Kentucky Employee Notice of Sexual Harassment Complaint Investigation - Workplace
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How to fill out Employee Notice Of Sexual Harassment Complaint Investigation - Workplace?
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FAQ
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.
Take photos, audio or video of any actions or words if possible. Keep any physical evidence, such as notes, gifts or other items. Keep any communications, whether handwritten or digital, like emails or texts. Continue performing your job in an exemplary manner.
To prepare for smooth workplace investigations, Lori recommends employers take these five steps: Ask for substantiating documentation. ... Take any necessary precautionary measures. ... Gather important materials. ... Determine the scope of the workplace investigation. ... Identify and notify witnesses.
Here are some guidelines for conducting a comprehensive investigation: Take all complaints seriously. ... Launch a prompt investigation. ... Protect confidentiality to the extent possible. ... Create an investigation file. ... Take steps to prevent retaliation. ... Prepare to interview appropriate parties. ... Interview the complainant.
Many workplace investigations stem from allegations of general misconduct, or bad behavior. Behaviors such as yelling, making threats, rudeness, absenteeism, tardiness, gossiping, or substance abuse can lead to a workplace investigation to determine what occurred, and what disciplinary measures need to take place.
Once your employer knows that you are being harassed, it has a responsibility to correct the situation and protect you from further harassment. Your employer should promptly and thoroughly investigate your claim. This may mean that your employer will interview you, the harasser, and any other witnesses.
Document everything ? Proving a hostile work environment means providing evidence. This includes emails, messages, recordings, and other documentation that shows you reported the work environment and your employer either took corrective action or failed to do so.
From a practical standpoint, talking too much during the investigation?telling a witness what another witness said, revealing your personal opinion to one of the employees involved, or publicizing the complaint in the workplace, for example?can lead others to doubt your objectivity.
