You should always have an understanding of recording consent laws in your state/country and if you live somewhere with one party consent, you should always secretly record HR conversations. Just as long as it’s not obvious you can do a lot of things with your phone. Company policy might ding you for exercising your rights; that’s their right. If you’re building a case against the company that should be the least of your worries. Know your rights and more importantly pretend you don’t know them.
I don’t believe you can put an arbitrary financial penalty on something like that. Closest you could get is “no recording of meetings” in an NDA. However, if the allegation is breaking of the law, which this seems like since they are attempting to fire for cause instead of it being a layoff, you can’t cover illegal activity with an NDA. Meaning this would still be releasable.
Though I’m not a lawyer, so don’t take my random rambling as legal advice.
They’ll learn to meet people in person so they can’t record them, and coach their HR reps to be more dismissive faster.
You should always have an understanding of recording consent laws in your state/country and if you live somewhere with one party consent, you should always secretly record HR conversations. Just as long as it’s not obvious you can do a lot of things with your phone. Company policy might ding you for exercising your rights; that’s their right. If you’re building a case against the company that should be the least of your worries. Know your rights and more importantly pretend you don’t know them.
Trying nothing and running out of ideas.
Or at least put some penalty for sharing the video.
What like fire them for sharing it?
Not of course economical.
I don’t believe you can put an arbitrary financial penalty on something like that. Closest you could get is “no recording of meetings” in an NDA. However, if the allegation is breaking of the law, which this seems like since they are attempting to fire for cause instead of it being a layoff, you can’t cover illegal activity with an NDA. Meaning this would still be releasable.
Though I’m not a lawyer, so don’t take my random rambling as legal advice.
Training? Bah, they’ll send an email next time.