Moments like these are a dime a dozen when you’re an HR manager. Some of them are silly. (“Jane asked me out on a date!”) Some of them are easily fixed. (“John told a dirty joke during a meeting” can often be fixed by speaking to John and saying, “Don’t do that again.”) Some are horrifying. (“On a business trip, Henry raped me.”). All HR managers hope such claims are of the first two varieties–easily investigated and rather easily fixed.
But, when it’s on the horrifying side of things, several things happen. First, the company cannot legally brush it aside. They are required to investigate, in which case the accuser cannot remain completely anonymous. Second, if the company concludes that the accused is guilty of the horrible behavior, they have to make a decision as to the punishment.
To keep reading, click here: How to React When an Employee Accuses the Most Powerful Person in the Office of Sexual Harassment