When complaints of workplace harassment arise, as they inevitably do, managers and HR directors are called upon to respond. Doing this right is a high-stakes venture. Here are 10 steps to performing an appropriate investigation:
1. Investigate (almost) every complaint. An investigation will be necessary in most circumstances. However, if the allegations are quite minor (a relatively innocuous and isolated joke not aimed at anyone) or the person accused of the behavior admits it, you can skip the investigation and take appropriate disciplinary action.
2. Chose the right investigator. The investigator should be neutral and experienced. Don't have a super-visor with less authority than the accused person do the investigation. If a high-ranking employee is implicated, consult with an attorney or bring in an outside investigator.
Don't go forward with an investigation yourself unless you can be truly unbiased and are ...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- What's the difference between an independent contractor and an employee?
- Uncle Sam abruptly cancels huge overhaul of feds' HR systems
- Should you share great ideas with your firm?
- Does your violence policy address concealed-carry laws? It should