California’s Firefighters Procedural Bill of Rights Act (FBOR) contains many requirements that might ensnare the unwary investigator. An investigator investigating the conduct of a firefighter, paramedic, or emergency medical technician (who might be subject to “punitive action” by his/her public agency
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Conducting Firefighter Investigations: Firefighter’s Procedural Bill of Rights Act
California public safety officers have had their own procedural bill of rights for the last three decades, so it is only fair that California firefighters should also have a procedural bill of rights (as many other states have also enacted).
No Matter How Bad it Looks, Don’t Rush to Judgment: Do an Investigation
News flash: Context matters! Big headlines this last week about the Obama administration’s rush to judgment in demanding the resignation of Shirley Sherrod, the former Agricultural Department’s Chief of Rural Development in its Georgia office. She was forced to resign
ROLE OF OFFICER’S REPRESENTATIVE DURING INVESTIGATIVE INTERVIEW
The Public Safety Officers Procedural Bill of Rights Act (POBR) contains many requirements. Some of the rights that a workplace investigator should be familiar with are the “representative” requirements. POBR states the following three rights: • Upon the filing
Detail and Timing of Notice to Officer under Investigation
The Public Safety Officers Procedural Bill of Rights Act (POBR) contains many requirements. One requirement of particular concern to workplace investigators is the “notice” requirement. POBR states that the public safety officer under investigation shall be informed of the “nature”
Internal EEO Workplace Investigation Training in San Diego
The Society for Human Resource Management (SHRM) is holding its annual conference in San Diego this year June 27 – 30, 2010. I thought I would alert you to two pre-conference workshops concerning conducting internal workplace investigations. Both workshops are
Employers Should Conduct Internal Wage & Hour Audit: 250 New DOL Investigators Graduating
According to the February 18, 2010, Newsletter of the United States Department of Labor’s (DOL), 107 new members of its “Wage & Hour” staff have completed their “Basic I Investigator Training.” The graduates completed an intensive three-week training on
How to Conduct a Sexual Harassment Investigation
Dear Readers,
I recently wrote an article, along with employment attorney Nancy Bornn, providing practice pointers on conducting internal workplace investigations. It is published today on the SHRM (Society for Human Resource Management) website.
If you are not a
Sexual Harassment Investigation: Preserve the Evidence
You have just learned that an employee is complaining of sexual harassment by a co-worker via email. What should you do first, or at least at the very top of the list? Take steps to insure that the accused
Personnel Files: Review Before or After Interview, or Not at All?
Should a workplace investigator in a sexual harassment or discrimination investigation view the personnel file of the complainant / alleged victim at all? If so, at which point in the investigation should it be viewed, and under what circumstances? These