Harassment Investigation Checklist & Process

1 Harassment Investigation Checklist & Process Note: This is intended to be a guideline only and you are encouraged to consult with an employment law attorney or human resources professional. I. When a complaint of Harassment is received: First ensure complainant and any other alleged victims are safe and free from further Harassment during course of Investigation (until permanent resolution is decided). If alleged harasser is a Company employee, remove alleged harasser from same working vicinity as complainant (if appropriate) for duration of Investigation (assign to another location or suspend pending outcome of Investigation , as appropriate). Determine who should be involved in Investigation (names of complainant(s), alleged harasser(s), witnesses, etc.). Limit discussion of incident to these individuals. Consider the order in which the Investigation will be conducted: Complainant(s) Alleged harasser Co-workers and other witnesses Second interview of the complainant to discuss any factual questions as a result of the Investigation Second interview with the alleged harasser to discuss any factual questions as a result of the Investigation II.

1 Harassment Investigation Checklist & Process Note: This is intended to be a guideline only and you are encouraged to consult with an employment law attorney or human resources professional. I. When a complaint of harassment is received:

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