Page 241 - An Indispensible Resource for Being a Credible Activist

ers of the company are protected by competitive corporate governance practices and oper-
ating in all ways within legal and ethical compliance?
Who is responsible for safety compliance and required safety processes and training?
What would happen if a concerned employee came to you or a member of your staff to say
that he or she believed that there might be safety risks or not enough safety training? How
would that person be responded to? In what way are you as a leader responsible for this?
How do your current policies and practices support competitive corporate governance? Are
there any gaps between your policies and practices? As an HR credible activist, how can you
influence the necessary decision and policy makers in your company to ensure that all of
the stakeholders of the company are protected by competitive corporate governance prac-
tices and operating in all ways within legal and ethical compliance?
Who is responsible for ensuring compliance with the FLSA? What would happen if a
concerned employee came to you or a member of your staff to say that he or she believed
that there might be problems with employees not being paid properly for the hours they had
worked? How would that person be responded to? Who is responsible for anything related
to FLSA compliance? In what way are you as a leader responsible for this? How do your cur-
rent policies and practices support competitive corporate governance? Are there any gaps
between your policies and practices? As an HR credible activist, how can you influence the
necessary decision and policy makers in your company to ensure that all of the stakehold-
ers of the company are protected by competitive corporate governance practices and oper-
ating in all ways within legal and ethical compliance?
Who is responsible for ensuring the safe disposal of all chemicals, emissions, and mate-
rials? What would happen if a concerned employee came to you or a member of your staff
to say that he or she believed that there might be illegal dumping of chemicals or materials?
How would that person be responded to? Who is responsible for anything related to legal
disposal of hazardous waste? In what way are you as a leader responsible for this? How do
your current policies and practices support competitive corporate governance? Are there any
gaps between your policies and practices? As an HR credible activist, how can you influence
the necessary decision and policy makers in your company to ensure that all of the stake-
holders of the company are protected by competitive corporate governance practices and
operating in all ways within legal and ethical compliance?
Who is responsible for administering FMLA properly and for training managers to be
compliant with FMLA? What would happen if a concerned employee came to you or a mem-
ber of your staff to say that he or she believed that an employee was being harassed or dis-
criminated against or retaliated against for needing Family Medical Leave? How would that
person be responded to? Who is responsible for anything related to FMLA compliance? In
what way are you as a leader responsible for this? How do your current policies and prac-
tices support competitive corporate governance? Are there any gaps between your policies
and practices? As an HR credible activist, how can you influence the necessary decision and
policy makers in your company to ensure that all of the stakeholders of the company are
protected by competitive corporate governance practices and operating in all ways within
legal and ethical compliance?
How are “internal whistleblowers” responded to? What mechanisms are in place to wel-
come and receive communications from concerned employees? How are “internal whistle-

224 The H R Toolkit