Connecticut Checklist of Questions to Ask Sexual Harassment Witnesses — Workplace: 1. Introduction to the Connecticut Sexual Harassment Witness Checklist: — Provide a brief overview of the purpose of the checklist. — Explain that it aims to help interviewers gather accurate and comprehensive information from witnesses in sexual harassment cases. — Emphasize the importance of confidentiality, sensitivity, and professionalism throughout the investigation. 2. Basic Information: — Start by obtaining the witness's full name, contact information, and job title. — Confirm their involvement in the incident(s) and whether they have witnessed or experienced any previous incidents of sexual harassment. 3. Incident Details: — Ask the witness to provide a detailed account of the alleged incident(s), including date, time, and location. — Inquire about any verbal, physical, or visual actions that occurred during the incident. — Encourage the witness to provide specific information about what was said, who was present, and any possible evidence they may have observed. 4. Impact on the Witness: — Explore the emotional, psychological, and professional impact of the incident(s) on the witness. — Inquire about any changes in their behavior, performance at work, or personal well-being since the alleged incidents. — Ask about any conversations they may have had with others regarding the incident(s). 5. Witnesses or Evidence: — Ask the witness if they are aware of any other witnesses who may have observed the incident(s). — Inquire about any available evidence such as emails, text messages, photographs, or videos that may support their account. — Encourage the witness to provide names or contact information of potential additional witnesses, if possible. 6. Retaliation or Reporting: — Discuss whether the witness faced any retaliation or negative consequences of witnessing or reporting the incident(s). — Inquire if they have reported the incident(s) to anyone within the organization, such as a supervisor, HR department, or union representative. — Ask for any details or documentation related to their reporting, if applicable. 7. Final Thoughts and Additional Information: — Provide the witness an opportunity to add any additional details or clarify previous statements. — Ask if there is any other information or context that may be relevant to the investigation. — Thank them for their cooperation and remind them of the confidentiality of the interview process. Types of Connecticut Checklist of Questions to Ask Sexual Harassment Witnesses — Workplace: 1. Connecticut Checklist of Questions to Ask Sexual Harassment Witnesses — Workplace (Standard): This checklist covers the essential questions needed to gather information from sexual harassment witnesses in a workplace setting. 2. Connecticut Checklist of Questions to Ask Sexual Harassment Witnesses — Workplace (Manager/Supervisor): This variation of the checklist is tailored for witnesses who hold management or supervisory positions, considering their unique responsibilities and perspectives within the organization. 3. Connecticut Checklist of Questions to Ask Sexual Harassment Witnesses — Workplace (Co-worker/Peer): This version of the checklist is designed for witnesses who are co-workers or peers of the alleged victim or the accused, aiming to capture their observations and experiences in a neutral capacity.
Connecticut Checklist of Questions to Ask Sexual Harassment Witnesses - Workplace
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In order to rise to the level of illegality, hostile work environment harassment must be severe, pervasive, and reasonably offensive.
HR INVESTIGATION QUESTIONS TO ASK THE COMPLAINANTWho 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?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.
Failing to Be Thorough Performing an incomplete or sloppy investigationby failing to interview key witnesses, neglecting to review important documents, or ignoring issues that come up during the investigation, for examplecan have many of the same negative consequences as failing to investigate at all.
In order to rise to the level of illegality, hostile work environment harassment must be severe, pervasive, and reasonably offensive.
Open-ended questions are questions presented to the person being interviewed to see if they have anything else that they want to add. The EEOC recommends asking witnesses, accusers, and the accused questions such as these: Do you know of any other information that would be helpful to the investigation?
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...
Key questions for conducting a hostile work environment investigationWhat specifically do you believe is hostile in the work environment?How has the behavior negatively affected you and your work?Are any other employees bothered by this behavior?How often did it occur?Who engaged in the behavior?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...
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...
