Hi there,
This is your monthly roundup of Spot product updates and DEI-related content.
In the News: Money for Whistleblowers
On August 1, the U.S. Department of Justice’s Criminal Division unveiled a new corporate whistleblower program. This initiative will offer financial rewards to individuals who report corporate misconduct.
Reports must be related to crimes involving financial institutions, foreign and domestic corruption, or healthcare fraud schemes and result in successful prosecution and forfeiture.
There are incentives for companies to self-report within 120 days of receiving an internal whistleblower report. As DOJ Principal Deputy Assistant Attorney General Nicole M. Argentieri candidly expressed: “When misconduct does occur and companies are considering whether to make a self-report, please remember this simple message: Call us before we call you.”
Spot can help! We offer whistleblowing, including anonymous reporting, comprehensive investigation (whether a report is anonymous or not), and case management automated to take the stress off of your team.
Compliance Made Simple: SB 553 Checklist
Still not sure about California’s SB 553 requirements? Peruse the new checklist in our resource center. Spot offers a violent incident log to help you get compliant with the new law.
This 🐻🐻 Repeating
California’s new SB 553 law is all about proactive measures for safety from workplace violence, requiring a violent incident log, employee training, and a prevention plan. If you’re a Spot customer, here’s how to add the violent incident log to your Spot instance:
- Log in to your admin dashboard
- Go to Settings > Case Management Settings
- Check the box next to Report Workplace Violence under “Interviews for incident reporting”
If you’re on an enterprise account and have customized interviews, you may need to reach out to us to add the log
UK Worker Protection Act
The new Worker Protection (Amendment of Equality Act 2010) Act 2023 will go into effect on 26 October 2024.
The act requires UK employers to take steps to prevent workplace sexual harassment. Employers must implement reasonable measures, such as updated policies, regular training, and accessible reporting tools. Failure to do so could result in increased compensation claims of up to 25%.
