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
Reilly Workplace Investigations Blog
A Guide To Investigating EEO Complaints & Other Workplace Problems
The Reilly Workplace Investigations Blog, published by Reilly & Associates, focuses on workplace investigations related to employee misconduct, harassment, discrimination, retaliation, and whistleblower claims. It covers procedural and substantive issues unique to public sector investigations, training for internal investigators, and legal requirements under federal and California laws such as FEHA and Sarbanes-Oxley. The blog addresses employer obligations to conduct investigations, methods for conducting defensible interviews, and the importance of investigations in compliance, morale, and prevention of future violations. It also discusses specialized topics like whistleblower retaliation investigations involving forensic accounting collaboration.
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Latest from Reilly Workplace Investigations Blog
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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…
Laws Requiring Harassment and Discrimination Investigations
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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:…
Goals of Conducting Internal Investigations in the Workplace
By Debra Reilly
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
…
Sarbanes-Oxley Whistle-Blower Retaliation Investigations
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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…
WHEN SHOULD AN EMPLOYER INVESTIGATE? (PART 3)
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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…
WHEN SHOULD AN EMPLOYER INVESTIGATE? (PART 2)
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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…
WHEN SHOULD AN EMPLOYER INVESTIGATE? (PART 1)
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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)…
Sexual Harassment Investigator Training in San Diego Area
By Debra Reilly
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…
CAOWI Changes Name to AWI
By Debra Reilly
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…