Reilly Workplace Investigations Blog

A Guide To Investigating EEO Complaints & Other Workplace Problems

Blog Authors

Latest from Reilly Workplace Investigations Blog

Public Sector Investigation Training

By Debra Reilly on May 23, 2013

I will be speaking on “Public Sector Investigations” on June 4, 2013 (9:30 a.m. to 1:00 p.m.) Location: Weintraub Tobin ♦ 400 Capitol Mall 11th Floor ♦ Sacramento CACo-Presenters: Kelli Kennaday and Donna Peter 3 hours HRCI & California MCLE Credit Pending Investigating allegations of misconduct by public sector employees involves both procedural and substantive issues not present in other types of investigations. In this half-day seminar, two experienced public sector investigators and an experienced…

Reilly Workplace Investigations Blog

Internal Investigator Training in San Diego for Discrimination, Harassment, and Retaliation Claims

By Debra Reilly on October 19, 2012

I am once again offering training to human resources professionals, attorneys, and private investigators on how to conduct legally defensible harassment, discrimination, and retaliation investigations in the workplace. Although the training will be geared towards these professions, attendees of any background are welcome to attend. Basic knowledge of sexual harassment and discrimination law is helpful, but not required. Questions and problematic scenarios are welcomed! Date: Thursday, November 15, 2012 Time: 11:45 a.m. to 2:15 p.m.…

Reilly Workplace Investigations Blog

Laws Requiring Harassment and Discrimination Investigations

By Debra Reilly on June 21, 2012

Harassment and discrimination investigations in California should be conducted by the employer whenever the alleged victim contends that the wrongful conduct was motivated (at least in part) by the alleged victim being a member of any of the following classes: Age (40 and over); Ancestry; Color; Religious Creed; Denial of Family and Medical Care Leave; Disability (mental and physical) including HIV-positive and AIDS; Marital Status; Medical Condition (cancer and genetic characteristics); Genetic information; National Origin;…

Reilly Workplace Investigations Blog

Goals of Conducting Internal Investigations in the Workplace

By Debra Reilly on June 19, 2012

Many reasons exist to conduct an internal investigation of an employee complaint of unlawful conduct (or violation of employer’s policy). To name a few: Employers may need to comply with a particular law compelling an investigation. Employer may need to comply with its own policies stating that an investigation will be conducted under the circumstances identified in the complaint. Employer wants to improve the morale of its employees by showing that complaints are taken seriously…

Reilly Workplace Investigations Blog

Sarbanes-Oxley Whistle-Blower Retaliation Investigations

By Debra Reilly on June 1, 2012

The federal Sarbanes-Oxley Act of 2002 (“SOX”) was enacted in response to a number of major corporate and accounting scandals including those affecting Enron, Tyco International, Adelphia, Peregrine Systems, and WorldCom. The Act’s “Whistleblower Protection for Employees of Publicly Traded Companies” provision protects whistleblower employees of publicly traded companies. It provides that no publicly traded company, including officers, employees, contractors, subcontractors, or agents of the company, may “discharge, demote, suspend, threaten, harass, or…

Reilly Workplace Investigations Blog

WHEN SHOULD AN EMPLOYER INVESTIGATE? (PART 3)

By Debra Reilly on March 23, 2012

investigations should be conducted in cases where no one formally complains yet the employer has learned of a claim of wrongdoing via an anonymous tip, citizen complaint, rumor, hearsay, or third-party employee complaining on behalf of the victim. An employer can be charged with constructive notice of the alleged wrongdoing, even if no one complains of the conduct, when the conduct is so pervasive that the employer should have known of it. An employer should…

Reilly Workplace Investigations Blog

WHEN SHOULD AN EMPLOYER INVESTIGATE? (PART 2)

By Debra Reilly on March 19, 2012

In deciding whether an employee complaint rises to the level of alleged illegal activity or company policy violations, employers should interpret the incoming complaint very broadly and err on the conservative side by investigating anything that comes remotely close to illegal activity or company policy violations—especially if the allegations are against a supervisor (due to the employer’s risk of strict liability). What may seem initially to be an innocuous or petty complaint—which perhaps does not…

Reilly Workplace Investigations Blog

WHEN SHOULD AN EMPLOYER INVESTIGATE? (PART 1)

By Debra Reilly on March 18, 2012

Some types of employee complaints must be investigated as a matter of law, e.g., sexual harassment complaints. Although no statutes regulate how investigations must be conducted, the California Fair Employment and Housing Act (FEHA) (Cal. Gov’t Code §§12900–12996) requires an employer to take “immediate and appropriate corrective action” when faced with a covered harassment complaint (see Cal. Gov’t Code §12940), and the U.S. Equal Employment Opportunity Commission (EEOC) states: When an employer…

Reilly Workplace Investigations Blog

Sexual Harassment Investigator Training in San Diego Area

By Debra Reilly on March 12, 2012

Because I have received many requests to provide internal training to employees on how to conduct sexual harassment investigations, I will be offering open training on the subject to anyone interested, but the training will be geared towards Human Resources Professionals, Private Investigators, and Attorneys. Attendees of any background are welcome to attend, but some basic knowledge of sexual harassment law is helpful. If time is allowed, other types of investigative training will be covered.…

Reilly Workplace Investigations Blog

CAOWI Changes Name to AWI

By Debra Reilly on October 31, 2011

California Association of Workplace Investigators (CAOWI) members have just voted to change CAOWI’s name to the Association of Workplace Investigators (AWI). AWI will now begin working to expand its membership to workplace investigators in any geographic location in the country–or world, for that matter. We greatly look forward to new associations with out-of-state investigators.…

Reilly Workplace Investigations Blog

A Guide To Investigating EEO Complaints & Other Workplace Problems

Blog Authors

Public Sector Investigation Training

Internal Investigator Training in San Diego for Discrimination, Harassment, and Retaliation Claims

Laws Requiring Harassment and Discrimination Investigations

Goals of Conducting Internal Investigations in the Workplace

Sarbanes-Oxley Whistle-Blower Retaliation Investigations

WHEN SHOULD AN EMPLOYER INVESTIGATE? (PART 3)

WHEN SHOULD AN EMPLOYER INVESTIGATE? (PART 2)

WHEN SHOULD AN EMPLOYER INVESTIGATE? (PART 1)

Sexual Harassment Investigator Training in San Diego Area

CAOWI Changes Name to AWI

Company

Support

New to the Network