A discontented employee is more likely to pose legal and reputational risks to your or your client’s organization. At its worst, employee discontent can translate into deliberate misconduct aimed at inflicting harm on the employer.  Gain practical guidance and essential tools to identify and mitigate the risks posed by an employee who:

• uses social media to engage in “cybordination”, anonymous criticism or cyber-sabotage
• engages in theft of intellectual property
• abuses sick leave programs
• makes allegations of harassment in the face of legitimate performance management efforts
• coordinates a defection of employees and lures away customers and clients

Walk away with a checklist of best practices on how to address each of these issues from our panel of leading in-house and external counsel. Learn how you can utilize whistleblowing policies and other initiatives to promote a culture of ethics and integrity, and minimize the risks to the organization.

PROGRAM CHAIRS

Daniel McKeown, Barrister & Solicitor
Lisa Talbot, Torys LLP

SPEAKERS

Rusty McLay, McLay Law Professional Corporation, Employment Counsel/Consultant to BlackBerry Limited
Dean C. Novak, Assistant General Counsel, Litigation / Risk Management, Siemens Canada Limited
Stuart Rudner, Rudner MacDonald LLP