Users' questions

Is making excessive phone calls to someone considered harassment?

Is making excessive phone calls to someone considered harassment?

If these excessive phone calls would qualify as a willful attempt to frighten the person or cause the person significant distress then it could be considered harassment.

Can a third party make a sexual harassment complaint?

However, if the employee who is perceived to be the “victim” of the alleged harassment does not make a complaint, and the original reporting party (what we might call the third party) confirms that s/he was offended and maintains there is an issue of sexual harassment – then that third party can become the complainant.

Can a harasser take a different role in the investigation?

It’s rare that the alleged harasser takes on a different role in the investigation. However, it can happen, particularly in cases where s/he makes a counter-complaint against the “victim” or complainant or the third party who may have reported the incident.

How to do an EEOC sexual harassment interview?

1 What is your response to the allegations? 2 If the harasser claims that the allegations are false, ask why the complainant might lie. 3 Are there any persons who have relevant information? 4 Are there any notes, physical evidence, or other documentation regarding the incident (s)? 5 Do you know of any other relevant information?

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If these excessive phone calls would qualify as a willful attempt to frighten the person or cause the person significant distress then it could be considered harassment.

However, if the employee who is perceived to be the “victim” of the alleged harassment does not make a complaint, and the original reporting party (what we might call the third party) confirms that s/he was offended and maintains there is an issue of sexual harassment – then that third party can become the complainant.

It’s rare that the alleged harasser takes on a different role in the investigation. However, it can happen, particularly in cases where s/he makes a counter-complaint against the “victim” or complainant or the third party who may have reported the incident.

What to expect during an EEOC sexual harassment investigation?

Remember to avoid “leading” questions and comments. Your documentation could become part of legal proceedings and it’s important to maintain the fact-finding intent of your company’s investigation. Note: The roles of employees reporting alleged sexual harassment can be difficult to ascertain at the outset, and depending on the circumstances.