Report

Conducting Effective Internal Investigations

 
A thorough, effective investigator of possible misconduct is a critical component to any employer's compliance system. A variety of federal and state laws require employers to respond effectively to allegations of employee misconduct. How an employer responds to a complaint of misconduct, particularly in conducting a thorough and effective fact-finding investigation, may be as important as whether the misconduct actually occurred.

Agenda

Faculty

George S. Howard, Jr.

George S. Howard, Jr.

Jones Day

  • 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
  • J.D. and B.A. degrees, University of Virginia
  • Can be contacted at 858-314-1166 or [email protected]

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