Pennsylvania Memo - Sexual Harassment Investigation Process - Workplace
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FAQ
To build a strong sexual harassment case, you need specific evidence to support your claims. This evidence can include emails, text messages, or witness statements that demonstrate inappropriate behavior. The Pennsylvania Memo - Sexual Harassment Investigation Process - Workplace can help clarify what types of proof are most effective. By gathering detailed documentation, you can strengthen your case and seek the justice you deserve.
Inform the complainant. Tell the complainant the results of the investigation and corrective action plan. If your findings substantiate her complaint, attempt to secure her acceptance of the action plan.
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 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.
In order for behavior to meet the standards of harassment, it must:Involve discrimination against a protected class of people.Involve offensive conduct.Include unwelcome behavior.Involve some level of severity or pervasiveness that affects your ability to work.
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.
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 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.
A proper investigation must:Gather information.Search for and establish facts.Isolate essential contributing factors.Find root causes.Determine corrective actions.Implement corrective actions.
These HR investigation questions can help you gather the most useful information from your witnesses:What did you witness?What was the date, time, and duration of the incident or behavior you witnessed?Where did it happen?Who was involved?What did each person do and say?Did anyone else see it happen?More items...?
