There are six requirements to stipulate that an employee is being sexually harassed. As a human resource manager, I would examine each of these 6 requirements as it pertains to Ursula versus Kevin complaint.
Ursula is a member of a protected class as a woman. However, it is difficult to ascertain without actions of a sexual nature or spoken language on the part of the assumed perpetrator that his actions are gender-related. One would have to define “staring” as a sexual advance. I don’t believe it can be defined as a sexual advance with the information provided in this case. Kevin may simply thin that Ursula reminds him of an endearing family member. However, the staring paired with the possible stalking like can create a hostile …show more content…
As a result, I would immediately investigate Ursula’s accusations by closely monitoring Kevin’s patterns of behavior. During the course of this investigation, I would review his schedule to ensure that there aren’t valid reasons that he may be in the same areas as Ursula. For example, I would check his scheduled breaks, delivery schedules and other areas of scheduling to determine similarities with Ursula’s schedule. Additionally, I would speak with Kevin, review in detail the company policy on workplace harassment and identify the complaint brought against him. I would clearly identify the concern, review his expected work outcomes and establish clear expectations of his behaviors while the investigation continues. I would follow-up with a letter reviewing this conversation identifying any next steps as needed on his part. This will allow Kevin to respond to the complaint and provide additional areas to …show more content…
If the pattern of stalking behavior and leering can not be confirmed, a letter will be provided to Kevin reviewing the reasons for the investigation and the outcomes of the investigation.
As for Ursula, I would follow up with her regardless of the outcome. I would explain to her my decisions regarding the inability to establish that sexual harassment had occurred. I would also share with her in a general manner that an investigation had been conducted and appropriate measures had been taken. Additionally, I would request that she inform me of any future incidences where she perceives she is experiencing a hostile work environment.
I think as a human resource manager it is important to investigate all incidents of suspected harassment in an impartial manner. This will allow for a fair and just outcome for those
Ursula is a member of a protected class as a woman. However, it is difficult to ascertain without actions of a sexual nature or spoken language on the part of the assumed perpetrator that his actions are gender-related. One would have to define “staring” as a sexual advance. I don’t believe it can be defined as a sexual advance with the information provided in this case. Kevin may simply thin that Ursula reminds him of an endearing family member. However, the staring paired with the possible stalking like can create a hostile …show more content…
As a result, I would immediately investigate Ursula’s accusations by closely monitoring Kevin’s patterns of behavior. During the course of this investigation, I would review his schedule to ensure that there aren’t valid reasons that he may be in the same areas as Ursula. For example, I would check his scheduled breaks, delivery schedules and other areas of scheduling to determine similarities with Ursula’s schedule. Additionally, I would speak with Kevin, review in detail the company policy on workplace harassment and identify the complaint brought against him. I would clearly identify the concern, review his expected work outcomes and establish clear expectations of his behaviors while the investigation continues. I would follow-up with a letter reviewing this conversation identifying any next steps as needed on his part. This will allow Kevin to respond to the complaint and provide additional areas to …show more content…
If the pattern of stalking behavior and leering can not be confirmed, a letter will be provided to Kevin reviewing the reasons for the investigation and the outcomes of the investigation.
As for Ursula, I would follow up with her regardless of the outcome. I would explain to her my decisions regarding the inability to establish that sexual harassment had occurred. I would also share with her in a general manner that an investigation had been conducted and appropriate measures had been taken. Additionally, I would request that she inform me of any future incidences where she perceives she is experiencing a hostile work environment.
I think as a human resource manager it is important to investigate all incidents of suspected harassment in an impartial manner. This will allow for a fair and just outcome for those