Title: Kentucky Checklist of Questions to Ask Sexual Harassment Witnesses — Workplace: Comprehensive Guide Introduction: Sexual harassment is a serious concern in the workplace that adversely affects the victim's mental and physical well-being, productivity, and overall work environment. Conducting thorough investigations with relevant witnesses is crucial to addressing these issues effectively. The following checklist outlines a range of key questions to ask sexual harassment witnesses in a Kentucky workplace setting, ensuring a comprehensive and fair investigation process. 1. Witness Identification: — Full Name: Confirm the witness's identity for documentation purposes. — Contact Information: Obtain contact details to facilitate further communication if required. — Relationship to the Incident: Assess the witness's proximity to the alleged incidents, such as colleague, supervisor, or bystander. 2. Knowledge of the Incident: — Date(s) and Time(s): Determine when the witness saw or heard about the alleged incidents. — Location: Identify the specific place(s) where the incidents took place. — Frequency and Duration: Understand the witness's perception of how often the incidents occurred and for how long. — Observation: Ask if the witness personally observed any incidents or became aware of them through hearsay. — Consistency: Inquire if the witness has seen or heard similar incidents involving the same individuals before. 3. Description of the Incident: — Detailed Account: Allow the witness to provide a comprehensive description of the events, including specific words, gestures, or physical interactions that occurred. — Context: Encourage the witness to explain the setting, environment, and any contextual details surrounding the incidents. — Emotional Impact: Understand the witness's perception of the emotional impact on the victim and others present during or after the incidents. 4. Evidence and Documentation: — Physical Evidence: Inquire if the witness has any relevant physical evidence, such as photographs, emails, or text messages, that supports their account. — Supporting Witnesses: Ask if the witness knows of any other individuals who may have observed or have relevant information about the incidents. 5. Response from Management: — Reporting: Determine if the witness reported the incidents to their supervisor, HR department, or any other relevant authority. — Follow-up Actions: Inquire about any actions taken by the management or Human Resources department in response to the incidents. — Employee Policies: Assess the witness's knowledge and understanding of the organization's policies regarding sexual harassment. Types of Kentucky Checklist of Questions to Ask Sexual Harassment Witnesses — Workplace: 1. Kentucky Checklist of Questions for Witness Interviews in Sexual Harassment Cases — Workplace Investigations 2. Kentucky Checklist of Questions for Co-worker Witnesses in Sexual Harassment Cases — Workplace Investigations 3. Kentucky Checklist of Questions for Supervisor Witnesses in Sexual Harassment Cases — Workplace Investigations 4. Kentucky Checklist of Questions for Bystander Witnesses in Sexual Harassment Cases — Workplace Investigations Note: The checklist should be tailored and adapted to each investigation based on the unique circumstances and witness profiles.
Para su conveniencia, debajo del texto en español le brindamos la versión completa de este formulario en inglés. For your convenience, the complete English version of this form is attached below the Spanish version.Kentucky Lista de verificación de preguntas para hacer a los testigos de acoso sexual - Lugar de trabajo - Checklist of Questions to Ask Sexual Harassment Witnesses - Workplace
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How to fill out Kentucky Lista De Verificación De Preguntas Para Hacer A Los Testigos De Acoso Sexual - Lugar De Trabajo?
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Be thorough.When interviewing, ask specific questions about the incident or complaint. For example, what did the person see, hear or experience. Take detailed interview notes, and make sure that relevant documents from the worker, alleged harasser, witnesses and the employer are collected and reviewed.
Your task is to only answer specific questions asked by the investigator. You should not be sitting and telling the investigator long stories, but only answer specific questions asked. Once you answer the question asked, stop talking and wait for the next question. This will make the process much easier and quicker.
Failing to Be Thorough Performing an incomplete or sloppy investigationby failing to interview key witnesses, neglecting to review important documents, or ignoring issues that come up during the investigation, for examplecan have many of the same negative consequences as failing to investigate at all.
With that in mind, here are 10 key questions that can help start your investigation:Who committed the alleged behavior?What happened?When did this occur?Where did this happen?Did you let the accused know that you were upset by this?Who else may have seen or heard this as a witness?More items...
HR INVESTIGATION QUESTIONS TO ASK THE COMPLAINANTWho committed the alleged behavior?What happened?When did this occur?Where did this happen?Did you let the accused know that you were upset by this?Who else may have seen or heard this as a witness?Have you reported or discussed this with anyone?More items...
Open-ended questions are questions presented to the person being interviewed to see if they have anything else that they want to add. The EEOC recommends asking witnesses, accusers, and the accused questions such as these: Do you know of any other information that would be helpful to the investigation?
The following steps should be taken as soon as the employer receives a verbal or written complaint.Step 1: Ensure Confidentiality.Step 2: Provide Interim Protection.Step 3: Select the investigator.Step 4: Create a Plan for the Investigation.Step 5: Develop Interview Questions.Step 6: Conduct Interviews.More items...
Six steps for successful incident investigationSTEP 1 IMMEDIATE ACTION.STEP 2 PLAN THE INVESTIGATION.STEP 3 DATA COLLECTION.STEP 4 DATA ANALYSIS.STEP 5 CORRECTIVE ACTIONS.STEP 6 REPORTING.
Questions to Ask the Complainant:Who, what, when, where, and how: Who committed the alleged harassment?How did you react?How did the harassment affect you?Are there any persons who have relevant information?Did the person who harassed you harass anyone else?More items...
