Investigation Goals

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

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Throughout her 30-year legal career, Debra L. Reilly has conducted over 900 internal workplace investigations for various counties, municipalities (including police departments and fire departments), water districts, sanitation districts, transportation authorities, public and private elementary schools (K-12), private and public colleges and universities, the United States Postal Service (holding a “sensitive” security clearance by the Postal Inspector’s Office), and a multitude of private sector employers . Debra has conducted employment investigations throughout the United States and California. She has testified in depositions, arbitrations, and trial concerning the findings of her investigations. Given her legal training and litigation experience representing both management and employees, Ms. Reilly’s investigations are impartial, objective, and thorough. Ms. Reilly has also testified as an expert witness in Human Resources standard practices in conducting harassment and discrimination investigations, as well as Human Resources standard practices in conducting reasonable accommodation assessments of disabled employees and engaging in the interactive process.