Q. If a victim of sexual harassment wants the matter dropped, do we still have to conduct an investigation?
A. Yes. The obligation to investigate is an independent duty of the employer. It is triggered whenever the employer knows or should know that there may be conduct that creates a hostile environment. Even if the employee has changed his or her mind (which could happen for a number of reasons, including embarrassment, worries about retaliation or other second thoughts), you should get to the bottom of the matter.
- Training, strong policies key to keeping workplace harassment-free
- Good faith is the key to litigation-Proof employment decisions
- Radical change to worker's schedule lets him win unemployment benefits
- EEOC pursues full day of rest as a religious accommodation
- Mandatory firings lead to $380K ADA settlement