This document provides guidance on investigating employee complaints. It emphasizes the importance of taking complaints seriously to avoid liability and protect employee morale. Common mistakes made in investigations include ignoring complaints, delaying investigations, and failing to be thorough. The goals of an investigation are to reach a fair, objective and defensible conclusion while protecting employee morale and decreasing liability risks. Key steps include conducting early, impartial interviews of all relevant parties; gathering documentation; determining credibility; and preparing a written report with the conclusions. Thorough documentation of the entire process is crucial.
Workplace Investigations: Managing 5 Challenging WitnessesCase IQ
Workplace investigators encounter a wide variety of people over the course of an investigation, some more challenging than others. Effective handling of each complainant, alleged wrongdoer and witness is crucial to the outcome of the investigation, and good interviewing and investigation skills will always be needed, no matter what challenges they throw your way.
Watch as Bill Nolan, Managing Partner of Barnes & Thornburg LLP’s Ohio office and author of the popular blog series: The Witness Files, outlines strategies for handling five situations you may encounter in a workplace investigation.
Create a Harmonious Workplace and Avoid LitigationCase IQ
An optimum workplace environment is critical for the health of any organization. So what specific ingredient creates that optimum environment for you and your associates? Log in to this webinar to find out about the one primary ingredient that will help foster a sense of community, boost employee morale and increase productivity, while at the same time help to protect the business from conflict, workplace violence and employment lawsuits.
In order to achieve this type of workplace, managers, executives and the human resources team must all be on board, creating and enforcing policies that encourage employees to be courteous and discourage conflict.
10 Key Components to a Workplace investigationRegional Health
Top tips to conducting a workplace investigation. This also offers information about obtaining a Timesaver Kit that includes templates to be used for a workplace investigation.
Workplace Investigations: Managing 5 Challenging WitnessesCase IQ
Workplace investigators encounter a wide variety of people over the course of an investigation, some more challenging than others. Effective handling of each complainant, alleged wrongdoer and witness is crucial to the outcome of the investigation, and good interviewing and investigation skills will always be needed, no matter what challenges they throw your way.
Watch as Bill Nolan, Managing Partner of Barnes & Thornburg LLP’s Ohio office and author of the popular blog series: The Witness Files, outlines strategies for handling five situations you may encounter in a workplace investigation.
Create a Harmonious Workplace and Avoid LitigationCase IQ
An optimum workplace environment is critical for the health of any organization. So what specific ingredient creates that optimum environment for you and your associates? Log in to this webinar to find out about the one primary ingredient that will help foster a sense of community, boost employee morale and increase productivity, while at the same time help to protect the business from conflict, workplace violence and employment lawsuits.
In order to achieve this type of workplace, managers, executives and the human resources team must all be on board, creating and enforcing policies that encourage employees to be courteous and discourage conflict.
10 Key Components to a Workplace investigationRegional Health
Top tips to conducting a workplace investigation. This also offers information about obtaining a Timesaver Kit that includes templates to be used for a workplace investigation.
A sample guide to to assist in consistency during a compliant of misconduct and the ensuing investigation. Great for Supervisors and employees to understand the steps that will be followed.
@HR2CEO
Investigating Harassment Claims: What to Do When You Don’t Know What to DoCase IQ
Investigating harassment in the workplace is a top priority for many organizations in 2018. Effective investigations lead to better risk management and prevention. But harassment allegations are among the toughest to investigate. Often, all you get is a “he said, she said” account. Competent investigators have the skills to get past these hurdles and find out the truth.
Join Meric Bloch, Certified Fraud Examiner, expert investigator and trainer, as he examines the elements of a successful harassment investigation.
Investigating and Preventing Sexual Harassment in the WorkplaceCase IQ
It seems every time we turn around there’s another story about a Hollywood or media executive or government official guilty of sexual harassment. Could there be someone like that in your workplace? Unfortunately, yes. Sexual harassment has been illegal for more than 50 years, yet it still runs rampant.
Allegations alone can be enough to bring down a once-powerful executive – and often the company s/he represented. Add to that, the stories from many women, coming forward as a result to allege that men in all sectors at all levels have sexually harassed them and many times their complaints were ignored or swept under the rug. This trend if anything appears to be growing.
Employers, business owners and HR practitioners need to know how to respond to sexual harassment allegations, and what measures they can, and should, take to prevent it from occurring at all.
Join Janette Levey Frisch, “The EmpLAWyerologist” as she outlines the appropriate actions to take when you receive a sexual harassment complaint and how to be proactive in ensuring a harassment-free work environment.
Some of the Many Things You Will Learn During this Informative HR Webinar include:
Your legal obligations to prevent harassment in your workplace
What constitutes harassment and the types of harassment that can occur in the workplace
Proper responses to allegations of sexual and unlawful harassment in the workplace to protect your organization
What to do if the alleged harasser, is your CEO or a “C” Suite Executive?
Understanding and complying with your obligations regarding confidentiality and refraining from retaliatory actions.
And much more
Sexual harassment training for supervisors and managersJudy Magee, J.D.
training for managers and supervisors on sexual harassment. What is it, how to handle. Includes scenarios to practice what was learned in the training class.
Minimizing Exposure For Workplace Harassment And RetaliationTamsenL
This presentation is a good overview of harassment and retaliation law and provides practical guidance for minimizing employer liability associated with these issues.
In any kind of business, there is a chance that employers will be required to investigate one or more employees at some point for allegations of misconduct such as discrimination or sexual harassment. A properly conducted workplace investigation is not only legally required but can also go a long way in protecting companies and mitigating risks for future problems.
In this webinar, Diana Maier and Beth Arnese go over the key things to know about workplace investigations so that you can garner the maximum legal protection such investigations may provide.
Topics addressed include when to investigate, how to prepare for an investigation, how to interview witnesses, how to prepare a written report, what to do after the investigation, and overall best practices for investigations.
Discussion Board Unit4 Proof Requirements and Sentencing Due.docxelinoraudley582231
Discussion Board Unit4 Proof Requirements and Sentencing Due Date: Initial post- Wed, Reply post -Sun, Points Possible: 75
The discussion assignment for this week includes a review of the Key Assignment Outline completed by one of your classmates, as well as a substantial response to at least one other student.
Primary Task Response: Your first task is to post your own Key Assignment Outline to the discussion area so that other students are able to review your plan. Attach your document to the main discussion post, and include any notes you feel are appropriate. The purpose of this assignment is to help improve the quality of the Key Assignment Draft you will complete next week.
Respond to Another Student: Review at least 1 other student's Key Assignment Outline and provide meaningful feedback. Refrain from general feedback, such as simply stating "good job." Your feedback to other students is most helpful if you not only point out weak areas but also offer suggestions for improvement. The best feedback takes a three-stage approach to identify what was done well, weaknesses, and areas for improvement.
Discussion Board Unit 4 Proof Requirements and Sentencing Due Date: Initial-Wed, Reply- Sun, Points Possible: 75
post an outline of their Key Assignment to the Discussion Board as part of your main post. The main post should include any necessary notes regarding the outline. You should complete at least 1 quality response to a classmate during the week using the three-stage approach to identify the following:
what was done well
weaknesses
areas for improvement
There is an expectation that grammar, spelling, punctuation, and format are correct and professional.
Individual Project Unit 4: Proof Requirements and Sentencing Due: Mon, see class Grading 150 Length: 1,250–1,500 words
Key Assignment
While working an undercover detail in a neighborhood known for drug activity, you notice a vehicle stopped at the intersection waiting for the light to change. The man in the vehicle makes eye contact with you. You approach his vehicle and begin carrying on a conversation with him. You ask him if he needs anything, and he responds by asking you, “What do you have?” You ask him what he is looking for, and he tells you he is looking to score. You show him a small bag containing a white powdery substance; he asks how much, and you respond, "20 dollars." He hands you a $20 bill, and you give him the bag and tip your hat to signal that the transaction was completed. At this time, the man drives off and is stopped a block away by a marked unit. The individual is placed under arrest for drug possession and purchasing drugs, and he is taken to jail.
The individual is charged with possession of a controlled substance. At his trial, he claimed that he was a victim of entrapment by the police. He was found guilty and sentenced to serve 5 years in jail and given credit for the 3 months he already had served in jail.
Assignment Guidelines
Address.
A sample guide to to assist in consistency during a compliant of misconduct and the ensuing investigation. Great for Supervisors and employees to understand the steps that will be followed.
@HR2CEO
Investigating Harassment Claims: What to Do When You Don’t Know What to DoCase IQ
Investigating harassment in the workplace is a top priority for many organizations in 2018. Effective investigations lead to better risk management and prevention. But harassment allegations are among the toughest to investigate. Often, all you get is a “he said, she said” account. Competent investigators have the skills to get past these hurdles and find out the truth.
Join Meric Bloch, Certified Fraud Examiner, expert investigator and trainer, as he examines the elements of a successful harassment investigation.
Investigating and Preventing Sexual Harassment in the WorkplaceCase IQ
It seems every time we turn around there’s another story about a Hollywood or media executive or government official guilty of sexual harassment. Could there be someone like that in your workplace? Unfortunately, yes. Sexual harassment has been illegal for more than 50 years, yet it still runs rampant.
Allegations alone can be enough to bring down a once-powerful executive – and often the company s/he represented. Add to that, the stories from many women, coming forward as a result to allege that men in all sectors at all levels have sexually harassed them and many times their complaints were ignored or swept under the rug. This trend if anything appears to be growing.
Employers, business owners and HR practitioners need to know how to respond to sexual harassment allegations, and what measures they can, and should, take to prevent it from occurring at all.
Join Janette Levey Frisch, “The EmpLAWyerologist” as she outlines the appropriate actions to take when you receive a sexual harassment complaint and how to be proactive in ensuring a harassment-free work environment.
Some of the Many Things You Will Learn During this Informative HR Webinar include:
Your legal obligations to prevent harassment in your workplace
What constitutes harassment and the types of harassment that can occur in the workplace
Proper responses to allegations of sexual and unlawful harassment in the workplace to protect your organization
What to do if the alleged harasser, is your CEO or a “C” Suite Executive?
Understanding and complying with your obligations regarding confidentiality and refraining from retaliatory actions.
And much more
Sexual harassment training for supervisors and managersJudy Magee, J.D.
training for managers and supervisors on sexual harassment. What is it, how to handle. Includes scenarios to practice what was learned in the training class.
Minimizing Exposure For Workplace Harassment And RetaliationTamsenL
This presentation is a good overview of harassment and retaliation law and provides practical guidance for minimizing employer liability associated with these issues.
In any kind of business, there is a chance that employers will be required to investigate one or more employees at some point for allegations of misconduct such as discrimination or sexual harassment. A properly conducted workplace investigation is not only legally required but can also go a long way in protecting companies and mitigating risks for future problems.
In this webinar, Diana Maier and Beth Arnese go over the key things to know about workplace investigations so that you can garner the maximum legal protection such investigations may provide.
Topics addressed include when to investigate, how to prepare for an investigation, how to interview witnesses, how to prepare a written report, what to do after the investigation, and overall best practices for investigations.
Discussion Board Unit4 Proof Requirements and Sentencing Due.docxelinoraudley582231
Discussion Board Unit4 Proof Requirements and Sentencing Due Date: Initial post- Wed, Reply post -Sun, Points Possible: 75
The discussion assignment for this week includes a review of the Key Assignment Outline completed by one of your classmates, as well as a substantial response to at least one other student.
Primary Task Response: Your first task is to post your own Key Assignment Outline to the discussion area so that other students are able to review your plan. Attach your document to the main discussion post, and include any notes you feel are appropriate. The purpose of this assignment is to help improve the quality of the Key Assignment Draft you will complete next week.
Respond to Another Student: Review at least 1 other student's Key Assignment Outline and provide meaningful feedback. Refrain from general feedback, such as simply stating "good job." Your feedback to other students is most helpful if you not only point out weak areas but also offer suggestions for improvement. The best feedback takes a three-stage approach to identify what was done well, weaknesses, and areas for improvement.
Discussion Board Unit 4 Proof Requirements and Sentencing Due Date: Initial-Wed, Reply- Sun, Points Possible: 75
post an outline of their Key Assignment to the Discussion Board as part of your main post. The main post should include any necessary notes regarding the outline. You should complete at least 1 quality response to a classmate during the week using the three-stage approach to identify the following:
what was done well
weaknesses
areas for improvement
There is an expectation that grammar, spelling, punctuation, and format are correct and professional.
Individual Project Unit 4: Proof Requirements and Sentencing Due: Mon, see class Grading 150 Length: 1,250–1,500 words
Key Assignment
While working an undercover detail in a neighborhood known for drug activity, you notice a vehicle stopped at the intersection waiting for the light to change. The man in the vehicle makes eye contact with you. You approach his vehicle and begin carrying on a conversation with him. You ask him if he needs anything, and he responds by asking you, “What do you have?” You ask him what he is looking for, and he tells you he is looking to score. You show him a small bag containing a white powdery substance; he asks how much, and you respond, "20 dollars." He hands you a $20 bill, and you give him the bag and tip your hat to signal that the transaction was completed. At this time, the man drives off and is stopped a block away by a marked unit. The individual is placed under arrest for drug possession and purchasing drugs, and he is taken to jail.
The individual is charged with possession of a controlled substance. At his trial, he claimed that he was a victim of entrapment by the police. He was found guilty and sentenced to serve 5 years in jail and given credit for the 3 months he already had served in jail.
Assignment Guidelines
Address.
This year we were privileged to have the Chief Executive Officer of Safe Passage Consulting, Tony Casper, presenting alongside our Employment team. Also joining the seminar, we had members of Kegler Brown’s Workers' Compensation and Medical Marijuana practice areas.
Topics are as follows:
"Surviving Your Worst Fear: Documentation + Employment Litigation"; Jane Gleaves
This presentation will outline best practices for accurate and thorough record-keeping with an eye toward litigation. Jane will discuss the ways employers should document any problematic employees or work-place incidents so that their records can be helpful, rather than harmful, in future litigation. She will give examples of both good and bad documentation practices and illustrate how each can affect an employer’s position against a former employee in a lawsuit.
"Closing the Pay Gap: Case Law + Best Practices for Equal Pay"; Erin Cleary Herbst
Erin will identify and explore the gender gap in employment. She will provide an overview of relevant case law, plus tips and strategies for best practices in dealing with the gender pay gap.
"The Cost of Workplace Violence"; Tony Casper
During this presentation you will learn the effects of violence in the workplace on productivity and your staff. Tony will discuss steps to preventing and mitigating violence in the workplace. Also, he will discuss the importance of having proper policy, a threat assessment team, Physical Security Assessments and quality training.
"A Legal Outlook of Medical Marijuana: What’s On the Horizon?"; Lloyd Pierre-Louis + Randy Mikes
Lloyd + Randy will analyze the potential impact of the legalization of medical marijuana in Ohio. Lloyd will cover issues related to the legal challenges and trends in the medical marijuana industry, discuss the Ohio regulatory environment and statutes, and touch on Ohio court cases. Then, Randy will talk about issues including allowance of claims, return to work, and extent of disability. They will also look at what to expect in terms of regulations and the practical impact legalization may have on employment areas including but not limited to workers’ compensation.
"My Mind’s Playing Tricks on Me!"; Brendan Feheley
Brendan will focus on the intersection between FMLA and the ADA with a special emphasis on mental health conditions. This presentation will examine recent developments regarding certification of and reasonable accommodations for mental health conditions.
To ensure FDA readiness, companies must develop a plan to ensure that they are in compliance during inspections, and reduce the likelihood of receiving warning letters.
The ability to write clear, concise, accurate and informative investigation reports is a valuable skill for investigators of all kinds. A well-written investigation report provides a complete picture of the incident or event and leaves no questions unanswered about who did what, when and how and is written in language that can be understood by anyone reading it.
Unfortunately, many investigators see writing effective investigation reports as a chore, and that’s why so many reports are rushed, poorly written and incomplete.
What are the keys to an effective workplace investigation?CohenGrigsby
Over the past year, allegations of unlawful harassment have dominated headlines. As a result, many employers have revised their anti-harassment policies. However, a well drafted policy is meaningless unless complaints of harassment are promptly investigated and appropriate corrective action is taken.
2137ad - Characters that live in Merindol and are at the center of main storiesluforfor
Kurgan is a russian expatriate that is secretly in love with Sonia Contado. Henry is a british soldier that took refuge in Merindol Colony in 2137ad. He is the lover of Sonia Contado.
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Explore the multifaceted world of Muntadher Saleh, an Iraqi polymath renowned for his expertise in visual art, writing, design, and pharmacy. This SlideShare delves into his innovative contributions across various disciplines, showcasing his unique ability to blend traditional themes with modern aesthetics. Learn about his impactful artworks, thought-provoking literary pieces, and his vision as a Neo-Pop artist dedicated to raising awareness about Iraq's cultural heritage. Discover why Muntadher Saleh is celebrated as "The Last Polymath" and how his multidisciplinary talents continue to inspire and influence.
thGAP - BAbyss in Moderno!! Transgenic Human Germline Alternatives ProjectMarc Dusseiller Dusjagr
thGAP - Transgenic Human Germline Alternatives Project, presents an evening of input lectures, discussions and a performative workshop on artistic interventions for future scenarios of human genetic and inheritable modifications.
To begin our lecturers, Marc Dusseiller aka "dusjagr" and Rodrigo Martin Iglesias, will give an overview of their transdisciplinary practices, including the history of hackteria, a global network for sharing knowledge to involve artists in hands-on and Do-It-With-Others (DIWO) working with the lifesciences, and reflections on future scenarios from the 8-bit computer games of the 80ies to current real-world endeavous of genetically modifiying the human species.
We will then follow up with discussions and hands-on experiments on working with embryos, ovums, gametes, genetic materials from code to slime, in a creative and playful workshop setup, where all paticipant can collaborate on artistic interventions into the germline of a post-human future.
2137ad Merindol Colony Interiors where refugee try to build a seemengly norm...luforfor
This are the interiors of the Merindol Colony in 2137ad after the Climate Change Collapse and the Apocalipse Wars. Merindol is a small Colony in the Italian Alps where there are around 4000 humans. The Colony values mainly around meritocracy and selection by effort.
The Legacy of Breton In A New Age by Master Terrance LindallBBaez1
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2. Why Take Employee
Complaints Seriously?
Not all publicity is good publicity
Employee absences
High turnover
Lost market share: “Voting with
your pocketbook”
Avoid liability
3.
4. Risks of Ignoring Complaints
Chopourian vs. Catholic Healthcare
West:
$168 million award for Plaintiff’s sexual
harassment claims. She filed multiple
complaints to no avail during her two-
year tenure.
Ashley Alford vs. Aaron's Rents:
$95 million verdict for sexual
harassment/assault claims. Company
had ignored her complaints.
5. High Dollar Exposure
Ingraham vs. UBS Financial:
Ingraham fired one week after she filed a
charge of sexual discrimination and
harassment. Jury awarded her
$10,592,000.
Gretchen Carlson vs. Roger Ailes:
Fox News paid $20 million to settle suit
against former CEO.
Fox News:
Settled claims against O’Reilly for $32
million.
6. Goals:
Reaching a Fair, Objective, and
Defensible Conclusion.
Protecting Employee Morale
Decreasing Risk of Liability
7. Common Investigation
Mistakes
Ignoring Complaints
Delaying Investigations
Assuming that the Company can’t form a conclusion in he
said/she said situations.
Failing to Assign the Investigation to an Impartial Person
Going into the investigation with a pre-determined
conclusion
Not taking the Investigation Seriously
Not Being Thorough
Failing to Reach a Conclusion
Failing to Follow-up With the Complainant and the
Accused
Failing to Prepare a Written Report
8. What Should You Say When
an Employee Complains
“Thank you for letting us know.”
No retaliation for having reported:
Avoiding the complainant
Failing to assign work to the complainant
Firing, demoting, or other retaliatory
action
The Company will investigate before
reaching any conclusion.
9. General Guidelines
Consistency
Listen Carefully and Objectively
Choose the right investigator
Impartiality is critical
If you can, come to a conclusion about whether you think the
allegation(s) are true
Start Investigating Early
Document, document, document
Gather the facts
Gather relevant documents (emails, Company policies, etc…)
Interview All Relevant Persons
Confidentiality
Prepare a chronology
10. Confidentiality
Confidentiality: The Company will share information
only on a need-to-know basis.
The NLRB takes the position that employers cannot ask
employees to keep information about the terms and
conditions of their employment confidential.
This restriction applies to both union and non-union
workplaces.
NEVER discuss the situation with people who do not
have a need-to-know
Employers have a qualified privilege defense that enables
them talk about employees., BUT
Talking with someone who does not need to know could lead
to a defamation claim
11. Investigative Process
Never form a predetermined conclusion
Start investigating early
Within 48 hours of the complaint
Ask who witnessed the incident(s)
Prepare interview questions
But be open to new questions that come up
as the investigation progresses
Ask who else should the Company interview.
Thank the witness for talking with you.
12. Determining Credibility
Plausibility: Does a witness’s story make sense?
Motive: Does a witness have a reason to lie?
Are there any corroborating documents?
Does the past record of the complainant,
accused, or any witness affect his or her
credibility?
13. Interviewing Witnesses
Observe body language, but don’t over interpret
Look for consistency in the witness’s statement
Do not reveal what you know
Explain that the Company takes the allegation(s)
seriously.
The Company will investigate before reaching any
conclusion(s)
NO RETALIATION
Is there any documentation?
14. Interviewing the Complainant &
Other Witnesses
Who, what, when, where, why, how questions:
What happened?
When did it start?
Frequency?
Where did it occur?
Witnesses?
What prompted the behavior?
When the incident(s) occurred, did the
complainant tell anyone else about the behavior?
15. Interviewing the Complainant
& Other Witnesses
Was the behavior unwelcome?
What effect did the behavior have on the
complainant?
Embarrass, frighten, humiliate the complainant?
Did the behavior affect productivity?
What does the complainant want by way of
resolution?
Does the complainant feel comfortable continuing to
work with the accused?
Does the complainant want counseling?
16. Interviewing the Complainant
& Other Witnesses
Ask clarifying questions to make sure you accurately
understand the witness
Type of conduct
Frequency of the alleged misconduct
Where the incident(s) occurred
Were there other incidents of alleged inappropriate
behavior toward other employees?
Listen carefully:
There’s a reason people have two ears and one
mouth.
When you’re investigating, you need to listen more
than you talk.
18. Interviewing the
Accused
Thank the employee for talking with you.
Remember that the accused does not have to talk with
you.
If the accused refuses to talk with you, do not badger
If the accused refuses to talk with you, remind him/her
that the Company would like to consider his/her side
of the story before forming a conclusion.
Be impartial
Ask for names of other witnesses
Is there any documentation?
19. Interviewing the
Accused
Expect the accused to deny the allegation(s)
Observe the accused’s reaction
Surprise
Anger
Disbelief
Ask for the accused’s idea(s) about what
could have caused the allegation
Recent employee discipline of the
complainant?
20. Interviewing Supervisors
Discipline problems on the part of either the
complainant or the accused?
Did the complainant report the allegation to the
supervisor?
Did the supervisor observe the conduct?
Names of other witnesses?
Any documentation?
21. Circle Back Around To
Witnesses
After initial interviews, follow up with witnesses:
Does the witness recall anything in addition to
what he/she said in the initial interview?
Ask any new questions that may have come
up as a result of the investigator’s interview.
Review your written summary of the interview
with each witness, and have them sign your
summary of the interview.
22. Documentation
• Make sure you obtain statements from any
witnesses who both support or deny the
allegation(s) (if such witnesses exist).
This is crucial. Otherwise, no matter what you
conclude, someone is going to think the
Company did not conduct a fair investigation.
23. Review the Investigation
Results
Review Company policies, witness statements, personnel
files, time records, etc..
Analyze the information obtained during the investigation
Make a decision based on the facts.
Who do you believe?
Why?
Consistency?
Avoid—if you can—concluding that it’s just a he
said/she said situation.
24. Concluding the Investigation
What do you believe?
Why do you believe it?
What action should you take?
Did the accused commit misconduct?
What was the effect of the misconduct?
• Effect on other employees
• Risk of liability to the Company
What is the accused’s disciplinary history?
If severe misconduct, consider termination
If you do not terminate the accused, but you conclude that
misconduct occurred, be sure to inform the accused that any
additional misconduct may result in termination.
25. Prepare a Report
Going back to your goals:
Reaching a Fair, Objective, and Defensible Conclusion
• A timely, thorough and impartial investigation will result in a
fair, objective, and defensible conclusion
Employee Morale
Employees will (most of the time) appreciate that the Company
took the time to reach a fair and objective conclusion
Decreasing Risk of Liability
The issue is not whether the Company’s conclusion is correct.
The issue is whether the decision-maker honestly believes the
conclusion he/she reached, and has information/facts to support
the Company’s conclusion.
26. Follow-up with the
Complainant and the Accused
Notify both the complainant and the accused of the result
of the investigation.
Obtain agreement from both the complainant and the
accused that they will promptly report any additional
conduct to the Company
DOCUMENT, DOCUMENT, DOCUMENT.