Title: Washington Checklist of Questions to Ask Sexual Harassment Witnesses — Workplace: A Comprehensive Guide Introduction: In Washington state, employers have a responsibility to address and prevent sexual harassment in the workplace. As part of this process, it is crucial to conduct thorough investigations with witnesses to gather relevant information and evidence. The Washington Checklist of Questions to Ask Sexual Harassment Witnesses assists investigators in conducting effective interviews, ensuring a fair and unbiased investigation. 1. Witness Interview Preparation: — Importance of preparing questions according to the specific workplace scenario and allegations. — Understanding the witness's role in the incident and any potential biases they may have. — Familiarizing oneself with company policies and state laws on sexual harassment. 2. General Questions: — Establishing the witness's relationship or knowledge of the alleged harasser and victim. — Inquiring about the witness's general observations or experiences related to workplace culture, attitudes, and behavior. 3. Incident-Specific Questions: — Gathering a detailed account of the alleged incident, including location, date, time, and any supporting evidence (emails, text messages, etc.). — Understanding the witness's perception of the alleged victim's reaction and demeanor during and after the incident. 4. Witnesses' Observations and Interactions: — Requesting any information about previous incidents or instances involving the alleged harasser. — Inquiring about conversations or actions witnessed between the alleged harasser and other individuals in the workplace. — Exploring the witness's knowledge of the harasser's behavior towards other employees. 5. Communication and Reporting: — Discovering whether the witness or others had any conversations about the alleged incident with the victim, harasser, or other colleagues. — Evaluating the witness's knowledge of reporting procedures and their willingness to report harassment incidents. 6. Retaliation: — Investigating if the witness has observed or experienced retaliation against the victim or any other individuals involved in reporting sexual harassment. — Requesting any information regarding the workplace's response to previous reports and whether retaliation was noted. 7. Additional Information: — Encouraging witnesses to mention any other relevant details or incidents related to sexual harassment that might not have been covered. Different Types of Washington Checklist of Questions to Ask Sexual Harassment Witnesses — Workplace: 1. Standard Washington Checklist of Questions to Ask Sexual Harassment Witnesses — Workplace: Designed for general, often non-complex sexual harassment cases. 2. Washington Checklist of Questions to Ask Sexual Harassment Witnesses — Workplace for Complex Cases: Tailored for intricate or high-profile cases, involving numerous parties or sensitive circumstances. 3. Washington Checklist of Questions to Ask Sexual Harassment Witnesses — Workplace for Retaliation Matters: Focused specifically on collecting evidence and details related to retaliation against the victim or those reporting sexual harassment. Conclusion: The Washington Checklist of Questions to Ask Sexual Harassment Witnesses is a valuable tool for employers and investigators to conduct thorough and fair investigations into allegations of sexual harassment. By employing this checklist, employers can ensure a safer and more inclusive work environment for all employees in Washington state.
Washington Checklist of Questions to Ask Sexual Harassment Witnesses - Workplace
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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.
Harassment Investigations: An Employer's GuideTake 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.Interview witnesses.More items...
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.
Listen, listen, listen Try to listen more than you talk. Approach the conversation with intellectual curiosity, says Smith. Use phrases like, Tell me more about that or What do you mean? or What leads you to believe that? If you're not sure what to say, it's OK to just be silent.
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...
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...
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...
Take These Steps If You Believe You Are the Victim of Sexual HarassmentTalk to the harasser.Complain to your supervisor.Follow your employer's internal complaint process.Keep a journal.Keep copies of anything offensive.Keep copies of your work records.Network with coworkers.File an administrative complaint.More items...?01-May-2017
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.
Questions to Ask the Alleged Harasser:Are there any persons who have relevant information? Are there any notes, physical evidence, or other documentation regarding the incident(s)? Do you know of any other relevant information?
