For decades, the EEOC has served as a bulwark against discrimination, guiding employers and investigators through the complex terrain of civil rights enforcement. But recent political shifts and executive orders have dramatically reshaped the EEOC’s priorities, leaving investigators to recalibrate their approach in real time.
Enter the Public Safety Officers Procedural Bill of Rights Act (POBR) and the Firefighters Procedural Bill of Rights Act (FBOR). These statutes provide robust safeguards for officers and firefighters during disciplinary investigations. For neutral external investigators, navigating these protections while maintaining impartiality, thoroughness, and timeliness is both a legal obligation and a professional imperative.
In 2020, the U.S. Supreme Court held for the first time that Title VII’s protections against “sex” discrimination encompass discrimination on the basis of gender-identity and sexual orientation. Just last year, the EEOC updated its Enforcement Guidance on Harassment in the Workplace to expressly cover these protections.
In today’s immigration enforcement environment, it is critical for employers to understand how to respond if Immigration and Customs Enforcement (ICE) comes knocking.
In the complex landscape of workplace investigations, neutrality and impartiality are non-negotiable. When attorneys step into the role of workplace investigator, they must temporarily shed their identity as advocates and advisors and adopt a fact-finder’s posture.
In the world of workplace investigations, clarity is critical. Attorneys, human resources professionals, and workplace investigators often operate in high-stakes environments where decisions carry significant legal and reputational consequences.
To foster a clearer understanding between investigators and attorneys, it’s important to unpack the key misconceptions and clarify the investigator’s actual role.
As the recent catastrophic wildfires in Los Angeles County have demonstrated, the risk of wildfires continues to threaten lives and property. An effective wildfire prevention program requires regional cooperation between adjoining public entities and a dedicated source of funding. As communities continue to engage in this work, we offer three funding models that have been used.
California has several new employment laws that went into effect on January 1, 2025.
Conducting workplace investigations can be a delicate and complex process. At its core is the challenge of determining the credibility of the individuals involved. Whether dealing with allegations of misconduct, harassment, or other workplace issues, ensuring a fair and impartial investigation is key to upholding justice and maintaining trust within the organization. Below, we outline best practices for assessing credibility effectively during workplace investigations.
