White Paper published by The HR Specialist, copyright 2009
Most employers understand the importance of doing a fair and thorough investigation when they receive complaints of on-the-job harassment. In-house investigators (usually a human resources manager) often do a good job of interviewing the right people and documenting the interviews but then fall short when it comes time to analyzing the evidence.
For example, many investigators falsely believe they can't conclude that harassment occurred unless they have independent witnesses to the allegations. This mistake leads to action not being taken when it should. So what's an investigator to do when confronted with conflicting stories? Here are some guidelines.
Use a lower burden of proof
In every lawsuit, one party has the burden of proving his or her case. In a civil case, the person bringing the lawsuit (the plaintiff) has the burden of proof. ...(register to read more)