Conducting effective workplace investigations means finding out important information that can help you determine exactly what happened and how to proceed. You will be garnering this information from employees who are involved or are witnesses to the subject of the investigation. It is crucial to your investigation that you maintain consistency by asking every witness the same questions. And always ask open-ended instead of leading questions. Request your demo of i-Sight to find out how users are saving time, closing more cases, reducing risk, and improving compliance.
EEOC Approved Sexual Harassment Investigation Interview Questions
Sexual Harassment: Questions for Sexual Harassment Investigations
Follow ABA. It is well known by employers that every company should maintain and distribute an anti-harassment policy that contains a clearly articulated complaint procedure for employees to complain of harassment and discrimination. However, employers often overlook the importance of promptly investigating complaints of harassment and taking quick and appropriate corrective action. All too often, what begins as simple workplace humor turns into an expensive harassment or, even worse, a retaliation claim when the employer does not conduct an effective investigation.
14 Questions to Ask in a Workplace Investigation
When an employee complains that he or she is experiencing sexual harassment of any type, the employer has a legal, ethical, and employee relations obligation to investigate the charges thoroughly. If an employer hears rumors that sexual harassment is occurring, the employer must investigate the potential harassment. These are examples of how seriously employers must take sexual and any other form of employee harassment that is or may be occurring in their workplace. As an HR staff person, one of the most common requests that will occur when you are approached by an employee to talk is that they want to tell you something, but you must first promise to keep it confidential. Employees do not well understand confidentiality in HR.
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