Misconduct in the workplace is a significant distraction to the efforts of reliable, hard-working employees to do their jobs and creates reputational and legal risk for an employer. An effective investigation, which provides due process to all involved and culminates with an outcome that clearly sets for the facts found in understandable language protects the interests of the reporting person and the responding person and allows an organization to respond to credible allegations and defend itself from allegations proven to be not credible promptly and effectively. Kevin’s practice has always included investigative work of some form, whether it was helping his clients determine the facts necessary to respond to an internal or an external complaint, or helping Dartmouth respond to a concern raised by or about an employee, including faculty members and coaches, or a concern raised by or about a student, balancing the needs of the reporting person and the responding person. The #metoo movement has renewed the focus on an organization’s obligation to properly respond to allegations of illegal and/or inappropriate conduct, particularly by leadership. The cases at the center of the #metoo movement often illustrate the critical role an objective, balanced external investigations could have had: An effective investigation, which provides due process to all involved and culminates with an outcome that clearly sets for the facts found in understandable language protects the interests of the reporting person and the responding person and allows an organization to promptly and effectively respond to credible allegations and defend itself from allegations proven to be not credible.
Typically retained through an employer’s legal counsel, Kevin efficiently identifies the issue to be addressed – violation of employer policy or applicable law and regulation, interviews parties and witnesses in a respectful and effective matter, reviews the documentary evidence and develops a thorough report in the format requested. Kevin’s investigations have helped resolve allegations of workplace bullying, including allegations of bullying by supervisors and co-workers; retaliation against whistle blowers; sexual harassment, racial discrimination, sex discrimination; sexual orientation discrimination; disability discrimination, nepotism and wage and hour violations.
Kevin’s workplace investigation clients include charitable foundations, colleges and universities, family-owned businesses, healthcare systems and hospitals, manufacturers, municipalities, including police departments, non-profit organizations, publicly traded companies and public agencies. Kevin has worked for employers in Connecticut, Maine, Massachusetts, New Hampshire and Vermont.
Employers and attorneys return to Kevin for help as new projects arise because of his high-quality, efficient results.