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Investigations
Effective Investigators are Impartial
Nearly
every organization has a policy against discrimination which includes
a commitment to investigate and promptly resolve internal employee
complaints. However, given the pressures on human resources departments
and in-house counsel, organizations may not be equipped to provide
timely, independent, neutral investigations in response to claims
of management or co-employee wrongdoing.
A personable and skilled communicator, Ruth is
an effective investigator of workplace disputes. Acting at the request
of law firms and organizations, her investigations and neutral fact-findings
have often led the parties to reach amicable resolution of the issues,
enabling them to restore productive working relationships and avoid
embarrassing, costly, and disruptive litigation.
Representative Investigations:
- Claims of disparate treatment against private elementary and high schools
- Age discrimination claim in charitable organization
- Claim of “bullying” by co-manager and employees in beauty industry
- Complaints of sexual harassment by sales executives of pharmaceutical firm
- Sex harassment claim against medical practice
-
Gender discrimination
claims in financial services companies
- Race discrimination claim against university
- National origin claim against manufacturer
-
Sex discrimination
and harassment claim against executive of a not-for-profit
organization
- Gender discrimination claim of students against college professor
- Same-sex sex harassment claim against corporate officer
- "Reverse" discrimination claim against
female executive
- "Gender equity" survey for financial
services company
- Claim by high-level executive that supervisor discriminates
against working mothers
- Sex harassment claims against trading desk of major
broker-dealer
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