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

By Debra Reilly on October 19, 2012

Posted in News and Announcements, Sexual Harassment

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…

Laws Requiring Harassment and Discrimination Investigations

By Debra Reilly on June 21, 2012

Posted in Sexual Orientation, Why Conduct Investigation?

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;…

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.