Workplaces

Employers meeting Title VII and ADA obligations need investigations that are fair to everyone involved and defensible if challenged, and managers who won’t turn a resolved complaint into a retaliation claim.

We handle both: neutral workplace investigations built to hold up, and training that gives managers and HR the judgment to respond well the first time.

Employment compliance has had its clearest reset in years. The EEOC’s National Enforcement Plan names discrimination tied to DEI initiatives among its priorities, treats retaliation as a standalone enforcement priority, and steps back from disparate impact litigation. The Supreme Court has confirmed that one evidentiary standard governs every Title VII claim, whoever brings it.

For employers the practical consequences are concrete: programs, fellowships, and hiring initiatives that consider protected characteristics deserve counsel level review; reverse discrimination complaints must be intaken and investigated with the same rigor as any other; and the guidance documents HR teams leaned on for years are being rescinded faster than they are replaced, which puts the weight back on the statute and your own documented process.

We work on the process side of that equation: neutral investigations, manager and HR training, and fractional compliance leadership that keeps the function running between hires.