Dealing with Harassment Complaints: A Guide for HR Managers

In the age of social media, a bad review on the Internet can ruin a company’s reputation. A complaint of harassment and discrimination can also lead to workplace tension, reducing productivity and employee morale. Hence, tactfully dealing with the complaint and mitigating the situation with the least possible damage should be your top priority.

Here is a step-by-step guide to dealing with a harassment complaint as an HR Manager:

1. Acknowledge the Complaint

The first step in dealing with a harassment complaint is acknowledging the issue raised by the employee. By acknowledging a written complaint, the employee will be comfortable knowing that a proper investigation process will be followed and necessary actions will be taken against the accused by the employer. Handling a harassment complaint methodically will reduce the chances of the employee taking matters into their own hands.

2. Keep an Open Mind

A harassment complaint can come as a shock. However, it is important to keep an open mind and acknowledge the complaint. Investigating the matter can help maintain employee morale and prevent losing an employee.

3. Be Respectful and Sympathetic

Employees often find it very difficult to complain about sensitive issues like sexual and mental harassment or discrimination at work. Being understanding and sensitive to these complaints can reduce the chances of losing an employee. Insensitive remarks or apathy towards the complaints can damage employee morale and eventually affect productivity.

4. Keep It Confidential

It’s best to keep the details of the events confidential. A harassment complaint can polarize your workforce, where some employees may support the alleged victim and others the accused. Keeping the details confidential can help stop rumors from spreading and tarnishing the images of both parties involved.

5. Follow the Established Procedure

Employers are liable to follow the established procedures according to the standing orders under the Industrial Employment Act, 1946, and ensure an investigative committee carries out a detailed investigation with both parties involved. Interview both parties and take detailed notes of the incident. Be sure to interview any employees who may have witnessed the incident to get another perspective.

6. Take Appropriate Measures Against the Wrong-Doers

If the investigation suggests that harassment and discrimination have occurred, take appropriate actions against the wrongdoer. Also, make sure necessary precautions are taken to ensure that the incident of harassment does not repeat itself.