:: Free article content
Authors: Maximum article exposure. Publishers: Reprintable article content.
Featured Articles
Recently Added Articles
Most Viewed Articles
Article Comments
Advanced Article Search
Submit Article
Check Article Status
Author TOS
RSS Article Feeds
Terms of Service

Sexual Harassment Policy Guidelines Part II
Home Social Issues Sexuality
By: Al Link Email Article
Word Count: 2508 Digg it | it | Google it | StumbleUpon it


Every complaint will be thoroughly investigated. When a complaint of sexual harassment is received we will take the following actions:

1. Question both parties in detail.

2. Probe deeply for corroborative evidence.

Here is what we are trying to determine with our investigation: Is the testimony of the victim internally consistent? Is the testimony of the accused internally consistent? Does each follow logically? Are both accounts externally consistent? Does the victim's account jibe with the testimony of witnesses? Does the accused's account jibe with the testimony of witnesses? Did the accused have time to do what the victim alleged? Does the victim have any possible motive for falsely implicating the accused? Could the harassment have happened at the time and location specified? Despite the fact that there were no witnesses, could the harassment have taken place at the time and the location?

We will not assume the accused is guilty, but neither will we attach much significance to a general denial by the accused harasser. We will search completely and thoroughly for evidence that corroborates either side's story. We will do this by:

1. Interviewing co-workers, supervisors, and managers

2. Obtaining testimony from individuals who observed the accuser's demeanor immediately after the alleged incident of harassment

3. Checking out people with whom the alleged victim discussed the incident (e.g., co-workers, a doctor, or a counselor).

We will ask other employees if they noticed changes in the accusing individual's behavior at work or in the alleged harasser's treatment of him or her. We will look for evidence of other complaints, either by the victim or other employees. We will follow up on evidence that other employees were sexually harassed by the same person. In order to make a fair and legal decision on a sexual harassment complaint we need to find out as much information as we can, not only on the incident itself, but also on the victim's and accuser's personalities, surroundings, and relationships. To accomplish this task, we need to not only ask many questions of the victim and accuser, but also of any witnesses to the incident and the surrounding environment.

Here are some questions we may ask the victim:
Specific to the incident, what happened? When did it happen? Where did it happen? What preceded the incident? What did the harasser do or say? What did you do or say? What happened in addition to or since the incident? Who may have seen or heard the incident? With whom have you discussed the incident?

Here are some questions we may ask the accused:
Specific to the incident, are you attracted to (name the employee)? Do you ever think of (name the employee) in a sexual way? Have you ever touched (name the employee)? Have you tried to kiss (name the employee)? (Describe the alleged incident.) Please give me your version of the incident. Did you offer (name the employee) help with his/her career in exchange for his/her affection?

Page 1 of 6 :: First | Last :: Prev | 1 2 3 4 5 6 | Next

Al Link and Pala Copeland own and operate 4 Freedoms Relationship Tantra. They regularly host lover's romantic weekends near Ottawa Canada, and weeklong retreats in exotic locations. For more info Visit, and their blog or send email:

Article Source:

This article has been viewed 1351 times.

Rate Article
Rating: 0 / 5 stars - 0 vote(s).

Article Comments
There are no comments for this article.

Leave A Reply
 Your Name
 Your Email Address [will not be published]
 Your Website [optional]
 What is five + seven? [tell us you're human]
Notify me of followup comments via email

Related Articles

Copyright © 2020 by All rights reserved.

Terms of Service | Privacy Policy | Contact Us | Submit Article | Editorial