Arizona Checklist of Questions to Ask Sexual Harassment Witnesses - Workplace
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During an incident investigation, ask about the specifics of what happened, who was involved, and what actions were taken at the time. Encourage witnesses to provide a clear narrative without leading them toward specific answers. Using the Arizona Checklist of Questions to Ask Sexual Harassment Witnesses - Workplace can help structure your inquiry effectively.
In order to rise to the level of illegality, hostile work environment harassment must be severe, pervasive, and reasonably offensive.
The interviewing tips that follow will help you elicit the most useful responses, even from the reluctant or contentious witness.Keep an Open Mind.Ask Open-Ended Questions.Start With the Easy Questions.Keep Your Opinions to Yourself.Focus on the Facts.Find Out About Other Witnesses or Evidence.Ask About Contradictions.More items...
Bullying and Respect in the Workplace....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...
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...
Provide a summary of the alleged harassment including the date, time and place of the offending acts and existence of witnesses to any alleged incidents; and. Ask that the accused individual provide his or her side of the story.
During the interview, the interviewer should:Be sensitive to the issues being raised.Get a description of each incident, including date, time, place, and nature of conduct.Identify any witnesses to the alleged incident(s).Identify any other persons who may claim to have been harassed.
Identify any relevant documents and/or witnesses for review. Make sure to keep all details and records of the investigation secure. This documentation will be relevant for any subsequent actions management takes. Inform the employee who is being investigated about it.
Tell your harasser to stop. If you do not feel safe or comfortable doing this, do your best to make it clear to the harasser that the offensive behavior is unwelcome. Report the harassment to management and ask that something be done to stop it. Report the harassment to a person with decision-making authority.
Your task is to only answer specific questions asked by the investigator. You should not be sitting and telling the investigator long stories, but only answer specific questions asked. Once you answer the question asked, stop talking and wait for the next question. This will make the process much easier and quicker.
