Articles by Rachel Ablin, Esq.

Making Credibility Determinations in Workplace Investigations

In some employee misconduct allegations, the facts are clear and undisputed. However, in others, the outcome hinges on how credible the investigator feels the complainant and/or witnesses are. When one person’s statements contradict or simply don’t align with what someone else said happened, you may need to make a judgment call. Consider the following questions when you’re faced with this type of “he said/she said” investigation

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Failing to Respond to Employee Complaints

In recent weeks, #metoo has become a trending topic on social media as more and more people are coming forward with their own stories of having been sexually harassed, assaulted or abused.

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Learning From an Investigation

When allegations of workplace misconduct arise, most company executives and HR professionals understand the importance of handling the investigation...

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