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Checklist For Sexual Harassment Investigations

The checklist outlines the steps for conducting a thorough sexual harassment investigation including preliminary considerations, gathering facts by interviewing the victim, perpetrator, and witnesses, and evaluating the facts to make a decision. Investigators should create a confidential file, conduct private interviews, review relevant documents and personnel files, take statements if needed, assess credibility of those interviewed, and draft a report with conclusions and recommendations for corrective action if harassment is found to have occurred. The decision-maker should review the report and documentation of their decision before following up with the victim and perpetrator.

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396 views

Checklist For Sexual Harassment Investigations

The checklist outlines the steps for conducting a thorough sexual harassment investigation including preliminary considerations, gathering facts by interviewing the victim, perpetrator, and witnesses, and evaluating the facts to make a decision. Investigators should create a confidential file, conduct private interviews, review relevant documents and personnel files, take statements if needed, assess credibility of those interviewed, and draft a report with conclusions and recommendations for corrective action if harassment is found to have occurred. The decision-maker should review the report and documentation of their decision before following up with the victim and perpetrator.

Uploaded by

pa3ckblanco
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© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Checklist for Sexual Harassment Investigations

Checklist for Sexual Harassment Investigations


1. Preliminary Considerations
• Use two investigators, if possible.
• Create a confidential file.
• Conduct interviews in a private room.

2. Gathering the Facts

2.1. Review relevant personnel files and company policies.

2.2. Interview the victim.

o Take the person complaint seriously.


o Explain the investigation but don't promise complete confidentiality.
o Find out what happened: GET SPECIFICS.
o Find out the effect of the harassment on the victim.
o Find out names of witnesses.
o Ask the victim what they want.
o Assess their credibility.
o Take a statement, if warranted.
o Type the notes of the interview.

2.3. Interview the perpetrator.

o Explain the purpose of the interview but state that no decision has been made on the truthfulness of
the allegations.
o Identify the victim and the specific basis of the sexual harassment complaint.
o Ask the person to respond to the charges.
o Find out names of witnesses.
o Assess their credibility.
o Take a statement, if warranted.
o Type the notes of the interview.

2.4. Interview corroboration witnesses.

o Try to elicit identity of victim and perpetrator from the witness as opposed to identifying the victim
and perpetrator to the witness at the beginning of the interview.
o Find out what he or she knows: GET SPECIFICS.
o Distinguish between firsthand and secondhand knowledge.
o Assess the credibility of the witness.
o Take a statement, if warranted.
o Type the notes of the interview.

www.investigationsystem.com Tel: (613) 244-5111 / 1-800 465-6089 Fax: (613) 244-3303 e-mail: [email protected]
Checklist for Sexual Harassment Investigations

3. Evaluating the Facts and Making the Decision

3.1. Evaluate the facts from a reasonable woman's perspective.

3.2. Distinguish between "unwelcome" and "voluntary" sexual conduct.

3.3. Draft a thorough, even handed report.

o Make the report chronological.


o Describe when first learned of the complaint.
o Provide exact details of the complaint.
o Note the documents reviewed.
o Describe the interviews.
o For all witnesses, distinguish between firsthand knowledge and rumor.
o State conclusions as to whether sexual harassment occurred and provide specific justification.
o Recommend corrective action if sexual harassment occurred. The corrective action should:
o be reasonably calculated to prevent further harassment.
o not punish the victim.
o be consistent with the discipline imposed in the past in similar situations.

3.4. Submit the report to the decision-making official. That official should:

o not be a rubber stamp.


o point out deficiencies in the report.
o ask follow-up questions.
o conduct interviews him or herself if necessary.
o document his or her actions.

3.5. Follow up with the victim and perpetrator after the decision has been made.

Source: EMPLOYEE RELATIONS LAW JOURNAL

www.investigationsystem.com Tel: (613) 244-5111 / 1-800 465-6089 Fax: (613) 244-3303 e-mail: [email protected]

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