TEN TIPS IN THE CONDUCT OF A SEXUAL HARASSMENT INVESTIGATION

1. Prior to any complaints - make sure you have a well publicized, legally compliant sexual harassment policy for your company.
   
   
2. Help avoid complaints - provide training to employees (at a minimum, for supervisory employees).
   
   
3. When a complaint is made, investigate quickly and in depth. Don't delay!
   
   
4. Consider having an outside party conduct the investigation.
   
   
5. Determine early in the investigation if there is a resolution with which the complainant is comfortable (may limit the need for a full-blown investigation, which can be divisive).
   
   
6. Be receptive and respectful (albeit non-judgmental) when conducting interviews, especially of the complainant.
   
   
7. Sternly warn all interviewees that they are not to talk about the investigation or the allegation - with anyone!
   
   
8. Construct a complete and detailed investigative report, complete with summaries of witness interviews.
   
   
9. Have a draft of the report reviewed by a third party who is not close to the situation.
   
   
10. In terms of remedial action, be fair to all parties, considering not only the likelihood of potential legal action, but employee morale and "the right thing to do".

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