Wyoming Memo - Sexual Harassment Investigation Process - Workplace
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FAQ
In a sexual harassment case, evidence may include witness statements, emails, messages, and any documentation supporting the claim. As outlined in the Wyoming Memo - Sexual Harassment Investigation Process - Workplace, clear records enhance the investigation's credibility. Collecting and presenting solid proof is crucial for the success of the case.
Kn/a HR's Dawn Hillrud outlined the 6 steps an employer or manager should take when handling a harassment complaint here:Act Confidentially and With Attention to Detail.Ensure Those Involved are Safe.Facilitate a Conversation.Investigate.Cooperate.Follow Up.
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.
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.
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...?
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.
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.
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.
Here are three types of workplace harassment, examples, and solutions to help you educate your employees for preventing workplace harassment.Verbal/Written.Physical.Visual.
