Question: How do we still conduct a thorough harassment investigation when the accuser won’t sign their name to a written statement?
Answer: Your priority must be to ensure safety and fairness for everyone involved.
- Investigate Beyond the Statement. Even without a written statement, you must investigate. Seek corroborating evidence: Have others witnessed similar behavior? Does the accused have a history?
- Address Anonymity Limits. Explain that while you’ll protect anonymity as much as possible, for serious allegations leading to disciplinary action, direct participation might eventually be necessary for a fair process.
- Ensure Due Process for Accused. Before any action, provide the accused staff member a clear opportunity to respond to the allegations. This is non-negotiable for fairness. Conduct diligent fact-finding to assess credibility and rule out misunderstandings
Stop harassment before it even starts. Let’s talk about Harassment Prevention Training.
Original content by HR Ministry Solutions. This information is provided with the understanding that Payroll Partners is not rendering legal, human resources, or other professional advice or service. Professional advice on specific issues should be sought from a lawyer, HR consultant or other professional.
