You might have to disclose details of an incident, including to the accused person, in order for them to speak about whether or not they were involved.Īfter each interview, assess the credibility of each interviewee by asking: However, don’t promise confidentiality to any interviewees. To make the interviewees more comfortable, try to use a mixed-gender team.ĭo your best to keep the details of the investigation confidential. One can ask the questions while the other takes notes or records the interviews for later transcription. When conducting investigation interviews, have two investigators present, if possible. If you’re conducting the interviews virtually, ask the interviewee to set up in a quiet distraction-free area, with a closed door if possible. This could be an empty board room or a neutral party’s office. When scheduling interviews with the victim, alleged harasser, and witnesses, make sure you’ll have access to a private place away from other employees and management. Place the accused person on paid administrative leave for the duration of the investigation.This could include different work hours, moving work stations, or taking paid leave. Ask the victim if and how they would like to be separated from the accused.To avoid a lawsuit and protect your employees, consider these options: However, this could be perceived as retaliation (by the victim) or disciplinary action (by the accused). You might want to separate the involved parties until the investigation is resolved. RELATED: Guide to Workplace Sexual Harassment Next to confidentiality, avoiding retaliation should be your top priority.Įxplain your company’s anti-retaliation policy to every person you speak to in the investigation (victim, alleged harasser, witnesses) and encourage them to report any retaliatory behavior they experience. Only share information about the case on a need-to-know basis. Be discreet about the details of the allegation and the identities of the complainant and the subject. To protect both the complainant and the alleged harasser, keep all details of the case confidential until a resolution is reached. Reflect this in your actions by acting quickly and keeping all communications professional and supportive. In your first meeting with the complainant, express that you’re taking their complaint seriously. Here’s how to conduct a sexual harassment investigation.Įnsure an Unbiased, Confidential Investigation We’ve gathered these tips to ensure your sexual harassment investigations are successful, as well as ways to prevent this behavior in the future. Why? CEO Bobby Kotick allegedly hid employee reports of sexual harassment and assault from shareholders and the company’s board of directors, allowing a company culture of harassment to flourish.ĭon’t let your organization and employees suffer the same fate. In 2021, video game company Activision Blizzard faced dropping share prices, walk-outs from staff, calls for the CEO’s resignation, and a federal SEC investigation. Allegations of sexual harassment must be assessed, investigated and resolved as soon as possible to ensure the behavior doesn’t continue.įailure to conduct a swift, fair investigation could result in more and escalated incidents (at best) and a lawsuit, increased employee turnover, and a reputation as a company that allows harassment to run rampant (at worst).Ī no-tolerance sexual harassment policy shows employees that you care about their well-being and creates an overall more ethical workplace culture, which often fosters happier employees who are more creative, innovative, and productive. Sexual harassment investigations are among the most sensitive that a company must conduct. We are Case IQ In the world marred by fraud, harassment and ethics lapses, Case IQ stands as a force for good.Back to the Future: The Importance of Triage and Investigative Protocol.Insights from Case IQ We’ve tapped some of the best minds in the corporate investigation field to bring you current information and expertise on best practices for your case management.Case IQ Case Types Case intake, workflow, data centralization and reporting have never been simpler or more intuitive.With multi-channel intake, configurable workflows, and analytics, Case IQ is a vital tool for modern investigation teams. Whatever your organization’s needs, we cover all case types. The Case IQ Platform Resolve today’s cases and prevent tomorrow’s vulnerabilities.
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