It’s bound to happen. An employee will complain about supposed sexual harassment and you will have to investigate. How you handle that investigation could make the difference between winning a retaliation lawsuit and losing it—big time.
Here’s the best approach: Take every harassment complaint seriously. Keep it as confidential as possible—but respond fast.
For example, it’s a good idea to revisit the sexual harassment policy and remind all employees what you expect. Call a meeting, but don’t bring up the complaint. Instead, treat this as routine sexual harassment training.
Then finish the investigation. If you believe some improper conduct ...(register to read more)
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