INVESTIGATE COMPLAINTS BY EXITING EMPLOYEES — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
Q During a recent exit interview, an employee told us that she had been sexually harassed on the job. But she claimed that she was leaving the company for a better job, not because of the alleged harassment. What should we do with her complaint? Do we have an obligation to investigate this claim even though she is leaving? L.C., Louisiana
A Don't be tempted to sweep this complaint under the rug. As with other complaints, you have an obligation to investigate a former employee's claims. The individual who allegedly harassed your former employee may be harassing others, so you need to investigate and stop any wrongful conduct. ?Moreover, the former employee may still sue the company, and you need to be prepared. One way to prepare is to investigate promptly and thoroughly after you've received the complaint. The company's failure to do so would surely be used against it in litigation.
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