Investigating Sexual Harassment Checklist - Workplace
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How to fill out Investigating Sexual Harassment Checklist - Workplace?
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FAQ
What happened? What was the date, time and duration of the incident or behavior? How many times did this happen? Where did it happen? How did it happen? Did anyone else see it happen? Who? Was there physical contact? What did you do in response to the incident or behavior?
If you feel like you've been a victim of workplace harassment, you can file a claim with the Equal Employment Opportunity Commission (EEOC). Before you file the claim, educate yourself to ensure that the incident actually counts as harassment. For various reasons, people make many false claims of harassment.
Take all complaints seriously. Launch a prompt investigation. Protect confidentiality to the extent possible. Create an investigation file. Take steps to prevent retaliation. Prepare to interview appropriate parties. Interview the complainant. Interview witnesses.
1. Talk to the Person Directly. Once the first incident of sexual harassment occurs, be very clear in letting the person know the behavior is unwelcome and ask them to stop. If the behavior continues after that, tell them that you plan to file a report with Human Resources.
Know your Rights. Knowing what Title VII states is important, but understanding your company's policy and procedures regarding sexual harassment is key. Tell the Harasser to Stop. Document, Document, Document. Follow company procedures. Involve Government Agencies. Advocate for stronger protections.
Any employee who believes he or she has been the target of sexual harassment is encouraged to inform the offending person orally or in writing that such conduct is unwelcome and offensive and must stop.
The investigator should start with the complainant and focus on limiting and clarifying the specific allegations. Next, they will go over the details of each alleged incident, asking what was said and by whom, who witnessed what, under what circumstances did the events occur, and what documents, if any, were exchanged.
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?Have you reported or discussed this with anyone?10 Employee Investigation Questions & Best Practices - HR Acuity\nwww.hracuity.com > blog > best-practices-questions-for-complainants-in-a-...
1Decide whether to investigate.2Take immediate action, if necessary.3Choose an investigator.4Plan the investigation.5Conduct interviews.6Gather documents and other evidence.7Evaluate the evidence.8Take action.Ten Steps to a Successful Workplace Investigation Nolo\nwww.nolo.com > investigate-workplace-complaint-29475
