Wyoming Checklist for Investigation Sexual Harassment — Workplace is a comprehensive guide designed to support organizations and investigators in handling and addressing reports of sexual harassment effectively. This checklist outlines the crucial steps to follow during the investigation process and ensures that all necessary aspects are properly addressed in a fair and impartial manner. Keywords: Wyoming, checklist, investigation, sexual harassment, workplace, organizations, investigators, reports, handling, addressing, effective, fair, impartial, process, steps, crucial, aspects. Different types of Wyoming Checklist for Investigation Sexual Harassment — Workplace may include: 1. Initial Assessment Checklist: This checklist focuses on the preliminary steps to be taken when receiving a sexual harassment complaint in the workplace. It includes actions such as interview scheduling, informing relevant parties, and ensuring confidentiality. 2. Gathering Evidence Checklist: This type of checklist aims at guiding investigators in gathering relevant evidence to support the investigation process. It covers documentation review, witness interviews, and preservation of electronic records if applicable. 3. Interviewing Checklist: This checklist provides guidance on conducting interviews with both complainants and alleged harassers. It emphasizes the importance of creating a safe and supportive environment for individuals involved, while also ensuring fairness and neutrality. 4. Documentation Checklist: This checklist focuses on the essential documents that need to be maintained throughout the investigation process. It includes consent forms, interview summaries, evidence logs, and any additional relevant materials. 5. Reporting and Recommendations Checklist: This type of checklist assists investigators in preparing comprehensive investigation reports and making appropriate recommendations based on their findings. It ensures that all necessary information is included and organized in a clear and concise manner. 6. Follow-up and Remedial Action Checklist: After completing an investigation, this checklist guides organizations in implementing remedial actions such as training programs, policy revisions, or disciplinary measures. It helps ensure that the workplace environment is safe and free from sexual harassment. By utilizing these Wyoming checklists for the investigation of sexual harassment in the workplace, organizations can ensure that thorough and objective investigations are conducted, promoting a fair and respectful work environment.
Wyoming Checklist for Investigation Sexual Harassment - Workplace
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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...
In order to rise to the level of illegality, hostile work environment harassment must be severe, pervasive, and reasonably offensive.
What Three Factors Are Commonly Used to Determine Whether Conduct is Considered Unlawful Workplace Harassment?Whether the victim tolerated the harassment to obtain or keep their job.Whether the harassment was extensive enough to create a hostile or intolerable work environment.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...
In order to rise to the level of illegality, hostile work environment harassment must be severe, pervasive, and reasonably offensive.
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...
The civil harassment laws say harassment is: Unlawful violence, like assault or battery or stalking, OR. A credible threat of violence, AND. The violence or threats seriously scare, annoy, or harass someone and there is no valid reason for it.
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...
An employer is required to conduct an investigation into incidents and complaints of workplace harassment that is appropriate in the circumstances. In other words, a formal complaint is not required to trigger an investigation.
Types Of Employment DiscriminationRace and Color Discrimination.National Origin Discrimination.Sex Discrimination.Religious Discrimination.Military Status Discrimination.Retaliation.
