Once the investigation of a sexual harassment claim has ended the manager needs to submit an objective, unbiased report to human resources and then come to a conclusion on the appropriate course of action.
A Sexual Harassment investigation involves many steps and one of the most important is the final report and taking action. After you have done all of your interviews, reviewed your notes and the statements of others and have reached your final conclusions it is time to end an investigation and decide the appropriate actions the organization should take.
Your final report should be addressed to the Human Resources Department or the Legal Department and should include all of your interviews, your witness, accuser and accused statements and the conclusions you have made about the complaint. This should be done in an objective manner with all the reasons laid out.
Now that your investigation is complete, there are four possible conclusions that you could draw - Sexual Harassment occurred, Sexual Harassment didn't occur, harassment did not occur but the accused's behavior was inappropriate, or the complaint was without merit.
If Sexual Harassment has occurred then several actions could be taken. In extremely serious cases of harassment the perpetrator will need to be terminated, but in most cases less drastic action will be needed. A transfer, a demotion, counseling or a permanent mark in their record are all possibilities. In any case, a meeting separate from the accuser will need to occur in which the perpetrator is told of your conclusions and how they came about as well as the actions you will be taking. They will also need to know the steps you will take in the future if harassment continues.
You will also need to meet with the victim separately from the perpetrator. The victim will need to leave the meeting knowing your conclusions, the actions you will take to stop the harassment and that their complaint has been handled fairly. You may not be able to tell them the punishment that the perpetrator is receiving due to confidentiality laws. Check with legal counsel before revealing this information.
Lastly, you will need to meet with the victim and perpetrator periodically to ensure that the situation has been taken care of properly. This follow-up is extremely important. Schedule it at the end of the investigation.
No part of a Sexual Harassment investigation is easy, but if you receive assistance from legal counsel and Human Resources and follow the appropriate steps the investigation will be a smoother, easier process.
A Discussion of Suspended Scaffolding Safety
Suspended scaffolds are usually suspended quite high off the ground. Safety under these conditions is imperative. Make sure your employees are fully trained in every area of this dangerous job.
Asbestos Awareness Can Save Your Health
Working in a structure built before the 1980s means there is a good chance that you are working in an environment that contains asbestos. Understanding how to safely work in this dangerous environment is imperative.
What a Course in Electrical Safety in the Lab Entails
The use of electicity in a lab is of course unavoidable. Giving your employees a complete training program on electrical safety as it pertains to the laboratory is imperative.
