Report

Overview of Workplace Investigations and the Law

 
In cases where a supervisor has engaged in unlawful harassment, an employer can escape liability if no tangible employment action (e.g., an actual change that has an actual adverse effect on the job or working conditions, such as termination, suspension, demotion, transfer, denial of increase or reduction in pay) has occurred as long as the employer can demonstrate that it exercised reasonable care to prevent and promptly correct any harassment, and the employee unreasonably failed to take advantage of internal complaint mechanisms or to otherwise avoid harm.

Equally as important, in cases where a co-worker engages in the unlawful harassment and the employer knew or should have known it was occurring, an employer can protect itself if it can demonstrate that it implemented immediate and effective measures to end the harassment and prevent future occurrences.

This overview provides general guidelines on how to conduct an internal discrimination/harassment investigation so that a future observer (i.e., administrative agency, Court, jury) will consider it reasonable.

Faculty

Sally Griffith Cimini

Sally Griffith Cimini

Leech Tishman Fuscaldo & Lampl, LLC

Agenda

Faculty

Sally Griffith Cimini

Sally Griffith Cimini

Leech Tishman Fuscaldo & Lampl, LLC

  • Partner with Leech Tishman Fuscaldo & Lampl, LLC
  • Chairs the firm’s Alternative Dispute Resolution and Employment Practice Groups
  • Published numerous articles on employment law and is a regular speaker on employment, labor law and human resources issues
  • Served on the faculty of the Pennsylvania Bar Institute’s Employment Law Institute and other PBI employment programs for many years
  • J.D. degree, Duquesne University School of Law; B.A. degree, Duquesne University; holds SPHR certification from HRCI
  • Can be contacted at [email protected] or 412-261-1600

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