- 30-year career in athletics as Commissioner of the Big 12 and Ohio Valley Conferences and as an NCAA Director of Enforcement.
- Involved in investigations of some of the most prominent college sport infractions cases in NCAA history, including those at SMU, Oklahoma, Maryland, Kansas, Ole Miss, Houston and University of Nevada, Las Vegas.
- Managed playoff and bowl post-season football formats, negotiating major television and bowl game deals.
- As an offensive lineman, Beebe was a four-year starter and served as captain of the varsity football teams at Walla Walla (Wash.) Community College and Cal Poly-Pomona.
- All 7 Best Practices
- Pre-Call Discovery Process
- One-on-One Call with Expert
- Session Summary Report
- Post-Session Engagement
Workplace Misconduct Risk Management
Employees are every employer’s greatest asset – successful businesses have realized that if they take care of their employees, the employees will take care of the business.
However, the internal workforce is also an employer’s greatest risk and liability exposure. Many employers have not figured out the secret of how to avoid and mitigate exposure to workplace misconduct, including harassment, discrimination, retaliation, wrongful discharge and other claims and lawsuits.
In addition to the threat of employee-driven complaints in today’s hyper-litigious society, employers must deal with a multitude of other personnel relations problems. Running a business would be much less complicated if leaders didn’t have to continually address:
- Interpersonal work relationship conflicts (such as lack of teamwork) between coworkers.
- Performance management challenges.
- Counseling and discipline.
- Low morale.
- Employee turnover.
- Electronic communications misuse (social media, for example).
- Romantic, sexual or dating relationships between coworkers.
- A loss of revenue and productivity.
- Expenses related to investigations, settlements, defense and litigation.
- Skyrocketing insurance premiums for employment practices liability and sexual abuse/misconduct.
An organization or business entity must uphold its moral and legal duties to protect its employees and other persons associating with it from harassment, discrimination, retaliation, sexual misconduct, unfair work practices, and other wrongdoing. All business entities face tremendous misconduct risks especially because of a perceived lack of transparency and failure by management to deploy effective misconduct prevention efforts.
Those in less-powerful positions who may know of illegal or improper behavior must feel that it is safe to speak out. Relying solely on internal personnel and outside legal counsel to address workplace conduct issues can be problematic. These individuals can be perceived, fairly or not, as having a vested interest in protecting themselves and the organization. As a result, information that could be acted upon and resolved prior to legal action or public exposure may be stifled.
But when independent experts validate the measures taken by the organization to protect everyone involved with it, the organization is deemed more credible in courts of law and public opinion.
Proven solutions exist for employers to prevent or reduce personnel loss and litigation. Organizations simply must be open to examining methods of enhancing internal policies, procedures and practices related to human relations in the workplace.