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Hearing Officer &
Under the new Title IX regulations, colleges and universities may elect to have either a decision maker or a decision-making panel, on which a hearing officer may make a determination as to whether a policy violation occurred (34 CFR, §106.45). The decision-maker(s) and/or hearing officer must be independent of the investigator under the new regulations. Jennifer has received hearing officer training from ATIXA, and her extensive experience as an independent investigator enables her to provide thoughtful, thorough, and relevant guidance when any alleged conduct violations and subsequent hearings arise.
Investigations & Trainings
Schools, colleges and universities must respond to alleged violations of Title IX with prompt, thorough investigations. This fact, along with the possibility of subsequent litigation, makes the ideal investigator one who is independent and knowledgable about the relevant laws, highly skilled in interviewing, and familiar with applicable rules of evidence, privacy rights and requisite due process. Jennifer has this experience and skill set, and she has conducted numerous trainings for a wide variety of clients, including academic institutions.
Workplace Discrimination &
Employers have a legal obligation to investigate any claims by their employees of workplace discrimination, harassment or retaliation. Jennifer has performed numerous investigations of this sort, including tenure denial investigations. Her experience also includes participation in the drafting of the regulations and guidelines implemented by the Massachusetts Commission against Discrimination, the agency that enforces the state anti-discrimination laws. This background enables Jennifer to ensure that an investigation is fully compliant with applicable laws and regulations, as well as thorough.
Workplace Discrimination &
Jennifer has trained numerous workforces regarding discrimination and harassment. She has also trained supervisors, and has conducted one-on-one trainings of individuals in positions of leadership, on these topics. As a litigator, Jennifer represented clients with claims of workplace discrimination, as well as employers accused of discrimination. This practical experience enables her to conduct trainings that are effective, without impeding the operations of the organization.
While each workplace is unique, every employer must take care to promote an environment that is respectful and professional. Jennifer works with a wide variety of employers to ensure that their workplaces are free of discrimination, including implicit bias. She considers the specific requirements of each client, as well as relevant laws and regulations, to develop a customized strategy for each employer.
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