If an employee brings an informal complaint of harassment
to you, you can act as a mediator between that person and the harasser. Discuss
the situation with the two people, and determine what type of solution will work
for both parties.
Witness of a harassment case:
|Discuss your concerns with the recipient of the
behaviour. Ensure that they want something done about it.|
|Encourage the person to bring the incident to the
attention of the human resources representative or another person in
|Contact one of the persons listed in Section 10 of this
policy for advice on the best way to handle the situation.|
|Maybe asked to testify at a grievance hearing, a board of inquiry, or in a
court of law, depending on which route that complainant has chosen to pursue.|
Investigating a complaint:
|Ask the parties involved whether they would like the
complaint resolved less formally through a third party.|
|If this is not an option, both parties that you will
conduct an investigation. Explain the investigation process. Outline the
possible outcomes for both the alleged harasser and the complainant.|
|Allow each party representation by the union or some
other trusted person.|
|Give each party the opportunity to provide evidence.|
|Let each party know the initial facts or allegations
|Allow each party to respond to the initial allegations
verbally or in writing.|
Alleged harasser should be prepared to answer the following
- What did you do or say?
- Where and when did the event (s) take place?
- What took place before and after the event (s)?
- Were there any witnesses or other evidence?
- Has it happened before?
- Did the person let you know your behaviour was
- What have you done so far to resolve this?
- Do you have nay suggestions on how the situation should