Your first action should be to seek legal advice to ensure that your organization complies with all necessary laws. Then you can explore the advanced options to introduce. For example, health care. While employers are legally and ethically required to exercise due diligence, there are broader benefits to creating a healthy and safe work environment. You can also do this across your organization to create an enterprise-wide manifest that sets out three or four guiding principles for an acceptable level of due diligence. You must exercise due diligence to avoid acts or omissions that you can reasonably expect could hurt your neighbour. While employers are not required to provide a safe workplace, they can be sued if they do not take all apparently reasonable steps to protect those affected from harm. Recently, however, due diligence has become much more than an ambiguous legal concept. Over the past decade, legislators and employers have increasingly focused on predictability of events – tightening laws and recognizing that employers have a responsibility to employees, customers and shareholders to assess risks and take appropriate action to mitigate them. As a result, modern definitions of due diligence typically encompass a company`s legal, ethical, and fiduciary duty to protect employees from unnecessary risks of harm when working or traveling on behalf of the organization. Employers are required by law under the Health and Safety Information for Employees Regulations (HSIER) to place the approved sign in a conspicuous place in each workplace or to give each employee a copy of the approved health and safety legislation: what you need to know, which describes the UK Health and Safety Act.
But why do we need health and safety laws when we already have due diligence? The development of these health and safety laws and regulations brings many benefits to protect people from harm. Global Guardian`s due diligence measures are designed to protect your itinerant or foreign employees from harm and to protect your business from legal risks. Our duty is to fulfill your duty. Global Guardian can seamlessly integrate with your existing human resources or travel assistance team to provide tailored due diligence solutions to protect your employees at home and abroad. Global Guardian can provide country-by-country reports and expert advice to establish and implement company-wide global travel security programs that leverage technology and military experience. But in any organization, regardless of its size, human resources play a crucial role. HR is the only department in an organization that works closely with all functions of the company. This means that many due diligences that require company-wide coordination are necessarily the responsibility of human resources. Due diligence principles follow a similar trend in Canada and Australia, as well as in many European countries. However, due diligence is not a legal requirement in some less developed countries.
As a result, jobs in these countries can sometimes be dangerous and unpredictable. [1] Due diligence can include everything from dealing with grievances to providing PPE. The rules are set out in labor law, and there are many things you have to follow. Any worker with an intellectual disability equivalent to a disability is also required to make appropriate adjustments to ensure that individuals are not significantly disadvantaged in the performance of their work. This is in addition to the obligation to prevent harassment, discrimination or victimization in the workplace, where employers can be held vicariously responsible for the actions of their employees if they do not take steps to prevent illegal behaviour that has resulted in work-related stress. At this point, you may be wondering who in your organization should be responsible for due diligence. This can be a complicated question – and the answer depends in part on the size and organizational structure of your business. All employers are required by law to ensure the health, safety and well-being of their employees.
