Safety – GDPR – Anti-corruption measures
How should an investigation be organized when a case of moral or sexual harassment has been reported? Which companies are required to negotiate an occupational health risk agreement? What is the procedure in the event of an employee being declared unfit to work by an occupational doctor?
How long must employee files be kept? Can video surveillance evidence be used against employees? Can employees’ professional computer records and e-mail be accessed?
What should be done if corrupt activities are reported? What should the code of conduct include?
If obligations in matters of health and safety have always been at the forefront of employers’ responsibilities, recent legislative reforms have seen their scope widened further.
Companies have become active participants in the fight against corruption and the protection of personal data.
Health and safety: company rules and regulations, psychosocial hazards, moral/ sexual harassment/ sexist behaviour surveys, procedures further to unfitness for work, gross misconduct…
Personal data: Charters covering personal data management within the company, in compliance with GDPR, data conservation time limits, use of personal data as evidence in litigation proceedings, social networks etc.
Anti-corruption measures: Setting up anti-corruption codes, outlining risk areas, “Sapin II” Law compliance audit, whistle-blowers’ status…