Turbulent times and business disruptions spawn litigation, bankruptcies, asset sales, and post-disaster regulatory investigations. Legal departments and retained counsel can rise to meet these challenges – IF they have preserved potential evidence to make risk/cost settlement decisions. Remote workers generate new data sources every day, and they can't be restricted only to corporate email and phone calls while being expected to do more with less.
One scenario where this becomes especially relevant is when employees leave the company or the organization needs to terminate their employment. Separation of employment protocols must adapt to minimize risk and cost when you can least afford it.
The primary legal/IT goals during a separation of employment event include:
Employee turnover can be an everyday occurrence for a Human Resources team at a large company. We still need to consider worst-case scenarios to ensure data compliance policies and protocols do not have any holes. Veritas has found that most termination policies and protocols do not contemplate large-scale layoffs of remote employees, which has become more of a possibility during this pandemic. A stakeholder team (HR, Legal, Records, IT, Security) should review and amend an organization's overall workflow to address gaps and meet key goals. Some key items for consideration include:
So what are the key solution components needed to handle departing remote employees or contractors going forward?
With each of these components as part of an integrated strategy, organizations can ensure that their legal risk is minimized in the challenging environment presented by today's dynamic workforce.
Learn more at www.Veritas.com/Insights.
This blog is part of an eDiscovery and Digital Compliance series, which started earlier this month with A Map from Reactive to Proactive Data Discovery.
You must be a registered user to add a comment. If you've already registered, sign in. Otherwise, register and sign in.