Maggie’s Story

By |2018-02-22T09:59:33+00:00February 22, 2018|

I recently had the pleasure to meet a wonderful woman who has spent the majority of her career putting programs and processes in place in higher education that allowed women an equal opportunity education. What I love about her story is the fact that an unlikely hero made a [READ MORE ...]

EEOC 2017 Litigation Data Shows Nearly $400M in Settlements.

By |2018-01-28T17:10:05+00:00January 28, 2018|

On January 25th, the Equal Employment Opportunity Commission (EEOC) released their Fiscal Year 2017 Enforcement and Litigation Data Report. Although the numbers are a bit lower than in 2016, the message is still clear. Employers must put more effort into prevention. The EEOC reported 695,000 complaints called in reporting [READ MORE ...]

HR Manager Personally Liable: A Real Fear for HR Professionals

By |2020-11-08T20:06:58+00:00June 15, 2017|

Personal liability is nothing new to HR professionals. Since 2012, it has been very clear that both managers and HR employees can be held personally liable for retaliatory measures related to discrimination and harassment claims. This information is generally included in our Discrimination and Sexual Harassment training. But in [READ MORE ...]

Isn’t Reverse Discrimination Actually Just Discrimination?

By |2017-01-03T10:00:16+00:00January 3, 2017|

On December 15, 2016, The California Court of Appeal ruled to reverse a sexual orientation discrimination claim, allowing the case to now proceed to trial. In Hardy vs. Watts Healthcare Corp.,  Hardy alleged that her supervisor treated gay men, men in general and lesbians more favorably than heterosexual women, [READ MORE ...]

Can Your Company Afford $22,500 in Lost Productivity…Per Employee?

By |2016-11-14T15:01:55+00:00November 14, 2016|

Over the weekend, I came across an interesting article in the Harvard Business Review titled, Why We Fail to Report Sexual Harassment. The article addressed the fact that despite employer efforts to train staff and investigate complaints, the majority of employees affected by harassment, whether victims or bystanders, do [READ MORE ...]

5 Reasons to use technology for your workplace investigations.

By |2016-10-17T09:21:25+00:00October 17, 2016|

No one likes conducting workplace investigations. Not Managers or HR Professionals, not attorneys, not even most Private investigators. Why? Because they take a great deal of time and resources. Both human and financial resources. There is always a bit of fear involved. Fear of saying something wrong and creating [READ MORE ...]

The Top 10 Investigation Challenges: Part 9, Getting the budget and buy-in from the Executive Team.

By |2016-08-11T11:32:55+00:00August 11, 2016|

What if an employee informed you that he is constantly being asked to spend “personal time” with a manger from another department? You know you have to conduct an investigation, right? But before you begin, you must receive cooperation from your boss, be it the General Manager, VP of [READ MORE ...]

Try InvestiPro for your next workplace investigation and get 40% off for the next 40 days!

By |2016-07-29T18:05:18+00:00July 29, 2016|

Summer is prime time for company outings and picnics. It's a great time for employees and their families to let loose and have some fun. Unfortunately, it's not uncommon to have employee behavior cross the line. Don't fret, InvestiPro is here to simplify your workplace investigations. For the next [READ MORE ...]

The EEOC finds that Harassment Training is not working.

By |2016-06-20T11:37:53+00:00June 20, 2016|

As many HR professionals have known for some time, harassment training alone is not effective in changing behaviors in the workplace. Without enforcement by management, employees do not see the need to change the status quo. The EEOC Task Force findings shared yesterday at the 2016 Annual SHRM Conference [READ MORE ...]

Top 10 Investigation Challenges – Part 5; The investigation, when your witness won’t speak.

By |2016-04-18T10:18:04+00:00April 18, 2016|

There is such as thing as constructive silence….and then there is just silence. Unfortunately some employees believe that they are protecting themselves, or their co-workers, if they simply refuse to answer any questions in a workplace investigation. But the law does not allow employers to simply state that they [READ MORE ...]

Top 10 Investigation Challenges – Part 1 When an employee says…I don’t want you to do anything, I just thought you should know.

By |2016-03-16T15:11:01+00:00March 16, 2016|

If you ask any HR professional who has been responsible for employee relations, the majority of them will tell you they have had a conversation that started with this phrase. (I don't want you to do anything, I just thought you should know). Your response is very important, but [READ MORE ...]

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