Successfully reported this slideshow.

Houston Worksource Presentation Resource Documents 102009


Published on

Questions to run through when Harassment is brought up in the workplace.

Published in: Business, Health & Medicine
  • Be the first to comment

  • Be the first to like this

Houston Worksource Presentation Resource Documents 102009

  1. 1. COMPANY’S Policy Procedures/Manual: resource page <ul><li>PLEASE CHECK YOUR HANDBOOK </li></ul><ul><li>AND WEBPAGE.. </li></ul><ul><li>Attachment… Sample Questions for Harassment Investigations </li></ul>
  2. 2. SAMPLE QUESTIONS FOR COMPLAINANT (resource page ) <ul><li>What is the problem? What happened? </li></ul><ul><li>Who was involved? </li></ul><ul><li>When and where did the incident(s) take place? </li></ul><ul><li>Did anyone see (hear) this? Who? </li></ul><ul><li>Has this ever happened before? Anything similar? </li></ul><ul><li>Have you talked to anyone else about this? Who? When? </li></ul>
  3. 3. Sample Questions for Complainant (resource page) <ul><li>Have you talked with any managers or supervisors about this? Who? When? </li></ul><ul><li>What was their reaction? </li></ul><ul><li>Are you aware of any notes, documents, etc, that are relevant? </li></ul><ul><li>Have you kept or made any notes or documents about this? If so, when were they made? </li></ul><ul><li>Do you know of any other employees with similar concerns/issues? </li></ul>
  4. 4. Sample Questions for the Complainant (resource page) <ul><li>What do you think the accused might say about the allegations? </li></ul><ul><li>Do you think you can work with or around the alleged offender? </li></ul><ul><li>If do, what can the agency do to help? </li></ul><ul><li>If not, why not? </li></ul><ul><li>Do you have any suggestions or preferred resolutions? </li></ul><ul><li>If an investigation is warranted, do you have any additional facts or information that would be helpful to the investigator? </li></ul>
  5. 5. Sample Questions for a Witness (resource page) <ul><li>What is your relationship to the accussed and the alleged victim? </li></ul><ul><li>What testimony can you provide regarding this matter? </li></ul><ul><li>Depending on response, more detailed questions, ie as the following: </li></ul><ul><li>Did the employee do or say anything to the harasser to alert him/her that the conduct was unwelcome </li></ul><ul><li>Was the employee’s expression of unwelcome-ness implicitly or explicitly given </li></ul><ul><li>Did the employee do anything that may have encouraged, solicited, or incited the conduct </li></ul><ul><li>What effect did the conduct have on the employee </li></ul><ul><li>Did it affect him/her in performing his/her job </li></ul><ul><li>Did the employee seek counseling or medical help-if so how long after the harassment began did this happen </li></ul>
  6. 6. Sample Questions for the Accused (resource page) <ul><li>What positions have you held? When? </li></ul><ul><li>Who have you supervised/worked with? </li></ul><ul><li>Are you aware of the allegations? How? </li></ul><ul><li>What is your response? </li></ul><ul><li>What is your view of the complainant’s conduct? </li></ul><ul><li>Did the complainant ever complain to you directly? If so, what did he or she say? </li></ul>
  7. 7. Sample Questions for the Accused (resource page) <ul><li>Do you have any documents you think are relevant to the issues involved? </li></ul><ul><li>Do you have any witnesses you want me to talk with? </li></ul><ul><li>Do you know why the complainant would falsify these allegations? (if accused says the allegations are untrue) </li></ul><ul><li>Has anyone spoken to you before this about these allegations? If so, who? When? What was the outcome? </li></ul><ul><li>Have you spoken to anyone about your relationship with the complainant? If so, who? When? </li></ul>
  8. 8. Sample Questions for the Accused (resource page) <ul><li>Have you ever made (racial, sexual, etc) comments toward any employees? </li></ul><ul><li>Have you ever spent time with employees outside work? If so, when, who, why, how often? </li></ul><ul><li>What are your relationships like with the complainant/other employees? </li></ul><ul><li>Have you ever commented on the (race, gender, etc) attributes of the complainant? </li></ul><ul><li>Does he/she say the conduct was welcome? </li></ul>
  9. 9. CREDIBILITY ASSESSMENT (resource page 10) <ul><li>FOR EACH INTERVIEWEE ASSESS THE FOLLOWING FACTORS: </li></ul><ul><li>1. Body language </li></ul><ul><li>2. Reactions to allegations or questions—argumentative? Defensive? Hostile? </li></ul><ul><li>3. Logic and consistency of the interviewee’s story </li></ul>
  10. 10. Credibility Assessment (resource page) <ul><li>4. Whether or not the person was forthcoming with information </li></ul><ul><li>5. Did interviewee have the opportunity to see or hear what they are purporting to have seen or heard </li></ul><ul><li>5. To what extent are individual accounts independently corroborated by others </li></ul><ul><li>6. Does interviewee have anything to gain by siding with complainant or accused </li></ul>
  11. 11. Thank You! Houston Worksource Solutions Kim Petersen