Sexual harassment interview questions

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This post is the second in a four-part series that provides guidance and strategies to HR professionals, managers and business owners on conducting effective sexual harassment investigations. Although this article focuses on sexual harassment, the advice in it applies equally to racial, age-based and other types of harassment investigations. The second interview in your harassment investigation should usually be with the employee accused of inappropriate conduct. Sometimes it may make sense to interview other witnesses first.
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14 Questions to Ask in a Workplace Investigation

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Sexual Harassment: Questions for Sexual Harassment Investigations

The wave of workplace harassment allegations dominating headlines in recent weeks has been a wake-up call to employers to review their anti-harassment policies. However, the best-drafted policies are meaningless unless companies have an investigation protocol in place that mandates a prompt and thorough investigation of any complaints of sexual misconduct in the workplace. While a thorough investigation can help to alleviate office tension and may shield the company in the event of a lawsuit, an inadequate investigation can hurt worker morale and expose the employer to litigation. Supervisors or other employees should not take it upon themselves to investigate complaints of workplace harassment. Complaints of harassment should be reported even if the complainant asks that it not be reported. Companies should carefully consider who will be responsible for conducting the investigation. Employers should evaluate whether the person charged with conducting the investigation can remain impartial, objective, and fair throughout the investigation.
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How to Conduct a Sexual Harassment Investigation (Part 2): Interviewing the Accused

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When an employee complains that he or she is experiencing sexual harassment of any type, the employer has a legal, ethical, and employee relations obligation to investigate the charges thoroughly. If an employer hears rumors that sexual harassment is occurring, the employer must investigate the potential harassment. These are examples of how seriously employers must take sexual and any other form of employee harassment that is or may be occurring in their workplace.

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