Privacy issues are paramount to any investigation and for that reason, names are omitted and more detailed facts removed from the case studies described below. The case studies described are actual situations where Cabinet consultants provided thorough fact finding services and advice.
CASE STUDY: Federal investigation of discriminatory practices.
After multiple allegations of discriminatory activity by local law enforcement and fire services, a local city and its officials found themselves the target of a federal investigation and lawsuit.
An independent team of experts (consisting of current Cabinet consultants) conducted a full, in-depth investigation of both the police and fire departments and the allegations. Through in-depth fact-finding, research, and conducting independent interviews of stakeholders and those affected, the team was able to discover facts and circumstances which isolated the sources of the alleged discrimination to a few employees. The City took action to discipline the offenders and install new measures in both departments to prevent and discourage further discriminatory activity.
As a result, the local agency was able to resolve the issue and successfully defend itself against a federal lawsuit.
LESSONS LEARNED: By employing an independent team of experts to research and find out all the facts, the city was able to take appropriate action to identify the cause and mitigate what could have been a crisis that tainted the entire city and its leadership.
CASE STUDY: Alleged wrongful termination – he said, she said.
A female former employee accused a male supervisor of firing her due to her political views. The male supervisor claimed that the firing decision was based on the employee’s poor performance. The former employee filed a lawsuit against the employer for wrongful termination, alleging that her former supervisor had once made derrogatory remarks about a bumper sticker on her car.
An in-depth, independent investigation by one of The Cabinet’s principals determined that the supervisor could not have been in the vincinity of the ex-employee at the time and date of the alleged incident. In addition further investigation found that the former employee had a long history of alcohol abuse and psychological instability.
Once the results of the in-depth investigation were given to both parties, the former employee dropped her lawsuit.
LESSONS LEARNED: An in-depth background check of potential hires and a thorough independent investigation of the facts can help to avoid pitfalls.
