Title: Wisconsin Checklist of Questions to Ask Sexual Harassment Witnesses — Workplace: Comprehensive Guide Introduction: When addressing sexual harassment incidents in the workplace, obtaining witness statements plays a crucial role in the investigation process. To ensure a comprehensive and unbiased investigation, it is important to ask the right questions to the witnesses involved. This article will provide a detailed description of the Wisconsin Checklist of Questions to Ask Sexual Harassment Witnesses — Workplace, covering different types of witness scenarios. 1. Witness Category: The Victim/Complainant In cases where the witness is the victim of sexual harassment, the following questions are crucial: — What specific incidents of sexual harassment did you experience or observe? — Did you report the incidents? If yes, to whom, when, and how? — Who else may have witnessed or experienced similar harassment? 2. Witness Category: Bystanders/Co-workers When interviewing co-workers who observed the alleged harassment, consider the following questions: — What specific incidents of sexual harassment did you witness? — How did the victim react or respond to these incidents? — Did you ever intervene or inform anyone about the harassment? If yes, who and when? 3. Witness Category: Supervisors and Managers Involving supervisors and managers requires investigating their knowledge regarding the incidents. Ask the following questions: — Were you aware of any complaints or reports of sexual harassment involving the alleged victim and the accused? — Did the victim or anyone elsapproachesch you with concerns regarding sexual harassment? — How did you respond to such reports, and did you take any action? 4. Witness Category: Human Resources Personnel When interviewing human resources personnel, focus on their role in addressing sexual harassment complaints: — Did the victim report the incidents to HR? If yes, how did HR respond? — Was an investigation conducted, and if so, what were the findings? — Were any actions taken against the accused? If yes, what were they? 5. Witness Category: Accused Party's Colleagues If there are witnesses who have insight into the accused's behavior or interactions, consider asking: — Did you ever witness the accused behaving inappropriately towards the alleged victim or others? — Were there any complaints or rumors about the accused engaging in sexual harassment? — Did you ever share these concerns with anyone in the workplace? Conclusion: Sexual harassment in the workplace is a serious matter that requires thorough investigations. Utilizing the Wisconsin Checklist of Questions to Ask Sexual Harassment Witnesses — Workplace can assist in extracting essential information from witnesses in various categories, including victims, co-workers, supervisors, managers, human resources personnel, and colleagues of the accused. Conducting a comprehensive interview process helps promote fairness, supports victims, and contributes to a safer work environment.
Wisconsin Checklist of Questions to Ask Sexual Harassment Witnesses - Workplace
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With that in mind, here are 10 key questions that can help start your investigation:Who 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?More items...
Listen with care; take notes to document the conversation thoroughly. Write down relevant facts such as dates, times, situations, witnesses, and anything else that seems relevant. Tell the person accused that a complaint has been filed and that no acts of retaliation or unethical actions will be tolerated.
How to Conduct an Investigation InterviewAlways approach your interviews with an open mind.Prepare, prepare, prepare.Schedule a time and place to meet.Establish rapport.Practice confidentiality from the outset.Start simple.Progress to more complex questions.Ask about confusing points or contradictions.More items...?
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 Complainant:Who, what, when, where, and how: Who committed the alleged harassment?How did you react?How did the harassment affect you?Are there any persons who have relevant information?Did the person who harassed you harass anyone else?More items...
A thorough investigation is one with systems to:Identify and collect all available evidence,Identify all the witnesses, victims, and possible suspects,Accurately document the criminal event,Accurately document the investigative actions,Develop theories of how the crime was committed and who may be a suspect, and.More items...
Verbal conduct examples:Sexual epithets, jokes, derogatory comments or slurs.Using terms of endearment, such as honey, sweetie, or baby.Comments about the employee's appearance or body parts.Comments and/or questions about your or the employee's sex life.Repeated, unwelcome requests for dates.More items...?
Workplace Harassment ExamplesSending emails with offensive jokes or graphics about race or religion.Repeatedly requesting dates or sexual favors in person or through text.Asking about family history of illnesses or genetic disorders.Making derogatory comments about someone's disability or age.More items...
Bullying and Respect in the Workplace....Questions to Ask the Complainant:Who, what, when, where, and how: Who committed the alleged harassment?How did you react?How did the harassment affect you?Are there any persons who have relevant information?Did the person who harassed you harass anyone else?More items...
The aim of a harassment investigation is to develop accurate, detailed, and factual evidence of the nature of the complaint and present it to the employers, who then take action. That is why it is vitally crucial to take detailed notes of each employee interview.
