Workplace Complaints
The complaint of sexual harassment – Interview of accused
After interviewing the accuser, although her notes and advice sought at the Department Human Resources and Legal Service (if necessary), it is time to interrogate the accused. This interview is one of the hardest things you will do as a manager and you need to prepare for their organization and emotional.
In many cases where the defendant was surprised when they learn more about the application. Reactions can range from anger to shame to panic. For this reason, it is important that the person knows what the meeting is about to advance. This will allow them time to regain his composure and can be a lot quieter maintenance is more productive.
It is important to have a witness moved from the interrogation of the accused. This testimony can take notes and provide a view of others on the incidents. This will ensure that you have more information specific interview. Start by saying the seriousness of the defendant considers sexual harassment and how it expects full disclosure and complete cooperation Everything interview. So I say the incident (s) that are investigating a very general way, like – we are investigating a complaint about inappropriate touching, dirty jokes. In many cases the accused to discuss the incident directly.
Take notes and a thorough probe of the accused as much information as possible. This part of the survey is only a process of gathering information. Do not make assumptions, and developed assessments. That will come later. This interview is to ensure that the defendant's history. Be sure to give the accused every opportunity to tell their story. It may take some persistence and boring, but it is imperative that you get it.
The defendant in most cases want to know who the accuser. This is not always obvious. Especially with the allegations of hostile work environment. Before giving this information to ensure that you consult with an attorney if appropriate.
Interview defendants will not be easy. Remember, treat the accused with respect and give them time to calm down. Gather information without making assumptions or evaluations. If you follow the procedures and get all the advice they need resources advisers legal human and the task will be much easier.
About the Author
Charlie Bentson King is a writer and producer of training videos for TrainingABC. TrainingABC is a distributor of sexual harassment video and sexual harassment DVD training programs.
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