Fraud regarding working hours, expense fraud, theft, sexual harassment, betraying trade secrets or leaking confidential information... In our experience at least once in their career every HR professional will face a situation where an employee is suspected to have violated duties or even to have committed a work-related crime. German labour and employment law stipulates very rigid requirements regarding procedure and timing in such cases. However, there are various conflicting interests which need to be taken into consideration in addition to the strict legal requirements: How do you treat the suspect with dignity and maybe get him to cooperate? How do you protect the interests of possible victims? What and how do you communicate to whom? Are there any contradictions between the law and the psychologically/ neurologically best way of dealing with such cases?

In our October session we will practise the very challenging "Verdachtskündigung" in case studies where we will discuss what neuroleadership recommends and what the law requires (and the possible antagonism thereof) in cases of dismissal on grounds of suspicion of criminal behavior.

The session will be held at BEITEN BURKHARDT in cooperation with HR Leaders Berlin and Anna Haker as co-speaker, HRpepper Management Consultants.