Your browser does not allow automatic adding of bookmarks. Please press Ctrl/Command + D to add a bookmark manually.
Investigate a Claim of Harassment
An employer has a duty to investigate claims of harassment upon receiving a complaint or learning of alleged harassment in the workplace.
An employer may elect to take interim measures, including temporary transfer or a disciplinary leave of absence with pay, to avoid potential harassment during the investigation phase.
A neutral, objective and properly trained investigator should be selected. An employer may want to hire an outside investigator if a high-level employee is accused of harassment.
The investigator should conduct interviews and review documentation during the investigation. Records of the investigation should be kept in a file separate from personnel records.
The employer should remind the complainant that it will maintain confidentiality to the extent possible, it will only disclose facts on a need-to-know basis and it will enforce its no-retaliation policy as necessary.
The materials and information included in the XpertHR service are provided for reference purposes only. They are not intended either as a substitute for professional advice or judgment or to provide legal or other advice with respect to particular circumstances. Use of the service is subject to our terms and conditions.