3 Reasons Witnesses Are Vital To Your Sexual Harassment Investigation

Sexual harassment complaints can be very expensive lessons for employers. Even an employer who takes the right preventative measures may still discover that a supervisor or other employee has sexually harassed another. If this happens, witnesses are some of your best resources to defend your company and contain the damage. Here are three reasons to gather all much information as possible from other employees.

1. To Get an Accurate Picture

Many types of sexual harassment occur solely between two people. This, though, makes it hard to know what actually happened. Both have their own point of view. Therefore, any additional details or corroborating information other employees can give helps you establish an accurate picture of the incident(s). 

Certainly, employees who may have seen or heard the harassment are a source of valuable information. But co-workers may be able to provide a clearer picture of the overall office environment, regular interactions between the accuser and accused, and any other unreported incidents that could be related. 

2. To Reassure Employees

Employees at all levels may rightly be nervous about a sexual harassment issue in their workplace. Some may worry that they will be accused next or have their actions misinterpreted by an overzealous employer. Others may fear retaliation or upsetting the status quo.

You can help assuage these concerns by speaking with employees who are aware of what's going on. This lets them know you take the matter seriously, but also that you aren't overreacting. You will need to be careful to protect the parties involved, but interviewing potential witnesses gives you a chance to talk with them privately about their concerns. 

3. To Fix Gaps in Enforcement

How might your company have prevented this problem? Could your business culture be improved to discourage harassment? Are employees confused about company policies, do not know how to make a complaint, or are discouraged from exercising their rights? Do supervisors respond quickly to potential harassment and enforce the rules fairly?

Take the time to talk and listen to employees to find out what's really going on within your company. Only with this knowledge can you make changes to avoid further expensive litigation. 

Where to Start

Clearly, witnesses and potential witnesses to harassment should be a big part of your internal investigation. But you must also be cautious when discussing the matter. You don't want to make things harder, but your goal should also be to get the information you need to protect your company. The best way to walk this fine line is to meet with an employer defense attorney in your state today. 

For more information, contact an employer defense attorney near you.

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