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  • 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.

SEE APPENDIX

Exhibit M

Employee Harassment and Other Inappropriate Conduct Investigation Form

CHECK THE INTERNET

Massachusetts Commission Against Discrimination: www.mass.gov/mcad/shtoc.html

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