When management or human resources investigates a potential harassment or discrimination claim, there are protocols that must be followed. If you have never been involved in a sexual harassment or discrimination claim, you may wonder what is involved. Although each healthcare facility may have slightly different procedures, the following guidelines should be included in order to conduct an effective investigation:
- All parties must follow company policies/procedures.
- Management team members and/or HR should engage a qualified, impartial investigator.
- Management team members and/or HR should remain objective.
- Management team members and/or HR should be prompt and thorough.
- Management team members and/or HR will obtain details from those involved that allow the company/investigator to draw reasonable conclusions, including but not limited to:
- Frequency
- Duration
- Nature of incidents
- There will be questions that explore relationship(s) between the parties.
- There must be thorough documentation of all gathered information.
- Maintaining confidentiality to the extent possible, so only those involved may know about the incident.
- Management team members and/or HR should communicate results and conclusions to the complainant and the alleged harasser.
