Live Blog Ask an Advisor Chat - Sexual Harassment: Investigations and Prevention

Live Blog Ask an Advisor Chat - Sexual Harassment: Investigations and Prevention
 
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COMMENTS 65

Comments

D

Waiting for Chat to begin. Thanks.

hello

Hello Amber

hello

Do you have suggestions regarding following up with the witnesses who may have shared negative experience and understandably want to know more than we can tell them about the outcome of the investigation.

With all that is being brought to light about Harassment, I'm interested in learning how it will change employee handbooks and what types of training should organizations have moving forward.

h

Shrm

Please comment on levels of proof in sexual harassment cases. For example, does it come down to the word of the alleged harasser against that of the complaining employee? Harassment is often not witnessed. Or witnesses prefer not to be involved.

I just starting working for a company that has used Syntrio for years for Sexual Harassment training. With our current license expiring, we are looking at alternative solutions. Do you have any online based programs that you recommend?

Do you have suggestions of the best training videos to use?

I don't really have any particular questions at the moment.

Can you talk about how to minimize retaliation from the get go.

I've lead a couple of investigations in which there were no witnesses and the situation truly was a he said/she said. Where both parties believed that the other behaved inappropriately. What are the best next steps?

What do you suggest doing if the claim of sexual harassment is against your CEO and you are a subordinate to that person?

I am interested in how to properly word (and implement) an Anti-Harassment policy as it relates to customers in a restaurant environment. Many of the employees report harassment from patrons and the restaurant owners are reluctant to intervene when it is reported from a customer.

Thank you for arranging this event. Will you be addressing situations that involve off-duty conduct and employee/customer or vendor harassment? Also, please discuss issues that go beyond the harassment and flow into workplace violence.

When investigating an alleged incident that occurred between 2 individuals and has no other witnesses, what's your guidance on sorting out the facts?

Is it a best practice to have a separate harassment prevention training for People Leaders and will it be helpful for a defensible case for an employer to have done this type of training in addition to the general training for all employees?

What are your suggestions when an employee files a complaint but will only identify a department or will not give a person's name. They "just want HR to know."

Is there a recommended duration of training for employees, do I need to have confirmation that they took the training, should I provide a test at the end as confirmation or is the fact that the webinar recorded their log in enough?

Can I access your information (i.e. the links that you are suggesting) without being a SHRM member?

I agree that this format is confusing and hard to follow. The captcha was very hard to read, too.

Hello,

We are looking for an updated sexual harassment training video for our employees. Do you have any recommendations for a video that would be appropriate for a Skilled Nursing Facility?

What do you do as HR if someone comes to you with a complaint of harassment, but does not want you to do anything about it?

One of our staff came forward to say that in non-work conversations happening on personal phones and off work time, they are being talked to inappropriately by a colleague. These colleagues live in different states and work on different teams so have very little reason to communicate during work. What is the employer responsibility to follow up, given that this is happening on non-work time etc? When I asked the complainant if they would consider blocking the colleague from contacting them on their personal phone, they said no because they want to know if the colleague reaches out to them. What are employer best practices in this situation?

Sorry, not seeing response to my earlier query

What if your employees are being harassed by someone who works with them and is not a employee of your company?

How do you handle it when an employees is being harassed by someone who is not your employee? By an employee of another firm that is working in the same environment?

If an employee witnesses/hears offense language, do they have to report it?

Can you recommend updated Sexual Harassment Training Videos?

Does the harassed employee HAVE to tell the harasser that they are offended by an action or behavior before they can start a complaint?

What are your suggestions on including information related to the LGBT community? My agency has a need to at least cover the LGBT info on the EEOC site.

does the employer need to reveal to the Complaining employee the results of their investigation and what actions, if any, were taken?

none

Regarding previous comment of reporting hostile environment without being harassed personally - if someone observes someone constantly being harassed and it affects the observer, can that be considered hostile?

I agree with Susan! Great questions and responses!!! This has been very helpful for me. It was a little hard to navigate, but the content was great. I am looking forward to reviewing the transcripts tomorrow. Will a link be automatically sent to the email address that was used to register (if you requested transcripts), or do you have to login to the website to retrieve the transcript?

Thanks #AskAnAdvisor team! This has been very helpful. Happy Holidays!

If suspending someone during an investigation, is it with our without pay?

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I joined the live blog yesterday about Ask an Advisor Chat- Sexual Harassment: Investigations and Prevention. They mentioned the transcript to the blog would be posted on the SHRM website today. I can't seem to find a copy of it. Could someone please assist or direct me to where I can download a copy of it?

All unanswered questions should go through SHRM’s Ask an Advisor service. SHRM HR Advisors are available Monday through Friday from 8:30 a.m. to 8:00 p.m. ET, via chat, email or phone at 1-800-283-SHRM (7476). Not a member and can’t access this members-only benefit? Join SHRM by visiting membership.shrm.org or call our member care reps at 800.283.7476, option 3.

All unanswered questions should go through SHRM’s Ask an Advisor service. SHRM HR Advisors are available Monday through Friday from 8:30 a.m. to 8:00 p.m. ET, via chat, email or phone at 1-800-283-SHRM (7476). Not a member and can’t access this members-only benefit? Join SHRM by visiting membership.shrm.org or call our member care reps at 800.283.7476, option 3.

All unanswered questions should go through SHRM’s Ask an Advisor service. SHRM HR Advisors are available Monday through Friday from 8:30 a.m. to 8:00 p.m. ET, via chat, email or phone at 1-800-283-SHRM (7476). Not a member and can’t access this members-only benefit? Join SHRM by visiting membership.shrm.org or call our member care reps at 800.283.7476, option 3.

All unanswered questions should go through SHRM’s Ask an Advisor service. SHRM HR Advisors are available Monday through Friday from 8:30 a.m. to 8:00 p.m. ET, via chat, email or phone at 1-800-283-SHRM (7476). Not a member and can’t access this members-only benefit? Join SHRM by visiting membership.shrm.org or call our member care reps at 800.283.7476, option 3.

All unanswered questions should go through SHRM’s Ask an Advisor service. SHRM HR Advisors are available Monday through Friday from 8:30 a.m. to 8:00 p.m. ET, via chat, email or phone at 1-800-283-SHRM (7476). Not a member and can’t access this members-only benefit? Join SHRM by visiting membership.shrm.org or call our member care reps at 800.283.7476, option 3.

All unanswered questions should go through SHRM’s Ask an Advisor service. SHRM HR Advisors are available Monday through Friday from 8:30 a.m. to 8:00 p.m. ET, via chat, email or phone at 1-800-283-SHRM (7476). Not a member and can’t access this members-only benefit? Join SHRM by visiting membership.shrm.org or call our member care reps at 800.283.7476, option 3.

All unanswered questions should go through SHRM’s Ask an Advisor service. SHRM HR Advisors are available Monday through Friday from 8:30 a.m. to 8:00 p.m. ET, via chat, email or phone at 1-800-283-SHRM (7476). Not a member and can’t access this members-only benefit? Join SHRM by visiting membership.shrm.org or call our member care reps at 800.283.7476, option 3.

All unanswered questions should go through SHRM’s Ask an Advisor service. SHRM HR Advisors are available Monday through Friday from 8:30 a.m. to 8:00 p.m. ET, via chat, email or phone at 1-800-283-SHRM (7476). Not a member and can’t access this members-only benefit? Join SHRM by visiting membership.shrm.org or call our member care reps at 800.283.7476, option 3.

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