How to Handle Harassment at Work as a Supervisor
Every manager or supervisor will eventually have to deal with the issue of employee harassment at work. When addressing an employee's concern over a co-worker, keep calm and be systematic.
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Things You'll Need
- Good analytical skills
- Ability to read people
- Good investigatory skills
- PC or pen and paper
Instructions
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The most important thing you can do is to document everything meticulously. Some companies have standard forms and a process to follow. If you don't have that to fall back on, be thorough and consistent in all your actions.
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If an employee approaches you about a harassment complaint, document all the specific details as if you were writing a news story about it -- who, what, where, when and how is your starting point. If the exact facts are not available, get her best guess on times and dates.
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If the case involves unwanted attention, tell the victim to inform the harasser to stop doing whatever he is doing to her. The person who is committing the act may not realize that the attention is unwanted. Telling him to stop is imperative. Also, do not tell the victim that you will be quiet about her complaint. Advise her that you will keep her input to a minimum when addressing the person, but your actions may well involve disclosure to others as needed.
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Interview the "alleged" harasser and obtain the other side of the story. You will invariably end up with two different accounts of the same event. Next, you should interview any witnesses that were there when it happened. In many companies, an HR department will take over at this point. It is best to have the same group involved to ensure consistent treatment in these sensitive matters, and HR is generally the best group to handle this.
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If you end up with a "he said, she said" account of the event, you still need to take action. Depending on who and what you believe is true after your investigation, at the very least, you need to counsel the employee about company policy regarding harassment.
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If the incident was more severe and involved indecent exposure, touching or assault, you may need to contact the police or advise the victim to do so. Normally, however, if it is a minor incident, you might consider a warning with the threat of further disciplinary action up to and including termination of employment. Document this in the personnel files.
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If the action persists, you may need to terminate employment. Keep all documentation regarding the situation secure. If the person later sues for wrongful termination, you will have a complete record of your reasonable actions. It is better to do this than to do nothing and -- by your lack of action -- condone the activity. You will have a more defensibly difficult lawsuit from the victim who went to you and you did nothing.
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Be reasonable, calm and logical in your own conduct. Be systematic, thorough and if you end up in court, you will have a defensible position. No one wants to end up in court, and you should do all you can to resolve the situation in an amicable and appropriate manner. Have an employment attorney available to consult with you on these matters.
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Tips & Warnings
If the average person would find the activity to be objectionable, it would be considered harassment.
