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  • Checklist of Questions to Ask Sexual Harassment Witnesses - Workplace

Puerto Rico Checklist of Questions to Ask Sexual Harassment Witnesses - Workplace

Category:
Employment - Sexual Harassment
State:
Multi-State
Control #:
US-503EM
Format:
Word
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Description

This Employment & Human Resources form covers the needs of employers of all sizes.
Puerto Rico Checklist of Questions to Ask Sexual Harassment Witnesses — Workplace: 1. What is Puerto Rico known for? 2. How does Puerto Rico differ from other Caribbean islands? 3. What is the cultural heritage of Puerto Rico? 4. What are the main landmarks and tourist attractions in Puerto Rico? 5. Briefly discuss the history of Puerto Rico and its relationship with the United States. 6. What is the official language of Puerto Rico? 7. How is the economy of Puerto Rico structured? 8. What are the main industries in Puerto Rico? 9. Describe the natural beauty and geography of Puerto Rico. 10. What are some traditional foods and drinks in Puerto Rico? Types of Puerto Rico Checklist of Questions to Ask Sexual Harassment Witnesses — Workplace: 1. General Questions: a. Please state your name, job position, and how long you have been working for the company. b. Have you witnessed any incidents related to sexual harassment in the workplace? If yes, please describe the incident(s). c. Were you directly involved in any of the incidents you witnessed, or were you a bystander? d. Can you provide any evidence or documentation to support your claims as a witness? 2. Specific Incident Questions: a. Can you describe the time, date, and location of the incidents you witnessed? b. Who was involved in the incidents? Please provide their names and job positions if known. c. What actions or behaviors did you observe that you consider to be sexual harassment? d. Were these incidents reported to any authority within the company? If yes, please provide details. 3. Impact and Consequences Questions: a. How did the incidents of sexual harassment affect the victim(s) involved? b. Did you notice any changes in the victim's behavior, job performance, or overall well-being following the incidents? c. Were there any consequences or disciplinary actions taken against the harasser(s) involved? d. How has the overall workplace environment been affected by these incidents? 4. Company Policy Questions: a. Are you aware of the company's policies and procedures regarding sexual harassment? b. Have you received any training or information about how to prevent, address, or report instances of sexual harassment? c. Were you aware of any specific actions taken by the company to address sexual harassment prior to or after the incidents you witnessed? d. Do you believe the current company policies are effective in addressing and preventing sexual harassment? Note: It is important to seek legal guidance and adapt these questions to comply with local laws and regulations in Puerto Rico.

Puerto Rico Checklist of Questions to Ask Sexual Harassment Witnesses — Workplace: 1. What is Puerto Rico known for? 2. How does Puerto Rico differ from other Caribbean islands? 3. What is the cultural heritage of Puerto Rico? 4. What are the main landmarks and tourist attractions in Puerto Rico? 5. Briefly discuss the history of Puerto Rico and its relationship with the United States. 6. What is the official language of Puerto Rico? 7. How is the economy of Puerto Rico structured? 8. What are the main industries in Puerto Rico? 9. Describe the natural beauty and geography of Puerto Rico. 10. What are some traditional foods and drinks in Puerto Rico? Types of Puerto Rico Checklist of Questions to Ask Sexual Harassment Witnesses — Workplace: 1. General Questions: a. Please state your name, job position, and how long you have been working for the company. b. Have you witnessed any incidents related to sexual harassment in the workplace? If yes, please describe the incident(s). c. Were you directly involved in any of the incidents you witnessed, or were you a bystander? d. Can you provide any evidence or documentation to support your claims as a witness? 2. Specific Incident Questions: a. Can you describe the time, date, and location of the incidents you witnessed? b. Who was involved in the incidents? Please provide their names and job positions if known. c. What actions or behaviors did you observe that you consider to be sexual harassment? d. Were these incidents reported to any authority within the company? If yes, please provide details. 3. Impact and Consequences Questions: a. How did the incidents of sexual harassment affect the victim(s) involved? b. Did you notice any changes in the victim's behavior, job performance, or overall well-being following the incidents? c. Were there any consequences or disciplinary actions taken against the harasser(s) involved? d. How has the overall workplace environment been affected by these incidents? 4. Company Policy Questions: a. Are you aware of the company's policies and procedures regarding sexual harassment? b. Have you received any training or information about how to prevent, address, or report instances of sexual harassment? c. Were you aware of any specific actions taken by the company to address sexual harassment prior to or after the incidents you witnessed? d. Do you believe the current company policies are effective in addressing and preventing sexual harassment? Note: It is important to seek legal guidance and adapt these questions to comply with local laws and regulations in Puerto Rico.

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FAQ

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...

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.

Below are ten tips for how to conduct an investigation step by step:Step #1: Make a Decision.Step #2: Take Prompt Action.Step #3: Select an Investigator.Step #4: Plan the Investigation.Step #5: Interview.Step #6: Gather Evidence.Step #7: Evidence Evaluation.Step #8: Take Action.More items...

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...

A thorough investigation is one with systems to:Identify and collect all available evidence,Identify all the witnesses, victims, and possible suspects,Accurately document the criminal event,Accurately document the investigative actions,Develop theories of how the crime was committed and who may be a suspect, and.More items...

Questions To Ask In An Employee Complaint InvestigationWho committed the alleged inappropriate behavior?What exactly happened?How did you react?Did you ever indicate that you were offended or somehow displeased by the act or offensive treatment?When did the incident occur or is it ongoing?More items...

Key questions for conducting a hostile work environment investigationWhat specifically do you believe is hostile in the work environment?How has the behavior negatively affected you and your work?Are any other employees bothered by this behavior?How often did it occur?Who engaged in the behavior?More items...?

How to Conduct an Investigation InterviewAlways approach your interviews with an open mind.Prepare, prepare, prepare.Schedule a time and place to meet.Establish rapport.Practice confidentiality from the outset.Start simple.Progress to more complex questions.Ask about confusing points or contradictions.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...

If you witness workplace harassment, you should tell your employer. You also can tell the harasser that his or her behavior is not funny and must stop. Finally, don't laugh at the conduct or give the harasser an audience - that will only encourage further harassment.

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More info

Is there any legislation mandating or allowing the establishment of employees' representatives in the workplace? As in the United States, the ... While cognizant of the fact that gender-based violence does include sexual harassment. Puerto Rico (United States of America) defines ?workplace bullying? ...119 pages while cognizant of the fact that gender-based violence does include sexual harassment. Puerto Rico (United States of America) defines ?workplace bullying? ...By J Shah · 1999 · Cited by 3 ? Puerto Rico, 740 F Supp 921, 924-25 (D PR 1990) (refusing to qualify same expert on a number of issues related to sexual harassment). Vinson,1 redefining the standards for sexual harassment in the workplace. Yet, withEmployees should be able to ask questions, participate in scenarios, ...33 pages Vinson,1 redefining the standards for sexual harassment in the workplace. Yet, withEmployees should be able to ask questions, participate in scenarios, ... A description of sexual harassment using examples;. The complaint process available to the employees;. The protection against retaliation. ACC's 2005 ANNUAL ...109 pages A description of sexual harassment using examples;. The complaint process available to the employees;. The protection against retaliation. ACC's 2005 ANNUAL ... This guidebook and the sexual assault investigation checklist can provide you with thebefore you even begin to ask questions of a survivor.158 pages This guidebook and the sexual assault investigation checklist can provide you with thebefore you even begin to ask questions of a survivor. FY16 Annual Report on Sexual Assault in the Military ExecutiveCommonwealth of Puerto Rico (PR), and the District of Columbia (DC) ...128 pages ? FY16 Annual Report on Sexual Assault in the Military ExecutiveCommonwealth of Puerto Rico (PR), and the District of Columbia (DC) ... Focus of the investigation is on whether the conduct in question violated theinternal policies prohibiting harassment or misconduct in the workplace.32 pagesMissing: Puerto ?Rico focus of the investigation is on whether the conduct in question violated theinternal policies prohibiting harassment or misconduct in the workplace. And we all want the Department of the Interior best equipped to address allegations and address any misconduct. For decades, workplace harassment at the ... Prevention is the best tool to eliminate sexual harassment in the workplace. Commanders and supervisors at every level should take steps to ...156 pages ? Prevention is the best tool to eliminate sexual harassment in the workplace. Commanders and supervisors at every level should take steps to ...

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