With the advent of the Me Too Movement and the extensive number of harassment complaints that have been played out in the public forum by the news media, an Employer, on a daily basis, can be confronted with an internal harassment complaint that requires prompt and accurate action by the Employer. Since the Complaint allegedly purports to represent an allegation of wrong-doing in the workplace, it may lead, if not handled correctly, to costly and time consuming litigation as well as potential workplace morale problems and/or issues. This article will attempt to address the potential mistakes that an Employer can make when they receive an internal harassment complaint.
The need for workplace investigations usually arises suddenly and without warning. Company management receives a complaint (most commonly a sex harassment complaint or a complaint of discrimination) and often does not know how to proceed.