2026 ACSA Personnel Institute

This workshop will provide participants with the tools, strategies, and approaches to conducting a workplace investigation. We will discuss how to formulate an investigation plan, use applicable law as a framework, select witnesses, conduct interviews, assess witness truthfulness and credibility, and document your findings. We will also cover tips for conducting investigations of commonly made claims, including discrimination, harassment, retaliation, and bullying.

Maybe you’re new to educational leaves, or maybe you have been working with leaves your entire career. Whatever your experience, have you ever had that moment when you ask yourself “What leaves does this employee get?” Local Educational Agencies are required to apply Federal, State and Educational Leaves. In addition to the leave laws like PDL, FMLA and CFRA, agencies must also consider leaves under accommodation laws such as ADA and PWFA. Sometimes it’s straight forward but more often than not it feels like you are in a wild environment where some wild vine or weird creature is going to grab or snag you and pull you under. Don’t be afraid we are here to help you with those wild leave questions. Join us for an interactive discussion where we explore the different kinds of employee leave and how to coordinate them based upon real life scenarios.

Key Takeaways:
• Identify the appropriate leaves and interconnection of paid and unpaid leaves and other accommodation laws with each other

• Learn how certain leaves are inter-related and strategies for navigating and coordinating employee leaves

• Other helpful written resources

Discrimination complaints often arise not from a single decision, but from patterns of communication, documentation, and inconsistent application of policies over time. This session examines common missteps that increase exposure to discrimination claims in the workplace, particularly within public education and public sector employment contexts. Participants will explore how everyday personnel decisions can unintentionally create risk, and how to identify and correct these issues before they escalate into formal complaints. The session will also provide practical strategies for improving documentation, consistency, and decision-making practices to reduce legal exposure and support equitable treatment of employees.
Key Takeaways:
• Identify common administrative and supervisory practices that can unintentionally lead to discrimination complaints
• Understand how inconsistency in documentation and policy application increases legal and organizational risk
• Apply practical strategies to strengthen fairness, transparency, and defensibility in personnel decision-making
add Jacqueline M. Litra
Lisa B. Mori