Five Key Focus Areas for Internal Investigations of Sexual Harassment

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A claim of sexual harassment can be one of the most challenging issues facing an organization. How you handle the investigation can mean the difference between taking the right actions toward resolution or subjecting the organization to ongoing litigation, liability and loss of workforce morale.

When an incident report involves sexual harassment, it must be taken seriously and investigated with all due diligence possible. In the U.S., there are both federal and state harassment laws that make it the employer’s responsibility to investigate such complaints, regardless of any extraneous circumstances.

When an employer doesn’t implement an investigation, such failure may be used against the organization to prove that it did not have adequate measures in place to prevent harassment from occurring or even that it disregarded the misconduct. These shortcomings can in turn lead to additional legal action and even punitive damages against the organization.

Please see full White Paper below for more information.

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Topics:  Internal Investigations, Sexual Harassment

Published In: Civil Rights Updates, General Business Updates, Labor & Employment Updates

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

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