Investigations and grievance procedures, in 1999 the EEOC issued a policy on sexual harassment, including how to investigate complaints of sexual harassment. The first step in the process is to determine whether any investigation is necessary in the first place (Bankersonline.com, 2014). The EEOC advises it may be necessary to undertake intermediate measures before completing the investigation to ensure further harassment does not occur, especially if the investigation is going to be time-consuming and involve many accusations, many witnesses, and time to sort things out (Bankersonline.com, 2014). Case in point, make scheduling changes to bypass contact between the accused parties; place the alleged harasser on non-disciplinary leave with pay pending the outcome of the investigation. Grievances usually involve two parties, the oppressed victim and the employee against whom the grievance is laid. The supervisor and the union representative will usually review the grievance to determine whether it is valid. If grievances remain undecided through the levels of management within the organization...
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...rganizational justice on the perceived. Doctor. WASHINGTON STATE UNIVERSITY.
Sexual Harrassment in the Federal Workplace. (n.d.). Brandeis University. Retrieved February 15, 2014, from http://www.brandeis.edu/investigate/teenSH1/PDFarticles
U.S. Department of Labor -- Civil Rights Center: Internal Statutes & Regulations: What do I
need to know about ... WORKPLACE HARASSMENT (DLMS 4 Chapter 700). (n.d.).
Retrieved from http://www.dol.gov/oasam/programs/crc/2011-workplace-harassment.htm
Walker, L. ( 2010,Feb 5 2010). Whistle blower protection-what every whistleblower should know. i-Sight, [web log] Retrieved from: http://i-sight.com/compliance/whistleblower-protection/ [Accessed: 25 Feb 2014].
[Web log message]. (2012, July 19). Retrieved from http://beforeitsnews.com/blogging-citizen-journalism/2012/07/politicians-sexual-scandals-we-know-of-since-1796-2412731.html
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