The company has four goals in mind as it begins to investigate. It will:
(1) Conduct a confidential investigation.
(2) Consult with those who have knowledge of the alleged harassment.
(3) Consider the evidence in order to come to a rational and supported decision or conclusion.
(4) Correct through “affirmative action” any violation of the company's policy.
The investigation process begins with issue identification. That is, you must first determine if the issue is harassment before you proceed. In an earlier book, The Manager's Pocket Guide to Documenting Employee Performance (HRD Press, 1998), I developed a flowchart to demonstrate the process.
The chart offers four statements and three questions to assist ...