West Virginia Investigating Sexual Harassment Checklist - Workplace
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FAQ
The parties should be informed of the determination....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...?
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...
7 Steps for Managing HarassmentKnow what Harassment is and Who it Applies to.Communicate 'Zero Tolerance' to your Employees.Equal Opportunities and Diversity Training.Be Accessible and Vigilant.Investigate the Complaint.Have a disciplinary procedure in place.Support the Complainant.
These are the details you should include in your letter:The name of the harasser.Your relationship with the harasser.Witnesses of harassment (if there are any), and their job title.Specific incidents.Dates of harassment.Locations of harassment.Evidence of harassment (emails, voice messages, etc.)
The following steps should be taken as soon as the employer receives a verbal or written complaint.Step 1: Ensure Confidentiality.Step 2: Provide Interim Protection.Step 3: Select the investigator.Step 4: Create a Plan for the Investigation.Step 5: Develop Interview Questions.Step 6: Conduct Interviews.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.
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...
Be thorough.When interviewing, ask specific questions about the incident or complaint. For example, what did the person see, hear or experience. Take detailed interview notes, and make sure that relevant documents from the worker, alleged harasser, witnesses and the employer are collected and reviewed.
Proving harassment to secure a convictionthe defendant has pursued a course of conduct.the course of conduct amounted to harassment of another person.the defendant knew or ought to have known that the course of conduct amounted to harassment.
Offensive jokes, racial or sexual slurs, epithets or name calling; Physical or verbal assaults, including threats, intimidation, or ridicule; OR. Personal insults, objects or pictures that are offensive in nature, and any other conduct that directly interferes with an employee's work performance.
