by Meagan | Oct 22, 2026 | Harassment, Human Resources
Investigating a claim of harassment can be intimidating, but the steps are fairly straightforward: Select an interviewer. This person should be an impartial manager, company officer, or HR representative. Ideally, they have completed training on conducting a...
by Meagan | May 28, 2026 | Harassment, Human Resources
You can share a copy of the original complaint with the person who filed it, as well as the general results of the investigation. However, you shouldn’t hand over investigation notes, witness statements, or other documentation. That information was most likely shared...
by Meagan | Apr 16, 2025 | Business Tips, Harassment, Human Resources
It depends on what they’re venting about. If they’re complaining about conduct that might be illegal, such as harassment or threats of violence, you’ll need to investigate. This is true even if the employee asks you not to take action. If the situation doesn’t pertain...
by Meagan | Apr 1, 2025 | Harassment
Quid pro quo—a Latin phrase meaning “this for that”—refers to a specific type of unlawful sexual harassment. Quid pro quo harassment can occur in two ways: The harasser promises an employee or applicant a promotion, raise, or other positive employment change in...
by kayla | Oct 23, 2023 | Harassment, Human Resources
Answered by the HR Experts: Absolutely. It is important to remember that not all interactions between employees take place at work, and these non-work interactions can ultimately affect the workplace, potentially contributing to a hostile work environment. For...
by rachael | Feb 17, 2023 | Harassment, Human Resources
Answer from Sergio, SHRM-CP: Yes, you should still investigate the complaint. Not investigating could expose you to legal risk if more employees come forward with complaints, if the employee later decides to take their complaint to a state or federal agency, or if the...
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