When an employee reports workplace harassment, it means they could be at serious risk of harm. Employees can report workplace harassment to their employer. Employers have a duty to respond to harassment claims. If a harassment claim is not handled carefully, the victim could face increasing harassment and pursue the business for damages.
An employer should consider promptly resolving the harassment claim to minimize liability. How does an employer handle a harassment claim? There are several steps to take. Here is what employers should know:
Take detailed notes about the harassment claim
An employer can begin handling a harassment claim by listening to the victim’s experience. The employer should consider taking detailed notes as they listen to their employee, including when and where the harassment happened, the alleged harasser, names of any witnesses and how this issue is affecting their employee. These notes may be crucial to investigating and resolving a harassment claim.
Interview the alleged harasser
An employer should consider interviewing the alleged harasser. The alleged harasser may present evidence that either supports or contradicts the claim. During the interview, the employer may need to consider how much information is disclosed about the claim to protect the victim from attempts at retaliation by their alleged abuser.
Look into the allegation
An employer can take further steps to investigate the harassment claim. This could include collecting emails or texts that would support the claim. There may also be video evidence of the harassment. Any witnesses may also be interviewed to determine the authenticity of the claim.
Respond to the complaint appropriately
Once a conclusion is made about the harassment claim, the employer should consider how to resolve the issue. If the alleged harasser does appear to be guilty, they may be punished. However, if a claim is inconclusive, the employer may need to approach the issue another way.
Employers may need to consider their legal rights as they address a harassment claim to avoid liability. Experienced legal guidance can help employers respond appropriately and minimize the possibility of litigation and reputational damage.