On May 6, 2020, the Department of Education (DOE) issued its Final Rule adopting amended regulations implementing Title IX of the Education Amendments of 1972 (Title IX).
In a recent decision, the NLRB returned to employers the right to implement and enforce confidentiality rules during investigations of workplace misconduct.
The Employment Appeal Tribunal has ruled that employers may take credibility as a witness in tribunal proceedings into account when considering the propriety of individuals approved by the U.K. Financial Conduct Authority to work in certain positions.
In the last couple of decades, the state of the art for how companies conduct their internal investigations has evolved considerably, particularly in the United States.
Suspending an employee during a workplace investigation is sometimes necessary. But before an employer decides to suspend a U.K. employee, it should consider several factors to reduce the risk of potential claims of forced resignation.
The 6th Circuit recently held that in conducting Title IX investigations, colleges and universities must provide parties an opportunity to cross-examine witnesses in the presence of a neutral fact-finder in cases hinging on witness credibility.
A recent 6th Circuit decision provides both comfort and caution for universities facing claims of discrimination or bias in the conduct of their disciplinary proceedings relating to sexual misconduct.
On August 22, 2017, the National Association of Independent Schools (NAIS) and the Association of Boarding Schools (TABS) released their first joint report on sexual misconduct in independent schools.
