Interviewing the Complainant

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The page below is a sample from the LabCE course Preventing and Addressing Harassment and Discrimination in the Workplace (Supervisory-version). Access the complete course and earn ASCLS P.A.C.E.-approved continuing education credits by subscribing online.

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Interviewing the Complainant

When speaking with a complainant, interviewers should state that the charges are serious and that 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 them and request that the complainant notify the interviewer immediately if any such actions ensue.
Next, gathering information about specific events, dates, and time periods for which harassment and/or discrimination occurred is a good method to begin the 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.
The list shown has been compiled from the U.S. Equal Employment Opportunity Commission and the U.S. Department of Workforce Development.