Cheryl L. Schreck

Schreck has represented employers for more than 30 years. Her work leads her to arbitration, mediation and administrative agency proceedings before the Equal Employment Opportunity Commission, the Department of Fair Employment and Housing, the Department of Labor and the Division of Labor Standards Enforcement.

Wrongful discharge, discrimination and violations of wage and hour laws, are some of the many legal issues she has tackled in state and federal courts. Litigation comprises about 60 percent of her practice.

Another part of her practice involves providing strategic counsel to clients on a variety of labor and employment issues, as well as conducting workplace investigations into issues of harassment, discrimination, retaliation and misconduct.

The #MeToo movement has prompted employers to be more sensitive and responsive to issues of sexual harassment. It also has reinforced the importance of Schreck’s workplace investigations practice.

“There are a lot more outside investigations or retention of legal counsel to look at complaints, and to ensure they are thoroughly, properly and promptly investigated at a higher level to mitigate exposure,” Schreck said.

Clients often ask her to conduct an investigation after a complaint has been lodged. Once she gets background information and reviews the complaint, Schreck formulates a plan of action for an investigation. She then conducts interviews with relevant witnesses, starting with the complainant, followed by interviews with the accused, along with relevant witnesses on their behalf. Finally, she details her unbiased conclusion in a report and makes recommendations for follow-up activity.

“[Employers] are definitely taking complaints like this more seriously. Not that they didn’t in the past, but in a broader spectrum, even smaller issues they’re looking at with a different eye,” Schreck said. “In understanding the climate in which these complaints are arising, they’re calling sooner than they probably would have in the past. They recognize the obligation sooner, and are probably doing more in-depth investigating, either internally or retaining an outside investigator.”

— Jennifer Chung Klam