How Employers Should Handle Workplace Harassment Complaints
Workplace harassment complaints can create serious legal and operational risks for businesses. Delayed responses, inconsistent handling, or inadequate documentation can make a difficult situation more complicated. Employers may also struggle to determine what steps to take after receiving a complaint. Our Harrisburg employment law attorneys can help businesses develop a careful response. Addressing complaints promptly and consistently can help businesses reduce legal risk and maintain a safer workplace.
What Employers Should Do After Receiving a Harassment Complaint
Employers should take every harassment complaint seriously. Ignoring a complaint or delaying a response can create additional risks for a business. Mette Attorneys at Law can help employers establish a process for responding to complaints.
For example, an employee may report that a supervisor has repeatedly made inappropriate comments in the workplace. Instead of dismissing the complaint as a personality conflict, the employer should make a report and begin gathering relevant information.
The first step is usually to acknowledge the complaint and determine what information the business needs to investigate. Employers should avoid making assumptions about the allegations before gathering the relevant facts. The employer should also make clear to the person making the complaint that the company is taking the matter seriously.
Employers should maintain appropriate documentation throughout the process. This may include:
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The complaint
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Interview notes
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Relevant workplace records
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Communications
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Other evidence
Careful preservation of evidence can help demonstrate that the business responded appropriately to the concerns raised.
Investigating Workplace Harassment Complaints
A workplace investigation should follow a clear process. For example, if an employee reports that a supervisor made repeated sexual comments, the employer should first report the complaint and identify the specific conduct being brought up.
The employer may then interview the complaining employee, the supervisor, and any coworkers who witnessed the comments. The employer should also review relevant emails, text messages, personnel records, and workplace policies.
The investigation should focus on whether the reported conduct occurred and whether it violated company policies or applicable law. Employers should avoid reaching a conclusion before reviewing the available evidence. Information from the investigation should also be shared only with people who need it for legitimate business reasons.
Employers should also watch for retaliation during and after the investigation. For example, if the employee who made the complaint is suddenly demoted, disciplined, or terminated shortly after reporting the conduct, the employee may claim the action was retaliatory. Businesses should document legitimate reasons for employment decisions and apply workplace policies consistently. Our attorneys can help employers structure the investigation, evaluate the evidence, and reduce the risk of additional legal claims.
Navigate Complex Employment Matters with Our Harrisburg Employment Law Lawyers
Mette Attorneys at Law understands that workplace harassment complaints can present difficult challenges for Pennsylvania businesses. A harassment complaint can affect workplace operations, employee relationships, and the reputation of a business. It’s critical to respond promptly without reaching conclusions before the relevant information has been reviewed.
Contact our Harrisburg employment law attorneys today online or by calling 717-232-5000 to meet with our team and learn how we can assist you.