1. Collect all relevant information and documents:
Ensure you gather written complaints, emails, text messages, and any other pertinent evidence to establish a complete understanding of the situation.
2. Identify and interview the complainant and alleged harasser:
Speak separately with both parties to understand their perspectives and gather details about the alleged harassment incident.
3. Interview any potential witnesses:
Obtain statements from individuals who may have witnessed the incident or have relevant information about the situation.
4. Review the company's harassment policy and procedures:
Familiarize yourself with the company's policies and protocols regarding harassment, ensuring your investigation aligns with them.
5. Preserve any relevant electronic evidence:
Secure electronic communication records, such as emails and text messages, that may serve as evidence in the investigation.
6. Assess the credibility of all parties involved:
Evaluate the consistency and reliability of the information provided by the complainant, alleged harasser, and witnesses.
7. Document each interview thoroughly:
Maintain detailed notes during interviews, capturing specific statements and reactions for accurate documentation.
8. Analyze the gathered evidence objectively:
Examine all collected evidence impartially, without bias, and draw conclusions based solely on the available information.
9. Determine if immediate action is necessary to protect employees:
If there is a risk to the safety or well-being of employees, take appropriate interim measures while the investigation is ongoing.
10. Make a final determination based on the evidence:
After reviewing all evidence, decide whether the allegations are substantiated and, if so, determine appropriate disciplinary actions.
