Many issues must be considered and questions answered.
In rendering recommendations following an investigation a number of issues must be considered and answered. These issues include if any of the company’s policies, guidelines, or practices were violated?, were any laws probably violated?, or is the company required to report its findings to a governmental agency?, to name a few. If it is determined that misconduct has occurred, an employer has the decision to make if disciplinary actions should be given out. This white paper reviews the importance of reviewing company policies and procedures before moving forward with discipline or termination.
Of counsel in the law firm of Jones Day’s San Diego office
Has represented employers for more than 40 years and has advised employers concerning dozens of complaints of sexual or other unlawful harassment, many of which resulted in litigation
Fellow of the College of Labor and Employment Lawyers and has been recognized since 1993 in The Best Lawyers in America
For many years has presented for Lorman Education Services on conducting internal investigations of employment claims
In the 1990s he was part of a team that provided anti-harassment training to the court staff and justices of the California Courts of Appeal and the California Supreme Court
Recently co-wrote a paper analyzing the California Fair Employment and Housing Council’s regulations on discrimination and harassment
Currently the amicus coordinator and a former chair of the Employers Group Legal Committee, a group of 18 prominent California lawyers who represent the interests of employers, as amicus curiae, in important employment and labor cases before the California and federal courts; in that capacity he was the author of a successful amicus brief in the important harassment case of Lyle v. Warner Brothers, in which the California Supreme Court addressed claims of environmental harassment involving the Friends television show