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