Home>HR Library>Harassment>Investigations>
During an investigation, fully inform the complainant of his/her rights under your anti-harassment policy and any other relevant policy, such as an internal grievance policy.
Investigations OverviewTo fully and effectively conduct an investigation, interview the complainant, the alleged harasser, any witnesses to the conduct and any other person who may have relevant information. More »
Example of a Proper InvestigationThe case of Silva v. Lucky Stores, Inc. provides an example of an appropriate sexual harassment investigation. More »
Example of an Improper InvestigationThe case of Steele v. Youthful Offender Parole Board illustrates how an employer conducted an improper investigation into allegations of sexual harassment. More »
Select the Sexual Harassment InvestigatorDetermining who should conduct the investigation is a critical part of the planning process. More »
Take Interim Action Pending the Investigation’s OutcomeWhen you first learn of a complaint, determine if you must take any interim actions before you initiate an investigation. More »
Determine Whom to Interview and in What OrderIn most situation, you will usually interview the complainant first. More »
Take Accurate NotesAccurate note taking in a sexual harassment investigation is critical. More »
Interview the ComplainantAt this point in the sexual harassment investigation, you are ready to begin your formal, initial interview with the person who is raising the complaint. More »
Interview the Alleged HarasserA good investigator never forgets that everyone is innocent until proven guilty. More »
Interview Other WitnessesBe sensitive to the fact that being interviewed as part of an investigation can be quite stressful. More »
Conduct Follow-Up InterviewsYou may need to interview the complainant and/or the alleged harasser again at the end of the process. More »
Harassment Investigations Forms Download
View All