After all interviews have taken place and information has been thoroughly analyzed, you may be provided with the results of an investigation if you are involved. The investigator will develop a written report of the findings.
Meetings to report investigation results with the accused and the complainant should be scheduled separately. Formal written reports should be printed and ready for each before their meeting. Management team members and/or HR will disclose the results and have any referenced policies printed and available to provide if necessary. It is not required that the results be provided to the witnesses.
Harassment/Discrimination Has Occurred
If it is determined that harassment/discrimination has occurred, disciplinary action must be taken against the accused, according to your company's policies. Examples may include warnings, suspension without pay, probation, transfer, demotion, or firing. If the accused was not discharged from their position, warn the accused that any future offense can result in immediate dismissal.
Harassment/Discrimination Has Not Occurred
If it is determined that harassment/discrimination has not occurred, it is not appropriate to discipline the complainant unless it was clearly a fraudulent, malicious complaint. If it is determined that inappropriate behavior has occurred but it does not constitute harassment/discrimination, then counseling, training, and/or discipline may occur.
After the event investigation has been concluded, a follow-up time interval is important. This includes both the complainant and the accused after designated intervals, which could be days, weeks, or months. They may ask questions like:
- What is the relationship status of the parties after the investigation conclusion? Are they working well together now?
- Has there been a recurrence of inappropriate behavior?
- Has the complainant suffered any adverse consequences due to the event conclusion?
- Has there been any retaliatory actions against the accused or complainant?