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 rachael | Jun 11, 2024 | Human Resources
Investigating a claim of harassment can be intimidating. For this Q&A, we’ve provided a condensed overview of the steps for an investigation: Select an interviewer. This person should be an impartial manager, company officer, or HR representative. Ideally,...
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...
by rachael | Aug 21, 2022 | Harassment, Human Resources
Answer from Kyle, PHR: You need to investigate the matter. A racially insensitive comment could be considered harassment—unwelcome behavior that’s based on a protected class such as race. Harassment becomes unlawful if putting up with it is a condition of continued...
by rachael | May 22, 2022 | Harassment
Answer from Emily, MBA, SPHR: It depends. You can certainly share a copy of the original complaint with the person who filed it. You can also tell them about the general results and let them know whom they should speak to if the harassment continues. You shouldn’t...
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