Hawaii Investigating Sexual Harassment Checklist — Workplace: A Comprehensive Tool for Ensuring Workplace Safety Keywords: Hawaii, Investigating Sexual Harassment, Checklist, Workplace, Workplace Safety Description: The Hawaii Investigating Sexual Harassment Checklist — Workplace is a crucial resource designed to aid employers, human resource professionals, and investigators in effectively addressing and resolving cases of sexual harassment in the workplace. This comprehensive checklist is specifically tailored to meet the legal requirements and cultural context of Hawaii, ensuring a safe and respectful working environment for all employees. I. Overview of the Hawaii Investigating Sexual Harassment Checklist — Workplace: This checklist provides a step-by-step guide that covers all key areas tied to investigating sexual harassment complaints within the workplace. From initial complaint intake to final resolution, this detailed checklist can be easily customized based on an organization's specific needs. By adhering to this checklist, employers can take confident and appropriate action throughout the investigation process, minimizing legal risks and promoting employee well-being. II. Types of Hawaii Investigating Sexual Harassment Checklist — Workplace: 1. Complaint Intake and Initial Assessment: This section outlines the necessary steps for effectively receiving, documenting, and assessing sexual harassment complaints. It includes clear guidelines on maintaining confidentiality, providing necessary resources to the complainant, and establishing a non-retaliation policy. 2. Investigation Planning: In order to conduct a thorough investigation, this checklist guides employers in creating a well-defined investigation plan. This stage includes identifying relevant parties, preparing interview questions, securing evidence, and appointing a neutral investigator or team. 3. Evidence Collection and Documentation: To ensure a fair and impartial investigation, this section highlights best practices for collecting, preserving, and documenting evidence related to the harassment complaint. Proper documentation is crucial for forming a strong case and provides a clear record for any potential legal proceedings. 4. Interviewing Process: The checklist instructs investigators on conducting interviews with the complainant, alleged harasser, and potential witnesses, emphasizing the need for professionalism, neutrality, and sensitivity. By following these guidelines, interviewers can gather relevant information to uncover the truth while maintaining a supportive environment for all parties involved. 5. Analysis and Decision-Making: This segment assists employers in reviewing all collected evidence, determining credibility, and assessing any relevant laws, policies, or past cases to make informed decisions. It helps to establish a fair conclusion and appropriate remedies, whether disciplinary actions, training programs, or policy revisions are required. 6. Final Reporting and Follow-Up: The checklist provides guidance for compiling a comprehensive investigation report summarizing the findings, including a thorough analysis of the circumstances, evidence, and justifications for decision-making. The report is crucial for making a clear record of the investigation process and outlining any necessary actions or recommendations. By employing the Hawaii Investigating Sexual Harassment Checklist — Workplace, employers can ensure a robust, unbiased, and legally compliant investigation process that safeguards the rights and dignity of all employees.
Hawaii Investigating Sexual Harassment Checklist - Workplace
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What to Do When You Are Being Investigated at WorkKeep your appointment with the investigating committee. Your manager, HR, and any other neutral party could be involved.Listen.Consult a lawyer.Share your side of the story and offer proofs.Do not retaliate.Ask to understand your options.
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...
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.
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...
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...
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.
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...
The aim of a harassment investigation is to develop accurate, detailed, and factual evidence of the nature of the complaint and present it to the employers, who then take action. That is why it is vitally crucial to take detailed notes of each employee interview.
The parties should be informed of the determination....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...?
Begin with the names, date(s) and location of the incident. Assign all statements numbers that are to be included as exhibits in the report. Keep these numbers the same for each party. Delineate the steps taken for the investigation and the corrective action taken, if applicable.
