In addition to government laws, every workplace has policies and regulations to protect the interests of its employer and employees. Prompt remedial action is necessary in cases of workplace harassment. An investigation must be conducted whenever a harassment complaint is filed against the employer or employee. 

The EEOC has set some guidelines for approaching a case of workplace harassment. The employer must open a detailed investigation immediately after the employee files a complaint. The company’s legal team usually responds back with its statement. If the employee does not feel satisfied with the response, they may file a lawsuit with the EEOC. With the legal involvement of a third party, it is advisable to seek aid from Dry Lake harassment lawyers so that any statement of the employer cannot be used against them later. 

The investigator first questions both parties without bias. After the alleged victim has described their statement, the employer or the accused is cross-questioned. With the help of Dry Lake harassment attorneys, employers must learn how to answer questions to prove their innocence. This includes information on the communication mode with the employees, workplace environment, and assignment of projects. This background check helps the investigator lay a foundation for the case. 

Following this, the investigator asks the employer specific questions about the case. This includes describing the events from the accused’s perspective. The employer must mention the attempt of the company’s legal team to resolve the complaint. The investigator may also ask the employer to confirm or deny certain statements made by the victim. 

After initial questioning, factual evidence must be provided to disprove the allegations of the supposed victim. With the aid of Dry Lake harassment lawyers, employers can collect and organize evidence such as official communication with the victim, records of email and telephonic exchange, memoranda or notes about the incident, relevant anti-harassment, and workplace violence policies. If the employer is accused of tampering evidence, he can provide electronic data evidence such as computer history and camera surveillance imaging, if available. 

Witness testimonies are crucial in subjective investigations. Interviewing employees and observers help determine the managerial style and environment that the employer has developed. Dry Lake harassment lawyers help the employer gather positive attestations from colleagues, employees, and clients. If the victim accuses the employer of wrongful demotion, transfer, or denial of employment benefit, the employer can provide documentation for the victim’s negative evaluation. This includes justification for the demotion or transfer. If the victim has been classified as a contract worker or claims unpaid overtime, the employer must provide the employment contract to the investigator. 

As retaliation is forbidden during the investigation, the employer can only prove their innocence with corroborative evidence. Discrimination lawyers at ensure that the employer’s reputation is salvaged in cases of false accusations and attempted defamations. Their impeccable track record bears witness to their experience and skill.

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