Buehler Trapani LLP

?? BREAKING NEWS: Court Blocks Key Provisions of Trump’s Anti-DEI Executive Orders ?? On March 3, 2025, U.S. District Judge Adam B. Abelson for the District of Maryland maintained his February 21, 2025, preliminary injunction blocking key provisions of President Trump’s Executive Order 14151, “Ending Radical and Wasteful Government DEI Programs and Preferencing” (issued January 20, 2025), and?Executive Order 14173, “Ending Illegal Discrimination and Restoring Merit-Based Opportunity” (issued January 21, 2025).? ?? What This Means:? ?? Federal agencies cannot be forced to terminate “equity-related” grants or contracts.? ?? Federal contractors no longer need to certify—under False Claims Act (FCA) liability—that they do not operate DEI programs.? ?? The Attorney General cannot enforce civil rights laws in a way that targets DEI programs in the private sector. Judge Abelson held that the plaintiffs—a coalition of DEI advocates—demonstrated a likelihood of success on the merits that the enjoined portions of the EOs violate free speech and are unconstitutionally vague. He held that despite the White House’s desire “to punish and, apparently, attempt to extinguish” DEI-supportive viewpoints, “the Supreme Court has made clear time and time again [that] the government cannot rely on the threat of invoking legal sanctions and other means of coercion to suppress disfavored speech.”??? ? ?? Why This Matters for Employers? ? At Buehler Trapani LLP we investigate claims of harassment, discrimination, retaliation, and more.?These EOs are already affecting employer DEI initiatives, and if reinstated, will likely reshape the types of complaints employers receive that require investigation. ?? The Trump administration is appealing this ruling. We’ll be watching closely—will you? ?? Full text of Judge Abelson’s Order and the Executive Orders located in the comments! #WorkplaceInvestigations #DEI #EmploymentLaw #HRCompliance #ExecutiveOrders #LegalUpdate

?? ?????????? ?????????????? ???? ???????????? ????????, ?????? ???????? ????????????’?? ???????????? ?????????? ????????! ??????As a double Bruin and lifelong basketball fan, Buehler Trapani LLP partner Cara Trapani, AWI-CH knows that legendary UCLA coach John Wooden’s wisdom extends far beyond the court. One of her favorite quotes of his is: “???? ?????? ??????’?? ???????? ???????? ???? ???? ???? ??????????, ???????? ???????? ?????? ???????? ???????? ???? ???? ???? ?????????” This resonates deeply with our work at Buehler Trapani LLP. In ?????????????????? ????????????????????????????, there are no do-overs—an investigation needs to be ????????????????, ??????????????????, ?????? ?????????????????? ???? ?????????????????to withstand scrutiny, ensure compliance, and foster accountability. Cutting corners risks ?????????? ????????????????, ???????????????????????? ???????????? ?????? ?????? ??????????????, ?????? ???????????????????? ?????????????????? ????????????. Whether on the court or in an investigation, ?????????? ???? ?????????? ?????? ?????????? ???????? ?????????? ?????? ?????? ????????????????????.?? What’s your favorite John Wooden quote, and how do you apply it in your work or daily life? Let’s hear it in the comments! ?? #MarchMadness #JohnWooden #WorkplaceInvestigations #EmploymentLaw #DoItRight #UCLA

?????????????????????????????, ?????? ?????? ?????????????? ???????? ?????????? ???????? ???????????? Bias in ?????????????????? ???????????????????????????? isn't just an ethical issue—it can make or break the integrity of your investigatory process. Even the most experienced investigators aren't immune to ?????????????????????? ????????, which is why self-awareness and structured credibility assessments are essential. ?? Here are 3 Common Biases to Watch For: ? ???????????????????????? ????????: Seeing what you expect to see. ??? Example: An HR contact tells you the complainant has a history of exaggerating. If you're not careful, you might unconsciously dismiss valid evidence that supports their claim. ? ?????????????? ????????: Subtle cues shaping your perception. ??? Example: Before an interview, you read in a personnel file that the witness is "aggressive." Without realizing it, you may interpret their demeanor through that lens, regardless of their actual behavior. ? ???????????????????? ????????: Bias for a group rather than against one. ??? Example: You unconsciously view someone more favorably because they remind you of yourself—maybe they’re a college graduate like you or have similar professional experiences. ?? How to Combat Bias in Investigations: ??? ???????? ???????????????????? & ?????????????????? in credibility assessments. ??? ?????? ????????-?????????? ??????????????????—don’t lead witnesses. ??? ?????????? & ????????-??????????????—are you making assumptions or overlooking your own biases?? ??? ?????????? ???? ?????????????? ????????????????????????—get a second opinion from colleagues. ?? Investigators, HR professionals, and legal teams—how do you check your own biases? Let’s share best practices in the comments! #WorkplaceInvestigations #BiasAwareness #HRCompliance #EmploymentLaw #CredibilityFactors #InvestigatorBestPractices #EEOC

Lawyering "with emotional intelligence" is not an oxymoron, it's a critical skill, especially in workplace investigations. Emotional intelligence (EQ) is the ability to recognize and understand emotions—both our own and others'—and apply that awareness effectively. In their "Lawyering with Emotional Intelligence" training program, the American Bar Association framed this issue as: ?? "Using the right emotion, to the right degree, with the right person, at the right time, and in the right place." This is never easy, especially in the middle of a difficult interview, but mastering it makes all the difference. Why does this matter in workplace investigations? ?Trust and Credibility: EQ helps establish rapport with interviewees, encouraging candor and cooperation. A trusted investigator leads to a more effective fact-finding process.? ?Defusing Tension: Investigations often involve high-stakes allegations. EQ allows us to navigate sensitive conversations with neutrality while reducing defensiveness and hostility.? ?Supported Fact-Finding: Recognizing emotional cues helps investigators assess credibility, distinguish between fact and perception, and ensure a fair, impartial process.? ?Mitigating Risk: A well-handled investigation, informed by EQ, demonstrates compliance with legal obligations, supports liability mitigation, and enhances workplace culture. Workplace investigations are about more than just gathering facts—they require an understanding of people. By integrating emotional intelligence into our approach, we ensure a thorough, fair, and effective process. #WorkplaceInvestigations #EmotionalIntelligence #EmploymentLaw #NeutralInvestigations ?? How do you see emotional intelligence playing a role in workplace investigations? Let’s discuss! ??

?? Title IX & Trump’s Executive Orders: What’s Next? While the Trump Administration’s recent Executive Orders don’t override state laws or court precedent, they signal a rollback of federal protections for gender identity under Title IX. This shift is likely to impact investigations and enforcement trends across schools and workplaces. BTLLP enjoyed this recent episode of the Title IX and Civil Rights Podcast, where Jackie Gharapour Wernz of Education Civil Rights Solutions explained how institutions must ensure their investigations align with best practices to withstand scrutiny:? “Remember that a good OCR [Office for Civil Rights] Office will defer if your institution has done an investigation . . . and you’re using the same policies and legal interpretations that OCR would use in that investigation.” Now more than ever, fair, neutral, and impartial investigations are critical.? #TitleIX #DEI #WorkplaceCompliance #Investigations

?? Sharing an inside look from Lisa Buehler at the 2025 BASF Labor & Employment Law Conference! At Buehler Trapani LLP, we believe in staying at the forefront of employment law and engaging with the legal community to foster excellence in client representation. We’re proud to see our team members like Lisa actively participating in conversations that shape the field. Plus, can we talk about that stunning Yosemite backdrop? ?? Check out her reflections and conference highlights below! ?? #EmploymentLaw #BASFConference #LegalCommunity #Yosemite

?? Major Supreme Court Case Could Change the Game for Workplace Discrimination Claims! ?? On February 26, 2025, the U.S. Supreme Court will hear Ames v. Ohio Department of Youth Services, a case that could reshape how reverse discrimination claims are handled nationwide. Could this impact California employers? Absolutely. ???Read on to learn how this pivotal case might influence DEI initiatives and what it means for your workplace. #EmploymentLaw #SupremeCourt #DEI #WorkplaceDiscrimination #BuehlerTrapaniLLP

Cheers to 10 Years! ?? Buehler Trapani LLP was thrilled to celebrate our friends and fellow workplace investigators, Gabrielle Handler Marks and Rachel Hulst, as their firm, Hulst & Handler LLP, marked 10 years of conducting high-quality investigations in workplaces, schools, and universities! Over the past decade, Gabi and Rachel have led hundreds of thorough and efficient investigations, providing impartial factual findings that help organizations navigate complex issues. Beyond their work, they’ve been trusted partners and thought leaders in the workplace investigations community. Congratulations, Hulst & Handler LLP, on this incredible milestone! Here’s to many more years of excellence. ???

Our very own Cara Trapani, AWI-CH sharing her insights from Day 1 of the Annual CLE Conference hosted by Berkeley Center on Comparative Equality & Anti-Discrimination Law!

Buehler Trapani is proud to share that Cara Trapani, AWI-CH will be co-presenting the panel “Investigating a Title VII Complaint” alongside Vida L. Thomas, Rosha Jones, Nikki Hall, and EEOC administrative judge Oshia Banks at this year’s annual CLE conference hosted by the Berkeley Center on Comparative Equality & Anti-Discrimination Law! This year’s theme of “New Developments in Gender Discrimination and Harassment Law in California, the United States, and Beyond” promises insightful discussions in today’s evolving legal and political landscape. Our firm, Buehler Trapani LLP, is a proud sponsor of the conference, which is a fantastic opportunity to gain insights into the latest trends and challenges in gender discrimination and harassment law.