Which type of questions should you ask during an investigation?

Questioning the Reporter What happened?What was the date, time, and duration of the incident or behavior? How many times did this happen, that you're aware of? Where did it happen? How did it happen? Did anyone else see it happen?Was there physical contact?What did you do in response to the incident or behavior?

What happens during a workplace harassment investigation?

The aim of every investigation is to determine certain basic facts: what happened, who the alleged harasser(s) were, where and when the incident took place, how the complainant's work was affected, whether anyone else witnessed the incident, whether the incident was isolated or part of a continuing practice, what the

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Checklist for Investigation Sexual Harassment - Workplace

Montgomery Maryland Checklist for Investigation Sexual Harassment - Workplace

Name: Montgomery Maryland Checklist for Investigation Sexual Harassment - Workplace
Brand: US Legal Forms
Rating: 4.85 (269 reviews)

Category:

Employment - Hiring - Harassment

State:

Multi-State

County:

Montgomery

Control #:

US-AHI-184

Format:

Instant download

Description

This AHI checklist is used for the investigation of a sexual harassment complaint. The checklist ensures that all aspects of the investigation are fully covered.

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Questioning the Reporter What happened?What was the date, time, and duration of the incident or behavior? How many times did this happen, that you're aware of? Where did it happen? How did it happen? Did anyone else see it happen?Was there physical contact?What did you do in response to the incident or behavior?

Investigation Process. Convene an Investigation Panel.Provide a Charge to the Panel.Examine the evidence.Prepare the report.Review the report, reach a finding and determine disciplinary action (if appropriate).Notify the respondent (within 15 working days of receiving the report).

HR INVESTIGATION QUESTIONS TO ASK THE COMPLAINANT 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?

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?

How to Conduct an Investigation Interview Always 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.

The aim of every investigation is to determine certain basic facts: what happened, who the alleged harasser(s) were, where and when the incident took place, how the complainant's work was affected, whether anyone else witnessed the incident, whether the incident was isolated or part of a continuing practice, what the

Step 1: Listen attentively to allegations of harassment.Step 2: Take immediate action pending an investigation.Step 3: Investigate the harassment complaint.Step 4: Draw reasonable, good-faith conclusions about the harassment complaint.

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.

California employers must vigorously investigate harassment complaints. An employee's complaint of harassment should trigger an investigation and corrective action, if necessary. Most California employers are subject to federal and state anti-discrimination and anti-harassment laws.

Questions to ask the complainant for the investigation When did the incident take place? The date, time, and duration. What happened? Describe the incident. Has this incident ever happened again?How did the incident occur? Did anyone else see it happen?Was there any physical contact?What did you do? What did you say?

More info

O. Sexual Harassment: As defined in PREA Standard §115. Employee Complaints.Employer to negotiate as to wages, employee benefits, and working conditions. Am I an Employee or an Independent Contractor? A complete list of requestors is located in Appendix J. • House Committee on Veterans' Affairs. • HVAC Subcommittee on Oversight and Investigations.

Montgomery Maryland Checklist for Investigation Sexual Harassment - Workplace

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