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HR detective: How to solve the classic ‘he said/she said’ mystery

by on
in Discrimination and Harassment,HR Management

It’s a mistake that’s all too common: An employer investigating harassment claims or other workplace infraction fails to act when the inquiry bumps up against a “he said/she said” wall. There are four factors critical to assessing witness credibility: demeanor, consistency, chronology, and past history and motivations.

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