We build compliance programs and labor relations governance systems that reduce litigation and bring order to people management.
The practice covers the psychosocial risk assessment required by Brazilian regulation NR-1, the design of internal policies, corporate investigations and the handling of whistleblower reports.
The set of policies, controls and routines that keep a company's people-management practices in line with the law and with internal standards of conduct — preventing liability and protecting the organization's reputation.
Structured reporting channels, with a proper investigation flow, are now a core governance component. Beyond meeting regulatory requirements applicable to certain sectors, they allow irregular conduct to be identified and addressed before it becomes litigation.
The investigation examines facts reported or identified by the company with method, confidentiality and respect for the rights of those involved, producing conclusions that support safe decisions — disciplinary, contractual or strategic.
HR runs people management; compliance structures the rules, controls and channels that keep that management within the law and internal policies. They are complementary: the compliance program gives HR objective criteria and clear decision paths.
It can, provided the inquiry gathers evidence lawfully, hears those involved and documents its conclusions. A well-conducted investigation is what sustains the proportionality of the sanction if it is later challenged in court.