Ablin Law specializes in providing employers and law firms with expert, prompt and objective workplace investigation solutions.
Ablin Law helps employers to navigate and to resolve common and serious problems in the workplace.
Discrimination
It is illegal to discriminate against employees and applicants in every aspect of employment, including hiring, firing, promoting, as well as in the conditions of employment.
Harassment
When a work environment becomes intimidating, hostile, or abusive, employers can be held liable. Harassment laws protect everyone from that kind of unwelcome conduct.
Policy & Employee Code of Conduct Violations
Employees are expected to adhere to the standards of ethical behavior and professional conduct laid out by the employer.
Workplace Training Programs
Investing in training programs helps you to be prepared for common workplace problems, including claims of harassment or discrimination.
Let’s discuss how Ablin Law can help you to improve worker engagement, productivity, morale and compliance.
Recent Articles by Rachel Ablin, Esq.
Questions to Ask During Internal Investigations
In the past, we have discussed why open-ended questions help us conduct more effective investigations when there are allegations of discrimination or harassment. To ensure the investigation is as thorough as possible, you’ll also need to focus on asking specifics – from the complainant about her allegations, from all witnesses involved, and from the subject of the investigation itself.
Virtual Investigation Checklist
Over the last year, the Covid-19 pandemic has fundamentally changed the way workplaces operate. Consequently, the way workplace investigations are conducted has changed as well with many being conducted virtually. As an investigator, this means that you may need to change some of your tactics and strategies when conducting a virtual workplace investigation. The following virtual investigation checklist may help.
Assessing Credibility: He Said/She Said Cases
If you investigate workplace complaints, you are bound to encounter a “he said/she said” case where you must focus on assessing credibility.
