Exit interview – complaints of bullying,
harassment and sexual harassment
An employee tells you during an exit interview that they were bullied, harassed or sexually harassed and that is the reason they are leaving the company, they name the alleged perpetrator but refuse to provide details as they are leaving and say that they want to put the bad experience behind them
What can or should you do?
This is a difficult situation to be faced as a HR professional or manager when conducting an exit interview
Your choice could be;
Do nothing, after all you have no details and no evidence. But remember, the easy way out could come back and bite you later.
Start an investigation, but where to start, if you speak to the alleged perpetrator how will you respond when they ask the usually, what exactly is it claimed that I did, when did this happen.
To conduct an effective investigation you will need to establish lines of enquiry;
• What happened – full details including what was said
• When and where
• Are there any witnesses
• Is there any other evidence
Without further details it is very difficult to conduct an effective investigation, remember you can’t set up a desk in the corner with a sign that reads ‘complain about Mr X here’
Keep records, you may be able to follow up on some information in an informal manner
If you don’t have one establish reporting mechanism for matters of misconduct, bullying, harassment, sexual harassment etc, this will encourage employees to have faith in the process that if they make a complaint it will be addressed.
Ensure that complaints are dealt with in a confidential, timely and professional manner, this will further encourage employees to have faith in the process
Conduct training with purpose;
- Clearly outline employees behavioural expectations and responsibilities
- Clearly define what is bullying, harassment, sexual harassment etc and how it will be dealt with by the company
- Reinforce that the company has a reporting and investigation mechanism to deal with complaints in a confidential, timely and professional manner
- Provide guidance for employees who feel that they are being bullied, harassed or sexually harassed
If you do not have effective training and investigation processes in place please contact AWPTI so that we can assist you.
AWPTI – workplace investigations in Sydney and through-out NSW, QLD and Victoria. Workplace training national wide
Workplace investigations misconduct, bullying, harassment & sexual harassment investigations