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Workplace Investigations

A prompt, thorough and impartial investigation into workplace misconduct or other adverse events is crucial, both in terms of securing competent legal advice as well as preserving the organization's integrity, reputation and effectiveness.  

Workplace Investigations

Joseph (Joe) Parks has extensive experience conducting investigations into workplace misconduct and alleged policy violations.  

In some cases, allegations against an employee involve not only a violation of the organization's internal policies, but also a criminal offense investigated by law enforcement, the Department of Family and Protective Services (CPS) and/or other governmental agencies.   The standards of proof and processes for workplace investigations and criminal investigations are very different.  Joe has significant experience conducting workplace investigations during the pendency of a parallel criminal investigation.  He is experienced in working with criminal investigators to avoid interference with any criminal investigation, while gathering facts necessary for the organization to determine employment or administrative actions to be taken.  

In the context of public school districts, Joe is knowledgeable with regard to TASB model school board policies and the Texas Educators Code of Ethics - both often implicated in allegations against school district employees.  With regard to allegations of misconduct against municipal civil service employees, he is knowledgeable in law enforcement policies and practices, as well as civil service provisions of Chapter 143 of the Texas Local Government Code.         

The Law Office of Joseph L. Parks, PLLC can assist school districts, municipalities and other public and private entities (as well as their in-house or retained legal counsel) in conducting investigations involving:

  • Harassment

  • Discrimination

  • Retaliation

  • Misappropriation of property / fraud

  • Inappropriate physical contact with students

  • Improper restraint of students

  • Improper relationship between educator and student

  • Conduct that may result in non-renewal of Chapter 21 term contract employees (DFBB policy series)

  • Criminal history record information of applicants or current employees

  • Employee impairment or under influence of prohibited substances at workplace

  • Violation of policy 

  • Adverse events

  • Grievances or complaints brought by citizens, parents, employees or students

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