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Sexual Harassment Investigation: Preserve the Evidence

By Debra Reilly on February 23, 2010

Posted in Investigation Tips, Sexual Harassment, Sexual Misconduct

You have just learned that an employee is complaining of sexual harassment by a co-worker via email. What should you do first, or at least at the very top of the list?

Take steps to insure that the accused harasser does not have access to any of the evidence supporting the alleged victim’s claims.

Throughout her 30-year legal career, Debra L. Reilly has conducted over 900 internal workplace investigations for various counties, municipalities (including police departments and fire departments), water districts, sanitation districts, transportation authorities, public and private elementary schools (K-12), private and public colleges and universities, the United States Postal Service (holding a “sensitive” security clearance by the Postal Inspector’s Office), and a multitude of private sector employers . Debra has conducted employment investigations throughout the United States and California. She has testified in depositions, arbitrations, and trial concerning the findings of her investigations. Given her legal training and litigation experience representing both management and employees, Ms. Reilly’s investigations are impartial, objective, and thorough. Ms. Reilly has also testified as an expert witness in Human Resources standard practices in conducting harassment and discrimination investigations, as well as Human Resources standard practices in conducting reasonable accommodation assessments of disabled employees and engaging in the interactive process.