Sexual harrasment investigations

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By Liz Watson and Kristen Peters. Seyfarth Synopsis : It is important for companies to investigate internal sexual harassment complaints and take prompt, appropriate corrective action. This post provides a six-step roadmap of best practices for handling sexual harassment complaints.

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Self Service Apps. Sexual Harassment: Questions for Sexual Harassment Investigations What do you do when an employee files a sexual harassment complaint? Here is a checklist to help in following these EEOC recommendations.

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Investigating a sexual harassment case can be one of the most testing events in corporate life. Yet for many companies, a harassment report is a step into the unknown. Lack of clear process means claims are not taken seriously or at least appear not to be taken seriously.

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When an employee complains that he or she is experiencing sexual harassment of any type, the employer has a legal, ethical, and employee relations obligation to investigate the charges thoroughly. If an employer hears rumors that sexual harassment is occurring, the employer must investigate the potential harassment. These are examples of how seriously employers must take sexual and any other form of employee harassment that is or may be occurring in their workplace. As an HR staff person, one of the most common requests that will occur when you are approached by an employee to talk is that they want to tell you something, but you must first promise to keep it confidential.

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Twelve days after WarnerMedia launched an investigation into an alleged affair between Warner Bros. Chairman Kevin Tsujihara and a young actress, he was out. Tsujihara appeared to be another casualty of the MeToo movement: a powerful Hollywood executive abruptly felled by shocking yet credible claims of sexually inappropriate behavior.

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Highly experienced and professional handling of. Sexual harassment complaints at work can be complex and difficult to deal with. Despite high-profile incidents being reported, and awareness-raising movements, studies suggest employers aren't effective enough at dealing with such issues.

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A Kantola representative will contact you shortly to offer assistance. We've also sent you an email with a link to your trial account. Kantola Training Solutions.

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Today in many organizations, the loss prevention function assists human resources in investigating allegations of sexual misconduct, bullying, and hostile workplace situations. A sexual harassment investigation is very different from that of a dishonest associate and requires a different set of skills and interview tools. Where the investigation of theft may be accomplished by installing a video, examining inventory data, or looking at register media to establish the case, the sexual harassment allegations may require the interviewing of multiple people to establish a timeline and personal backgrounds or to retrieve memories of conversations or events.

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The Alberta Human Rights Act prohibits discrimination in employment based on the grounds of race, colour, ancestry, place of origin, religious beliefs, gender, age, physical disability, mental disability, marital status, family status, source of income and sexual orientation. Employers are expected to create an inclusive workplace that respects the dignity of every individual. Employees can also play an important role in creating an inclusive workplace by understanding their rights and responsibilities under the AHR Act.

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Sexual harassment claims are not going to go away any time soon. The media's reports of harassment claims against visible, influential persons as well as substantial jury verdicts against harassers and their employers emphasize this is an issue which companies cannot ignore. Surprisingly, however, there are still companies which ignore the subject, hoping it will never find them.

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