As an HR manager, it is my duty to listen to the complain of a female worker and take appropriate action as she felt that a male co-worker had sexually harassed her by repeatedly asking her out on dates even after she said “no”. There are legislations that prohibit sexual harassment in the workplace (McLaughlin, Uggen & Blackstone, 2012). I would also make sure that I have all the knowledge pertaining to company laws related to sexual violence, as well as, comes under sexual violence.
Conversation with the Affected Employee
First of all, I would set a time to meet with the affected employee and ask her that to tell the complete story in her own words. I would ask her open-ended questions to get the whole picture of the unfortunate event. I would carefully listen to and note down all the facts such as situations, dates, times, witnesses or any other associated thing. I would first of all assure her that no misconduct or unethical behavior would be tolerated as part of the organization’s policy. I would tell her to expect just and fair investigation to be conducted.
Conversation with the Employee’s Male Co-worker
I would then call and interview the male coworker who has been accused of sexual harassment by her female colleague. I would apply the same open-ended questions and listening principles to learn about the incident. I would listen to the arguments by the accused person. I think that asking for a date is not a big offense; however, asking the coworker again and again comes under sexual harassment. I will take all the necessary information required to reach a decision if the accused person has actually violated any organization’s code of conduct or if he has been wrongly accused.
References
McLaughlin, H., Uggen, C., & Blackstone, A. (2012) Sexual harassment, workplace authority, and the paradox of power. American sociological review, 77(4), 625-647.
