Harassment Employee Form For Joining
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FAQ
Direct Evidence: A case for harassment is often best supported when there is direct evidence: a message or surveillance video are two examples. Another form of evidence is feedback from those who witnessed an event first-hand ? the more people who saw it and agreed on what happened, the better the proof.
To establish a timeline, you should start by recording every instance of harassment right after it happened. Write them down in a single place, and be as thorough as possible. Information should include the date and time and as much detail as possible about the encounter.
Hear this out loud PauseAppropriate disciplinary action could include a written apology, a formal written warning in the harasser's personnel file, a transfer of the harasser to a different job or department, terminating the harasser's employment or any other discipline prescribed by the company's established disciplinary procedure.
Hear this out loud PauseSome options to explore for addressing the conduct of a harasser and preventing future harassment include: imposing discipline or corrective action; reassignment; demotion; or requiring harassers to attend specific training or counseling sessions. The goal is to make the harassing behavior stop.
Hear this out loud PauseMake detailed notes on the harassment, including the time, place and what was said and done. Obtain statements from anyone who witnessed the harassing actions or words. Take photos, audio or video of any actions or words if possible. Keep any physical evidence, such as notes, gifts or other items.