Inform the alleged victim and harasser that he/she will be informed
(generally) on the conclusions reached in the investigation.
Once the investigation is concluded, the investigators should prepare a written
report, including findings and evidence in support of each finding. Notes, report and
documentation should be placed in a separate file, with access to the report and investigatory
materials on a “need to know” basis only.
The investigator should advise the alleged victim and harasser of the
investigation’s conclusions. Note, the alleged victim should only be notified that
“appropriate action” has been taken and that he/she should inform the employer immediately
if any further incidents or retaliation occur.
Where the alleged harasser is found to have engaged in inappropriate conduct,
remedial action is warranted. The objectives of the remedial action are to stop any
inappropriate conduct from occurring or recurring and to mete out appropriate discipline for
any unacceptable conduct that has occurred. The exact form of the disciplinary action should
be determined after consideration of several factors, including the nature and severity of the
unacceptable conduct as well as its impact on others (including the complainant), as well as
the employer’s policies regarding workplace conduct.
Employee Harassment and Other Inappropriate Conduct Investigation Form
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Massachusetts Commission Against Discrimination: www.mass.gov/mcad/shtoc.html