sexual

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…

Can Sexual Orientation Discrimination Equate to Religious Discrimination?

By Debra Reilly on September 3, 2009

Posted in Religious Discrimination, Sexual Orientation

Yesterday, a fellow employment law blogger, Jon Hyman of the Ohio Employer’s Law Blog, made an interesting post. Sexual orientation discrimination by an employer is still legal in Ohio, so some creative plaintiff’s lawyers in Ohio have argued that the employers’ actions constituted religious discrimination because the plaintiff employees’ lifestyles did not comport with…

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.