North Dakota Checklist for Investigation Sexual Harassment - Workplace

State:
Multi-State
Control #:
US-AHI-184
Format:
Word
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.

How to fill out Checklist For Investigation Sexual Harassment - Workplace?

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FAQ

Conduct is considered sexual harassment if it is (1) unwanted, improper or offensive; (2) if the victimfffds refusal or acceptance of the behavior influences decisions concerning her employment or (3) the conduct creates an intimidating, hostile or humiliating working environment for the recipient.

You can take action by filing a complaint with the California Department of Fair Employment and Housing, or DFEH. You can also file a complaint with the Equal Employment Opportunity Commission, or EEOC.

When dealing with workplace harassment your human resources department will determine how to handle the harassment complaint appropriately. For instance, if a manager makes an isolated inappropriate comment, the action may include retraining, probation, and continued monitoring.

1. Talk to the Person Directly. Once the first incident of sexual harassment occurs, be very clear in letting the person know the behavior is unwelcome and ask them to stop. If the behavior continues after that, tell them that you plan to file a report with Human Resources.

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.

An employer is required to conduct an investigation into incidents and complaints of workplace harassment that is appropriate in the circumstances. In other words, a formal complaint is not required to trigger an investigation.

When an employee comes to you with a harassment complaint, taking quick action is key. Inform the reporter that you are obligated to involve HR. Whether or not the employee is in danger, immediate reporting of the allegation protects them and your organization.

If you do not feel safe talking directly to the person harassing you, start by discussing the problem with your supervisor or human resources department. Follow up by putting your complaint in writing and keeping a copy of it in case you later need it. Follow your employer's internal complaint process.

Yes, your company can require you to take part in its investigation. Most likely, your company can require you to take part in its investigation. After all, the only way the company can find out what's going on -- and take steps to remedy the problem -- is by talking to the employees involved.

When an employee makes a report or complaint alleging sexual harassment or illegal harassment based on other protected characteristics like religion, race, age, disability and others, the employer has the legal duty to prevent and correct unlawful behavior, to quote state law.

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North Dakota Checklist for Investigation Sexual Harassment - Workplace