Sexual harassment investigations involve interviewing the victim, alleged perpetrator, and witnesses to determine the validity of a complaint. Two investigators should be used to avoid bias. Reports should be transcribed and sent to a manager for resolution, which may include termination and legal action.
There are several steps involved in a sexual harassment investigation, often related to the particular event. Some common methods and procedures are typically used in different investigations, however, and these methods are used to ensure fairness and to try to determine the validity of a complaint. The procedures for a sexual harassment investigation often consist primarily of interviews with a number of individuals involved in a sexual harassment complaint, including the victim who filed the complaint, the alleged perpetrator of the harassment, and all available witnesses from the event. .
A sexual harassment investigation is the process of trying to determine the validity of a sexual harassment complaint, typically done in a workplace or other group setting. Appropriate procedures should be followed to ensure the rights of those involved in this type of investigation and to try to generate a fair and accurate assessment of what occurred. A sexual harassment investigation typically begins with an interview with the person who filed a complaint or harassment complaint. Whenever possible, two investigators should be used for a sexual harassment complaint to avoid potential claims of bias following an investigation.
The victim who files a sexual harassment complaint is typically the first person interviewed in a sexual harassment investigation. This should be done in private and the victim should feel that her rights are respected and supported; the investigator should keep in mind that any type of retaliation against the victim can be grounds for serious legal action. The victim should provide a report describing what happened and should be encouraged to be as specific as possible, giving the time and place of any events, as well as the names of witnesses to the harassment. Open-ended questions should be asked during a sexual harassment investigation to ensure that the answers are in the words of the people involved.
Once the victim has been fully questioned, the alleged perpetrator of the harassment should be questioned to continue the sexual harassment investigation. He or she should be treated with respect and the investigator should be sure to grant him or her the same rights as the victim. The same type of interview should be conducted, including questions regarding specific dates, times, and locations, as well as witnesses to the event.
Witnesses should then be interviewed. Witnesses should generally not be given the names of those involved, but should be questioned about the events, as to time and place, and allowed to identify those involved on their own. All of these reports should be transcribed, along with any notes an investigator makes, and a final conclusion should be reached. This report is then typically sent to a manager or someone else with the authority to take the necessary steps to resolve the situation. This termination may result in termination of employment and further legal action may be required, depending on the situation.
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