When speaking with a complainant, interviewers should state that the charges are serious and a comprehensive investigation must occur before an outcome is determined. The interviewer may also remind the complainant that company policy prevents any adverse action from taking place against him / her and request that the complainant notify the interviewer immediately if any such actions ensue.
Next, gathering information about specific events, dates, and time period for which harassment and / or discrimination took place is a good method to begin the actual interview. According to the U.S. Equal Employment Opportunity Commission, asking the complainant the following set of questions will aid in the investigation and shed light on the event(s) that have occurred.
It is also advised for the interviewer to ask the complainant if they may require counseling and to provide the complainant with any available resources, such as the company's Employee Assistance Program, if applicable.
*List shown has been compiled from the U.S. Equal Employment Opportunity Commission and the U.S. Department of Workforce Development