Investigate a Claim of Sexual Harassment
When to Use This Workflow
Use the Investigate a Claim of Sexual Harassment workflow to conduct an investigation into an allegation of sexual harassment, either when an employer is notified or becomes aware of alleged sexual harassment in the workplace.
This workflow walks an employer through the major steps of the internal investigation process, from the time an employer receives a complaint of sexual harassment, a report of sexual harassment from a witness, or otherwise becomes aware of sexual harassment affecting one or more of its employees.
Depending on the severity of the allegations, the need to involve outside authorities or investigative agencies, an employer's own internal policies and protocols pertaining to investigations and other factors, steps in this workflow may be added, altered or eliminated altogether.
Given the sensitive nature of these allegations and the potential for disruption in the workplace, an employer should consult with inside or outside counsel prior to commencing an investigation into allegations of this nature.
- The employer learns of an alleged sexual harassment incident.
- Determine whether to separate the individuals allegedly involved in the incident.
- Lead investigator defines the scope and purpose of the remainder of the investigation.
- Should controls be used to protect information or testimony from destruction?
- Ensure collected data is properly documented, stored and protected.
- Employer acts on the results of the investigation.
Key "What if?" Events
- What if the accused employee is part of a union or is otherwise protected by a collective bargaining agreement (CBA)?