Technique for investigating sexual harassment complaint
Reports of sexual harassment and discrimination in the workplace appear to be at an all-time high. The media reports daily on allegations across every industry—entertainment, technology, media, law, venture capital, finance, government, and more. This article examines the important steps a company can take in responding to sexual harassment or discrimination claims, both with respect to addressing workplace allegations as well as dealing with any resulting litigation. Sexual harassment or discrimination complaints can lead to serious liability, including punitive damages designed to punish the company for inappropriately handling the complaints. The company may face significant liability even if a low level supervisor fails to comply with company rules and policies. Not all of the proper responses to these claims are intuitive and many require knowledge of complex applicable laws and regulations.
15 Key Steps For Companies Responding To Sexual Harassment Or Discrimination Allegations
Sexual Harassment (A Code in Practice) - Complaint procedures | Australian Human Rights Commission
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39 Tips for Conducting a Sexual Harassment Investigation
Sexual harassment investigations are among the most difficult and sensitive cases an investigator will encounter. Victims may be uncomfortable coming forward due to the sensitive nature of the issue and it may be difficult to get them to talk openly about what happened. The person alleged to have committed sexual harassment may be embarrassed or even angry, especially if the allegations are false. Join Allison West as she outlines the critical steps that need to take place when investigating sexual harassment and how to avoid the common investigation mistakes.
Make sure you have the knowledge and training you need before any complaints surface. Members may download one copy of our sample forms and templates for your personal use within your organization. Neither members nor non-members may reproduce such samples in any other way e. In fact, it reads like a primer on what not to do in sexual harassment inquiries. In the recent flood of sexual harassment allegations involving high-profile individuals in various industries, HR professionals have been criticized for being unwilling or unable to investigate such complaints.