Steps to Take - Who to interview
The investigator should interview all witnesses present at the incident(s) or who may have relevant information. While it is important to interview every potential source of information, the investigator should make every effort to ensure the investigation remains as private and confidential as possible.
One consideration in this process is when the employer decides to inform and interview the target of the investigation. This will depend on many factors, including the nature of the violation, the amount of evidence amassed and the sources of said evidence. Assuming the target is interviewed as part of the investigation, employers also should consider asking him/her for names of witnesses. This not only helps to ensure thoroughness, but also conveys the message of fairness to the employee under investigation.”
Download this white paper to continue reading …
Diane Krebs is a Partner in the New York office of Gordon Rees Scully Mansukhani, LLP. She has extensive experience in civil rights, and labor and employment matters, including discrimination, harassment, retaliation, wrongful termination, defamation, civil service, equal pay, and wage and hour claims.
Agenda
Faculty
Diane Krebs
Jackson Lewis P.C.
- Partner in the Melville, Long Island office of Jackson Lewis P.C.
- Extensive experience in civil rights, and labor and employment matters, including discrimination, harassment, retaliation, wrongful termination, defamation, civil service, equal pay, and wage and hour claims
- Represents companies, large and small, public and private, in labor and employment litigation before federal, state and local courts, agencies, mediators and arbitrators
- Litigation practice involves extensive interactions with clients, in-house counsel and administrative agencies, including counsel for the NYSDHR and the EEOC
- Conducts sensitivity and handbook training in house for all levels of employees, to reinforce the policies of the employer and ensure its discrimination and harassment protocols are publicized and understood
- Provides comprehensive counseling and advice to corporate owners and human resource personnel on daily issues and personnel decisions that arise in the workplace, including litigation avoidance and/or minimization techniques, planning reductions-in-force and other cost-cutting measures, setting up performance plans, and addressing emergency workplace situations
- Prepares and reviews a multitude of human resource-related documents, including employment applications, FMLA forms, disciplinary notices, performance reviews, termination letters and employee handbooks
- J.D. degree, New York University School of Law; B.A. degree, Queens College of the City University of New York
- Can be contacted at 631-247-4670 or [email protected]
All of your training, right here at Lorman.
Pay once and get a full year of unlimited training in any format, any time!
- Live Webinars
- OnDemand Webinars
- MP3 Downloads
- Course Manuals
- Audio Recordings*
- Executive Reports
- White Papers and Articles
- Sponsored Live Webinars
Additional benefits include:
- State Specific Credit Tracker
- Members Only Newsletter
- All-Access Pass Course Concierge
* For audio recordings you only pay shipping
Questions? Call 877-296-2169 to speak with a real person.
Thank You!
Download White PaperMore Program Information
Access to all training products $699/year
Unlimited Lorman Training
With the All-Access Pass there is no guessing what you will need for your yearly training budget. $699 will cover all of your training needs for an entire year!
Easy Registrations
Once you purchase your All-Access Pass you will never be any further than one-click away from attending any Lorman training course.
Invest in Yourself
You haven't gotten to where you are professionally by luck alone; it's taken a lot of hard work and training. Invest in yourself with the All-Access Pass.
