- 1). Get a complete accounting of the complaint from both parties involved. Ask them to provide you with a written account of their recollection of the incident and explain that you're impartial and must investigate the reports with complete neutrality. Although you may at first feel more compelled to side with the alleged victim, you can't make a judgment one way or another until you have all of the facts of the case.
- 2). Schedule a consultation with your human resources manager to find out how you should proceed in light of the reports. She may also advise you to consult with your company's legal team for their advice on the matter. Find out what procedure you should follow in gathering facts and how the matter should proceed once you know the facts surrounding the reports of harassment.
- 3). Hand down swift and immediate disciplinary action if the reports are founded. This is key to resolving the current situation, as well as to discouraging any future acts of harassment. Also offer support to the victim in the form of counseling via your company's Employee Assistance Program to deal with the incident(s).
- 4). Circulate a copy of your company's harassment policy to employees. Explain that this is a reminder to all employees about your company's stance on harassment and ask if there are any questions regarding the policy. Make it clear that your company has zero tolerance for harassment of any kind, and that actions including or leading up to termination may be taken against the offending employee.
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