How to Respond to Allegations of Sexual Harassment — Supervisor/Manager

· Respond immediately by taking the complaint seriously.

· Be aware that there are two (2) forms of sexual harassment: quid pro quo and hostile work environment.

· Consult with the Office of Equal Opportunity Programs or the Office of Human Resources.

· Familiarize yourself with the official Internal policy.  There are other forms of harassment based upon race, religion, gender, age, etc.

· Familiarize yourself with the alleged victim and the alleged offender.  Determine if this is a first incident by reviewing the personnel files of  the complainant and the alleged victim, as well as your own personal notes.

· Consult Equal Opportunity Programs or Human Resources.  If either office deems it appropriate, interview the victim, the harasser, and any witnesses.

· Document every step to include dates, times, quotes, and any other information.

· Never promise blanket confidentiality.

· Communicate only on a “need to know” basis with victim, harasser, and persons with first-hand knowledge.

· Working with Human Resources or Equal Opportunity Programs, establish some form of progressive discipline if warranted.

· Follow-up with the victim, a response equally important is follow-through with the harasser.

· Finally, remember that you serve as a model of appropriate behavior for your employees.  Actions speak louder than words.