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employee means. The employee should be asked to explain any vague or <br />ambiguous statements. Very specific facts should be elicited. Possible questions <br />the investigator might ask the complaining party are: <br />a. Who is being accused of the offensive or objectionable behavior? <br />b. What kind of relationship did the complainant have with the accused person? Has <br />there ever been a different relationship with the accused person - prior intimate <br />relationship or friendship? <br />C. Specifically, what happened? Get details of exactly what was said and done. <br />d. Where did the incident take place? (Did the incident take place during or at work <br />or a work function?) <br />e. When did the incident take place? <br />f. How many times has such incidents occurred? <br />g. Have there been other types of incidents? Where and when did they take place? <br />h. Did the complainant ever tell the accused that the conduct was offensive and to <br />stop? (It is not required that the complaining employee confront the offender. <br />However, if the employee does, it shows that the accused person had notice that <br />the conduct was offensive). <br />i. Were there any witnesses? <br />j. Could it have been observed, and if so, by whom? <br />k. What did the complaining employee do after the incident? <br />1. Did the complaining employee tell anyone about the incident and if so, whom? <br />in. Does the complaining employee know of any other employees who have been <br />treated this way or who may have a similar complaint about the accused <br />employee? <br />n. How has the incident affected the complaining employee's ability to do his/her <br />work? <br />o. What were the complaining employee's feelings at the time of the incident? <br />p. What does the complaining employee want done? <br />6. Confidentiality Of Investigation: The complaining party should be told that the <br />investigation will be handled as confidentially as possible. The complaining employee <br />and all other individuals who are subsequently interviewed must be advised that they are <br />not to discuss the matter with anyone else, except for the employee's Union or Employee <br />Association Representative if desired. Any Union or Employee Association <br />Representative who is informed of such a complaint shall keep the matter strictly <br />confidential and shall only discuss the case on a "needs -to -know" basis with Union or <br />Association Officials and/or the Director of Human Resources. The complaining <br />employee should also be advised that the accused party will be confronted and given an <br />opportunity to respond, but will be warned that any acts of retaliation are strictly <br />prohibited and may subject him/her to disciplinary action up to and including termination. <br />The complaining employee should be instructed to immediately inform the investigator, <br />his/her supervisor, or the Director of Human Resources if any further acts of sexual <br />harassment or discrimination continue. <br />FM <br />