail services, and any other web-based service for consumers. It is predicted that there will be a huge spike in ATO attacks this year because of the massive number of data breach in 2015.

ATO attacks are dangerous because the accounts used were created by real users. Mass-registered fake accounts do not contain sensitive personal information but these accounts do, which makes them less suspicious from a security standpoint and therefore they are used to bypass security measures once they get sold to the underground market.

The types of financially motivated downstream attacks that uses taken over accounts are:

Spam

A service feature that accepts content from registered users is vulnerable to an attack by a taken over account. Attacks like this are usually done to askew ratings and degrade platform integrity.

Virtual Currency Fraud

Points from promotions, in-game virtual items, and promotional credits are harvested for real world cashing-in.

Financial Fraud

E-commerce or financial services that store member’s banking details are the targets. The Account takeover attack is performed by making unauthorized withdrawals from credit cards, debit cards, and bank accounts on file.

Phishing

In phishing, the attackers usually use a compromised account to launch phishing attacks within that account’s known contacts to steal their personal information, credentials, or sensitive data as well.

The ATO Army

Those performing account takeovers these days are often organized crime rings that have access to a huge number of bots that they can use to try to crack passwords. One data security company reported discovering an attack at a known retailer website with more than 300,000 failed log-in attempts from only a handful of locations.

Although the success rate was only 8%, it is still chilling how cyber criminals managed to use accounts that are fully registered and are from real people who have no idea that their accounts has been taken over.  What is even more chilling is that the credit card numbers on file were also attempted to be validated by the cyber criminals by using the data on the users’ profile pages.

User accounts that have been taken over are exploited by the fraudsters are not the only ones that are going to suffer from an ATO attack. Brands that have fallen victim will also have to deal with harmful effects on their reputation, something that will have a more long-term effect.

Need help getting your account back, investigating a case of ATO attack, or wanting to devise a plan to prevent a future attack? Then have a chat with your Toronto private investigators. Contact us for an initial consultation today!

3 Questions All Background Checks Should Answer

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Background checks can also be as simple as those offered in $10 internet site, a bit more involved as the typical pre-employment ones, and as complex, thorough, and expensive as those performed by government agencies. It is entirely up to you to choose which type would suit your needs. Just keep in mind that matter what type of background check you go for, it should answer the 3 questions below.

Was the person involved in any types of serious issues in the past?

Not everyone is an axe murderer, but it will be a lot safer for you to deal or work with someone who has not been convicted or charged with serious crimes in the past.

Background investigations can turn up records of minor run-ins with law such as indecent exposure, petty theft, drug possession, or juvenile delinquency, but it can also turn up a history of very serious offenses such as rape, homicide, assault, larceny, or grand theft. Though it is true that people can turn their lives for the better after being charged or convicted of these crimes, you will be surprised that quite a number are actually repeat offenders!

It should be noted that while some low-cost background checks can provide you with some data on criminal records, their access is often limited and will often not include recent cases.

Is the person saying the truth about who they are?

With identity theft increasingly becoming common these days, you will surely want to make sure that the person’s name, address history, birth date, and other important details truly match the person they claim to be. This is one way you can be sure that who you are dealing with is not a con artist.

Aside from the basic personal details, other details you may want to verify are education history, professional licensing, and employment history. Lies about these details red flags in any type of relationship, professional or romantic ones.

Is there an issue that the person is a ticking time bomb who manifests warning signs of future problems or exhibits any other character issue?

Issues like being involved in various lawsuits, history of financial troubles, a lifestyle that does not match with their means, repeated DUI offences, or getting fired again and again are all warning signs that the person could be more trouble than you are ready for.

We are not saying that you can’t give someone a chance to prove themselves first, but we do believe that knowledge is power. Access to information that is not publicly available can be provided by seasoned private investigators and can save you money, time, and heartache down the road. Although background checks cannot give you the full 100% answers to the questions above, a legitimate background check can at least provide you with much-needed information to enable you to make smart critical decisions that can affect your life, family, or company in the future.

Looking for a Toronto private investigator to help you with some background checks? Take a look at our private investigation services and see which one will suit your needs. We welcome questions and inquiries. Contact us today!

 

5 Ways to Minimize Workplace Harassment and Discrimination

workplace-harassment

Workplace harassment and discrimination are more common than you think. In some instances, employees may be able to report the incident but more often than not, they are reluctant to report incidents for fear of retaliation or that they will be singled-out. As an employer, it is your duty to provide a safe and comfortable working environment for your employees – that’s something that you can only do when you’re aware of incidents and promptly act on them.

Recognize When Harassment and Discrimination Occurs

Your commitment to company policies and productivity is reflected in how effective you are in recognizing signs of workplace harassment and discrimination. Does a particular area have an unusually high turnover rate? Can you spot distressed employees and get them to tell you what’s causing their distress?

Be Able to Communicate with Employees

Regular communication allows you and your managers to recognize early on when someone is not acting the same way. An employee that’s usually open and talkative and then suddenly becomes reclusive is a sign that’s something is wrong. This could be about a personal issue but could be a sign that the change was brought upon by something in the workplace if actions are prolonged. When you encourage open communication, your employees will be more comfortable about discussing sensitive topics that will help you come to a solution if the problem is within your company.

Observe the Workplace

By simply asking questions and making yourself available for communication, you will be able to have access to concerns that may not be visible to you but are very obvious to your employees. More so, your physical presence alone is a major morale booster and can be a good reminder that any form of discrimination and harassment will not be tolerated when you’re seen acting on incidents right away.

Record and Analyze Employee Performance

Tracking employee performance can help you determine cases of workplace harassment and discrimination. Negative trends such as unexplained sick days, being tardy, and decreased performance of a normally productive employee can be because of incidences of discrimination or harassment. Although other reasons could be at play, it is better to be able to act on what you can change sooner.

Monitor Resignation Reasons and Turnover Rate

If good employees are repeatedly leaving your company out of the blue, it is time to sit down and assess what could be causing this. If they are being offered better opportunities elsewhere then perhaps you simply need to make a counter offer but if employees keep on resigning on jobs that they seem to enjoy, then there could be a deeper reason. Conduct exit interviews to have a documentation of reasons why your employees resign. Even if you do not find any cases of workplace harassment and discrimination, you’ll at least have an idea of what can be improved as far as your employees are concerned.

Keep in mind that different industries will feature different forms of discrimination. It is your responsibility to assess, monitor, and prevent incidents of workplace harassment and discrimination in your various work settings. You may use a reporting system and get expert help from private investigators to uncover issues within your organization. Your employees deserve a work environment that they feel safe in so that they can focus on their productivity.

Suspecting incidents of workplace harassment and discrimination at your organization? Have experts find out for you what’s really going on! As the leading team of private investigators in Toronto, we pride ourselves on conducting thorough corporate investigations and surveillance to resolve issues like this for you. Contact us for an obligation-free initial consultation today!