Depends what the complaint was about.
But for a bulling case in the workplace in Australia HR talked to the victim 2 on 1 then the perpetrator. Perpetrator got fired in the end because of ignored warnings and also turning up late to work more then we could tolerate.
Seen a sexual assualt "false alarm" when I was in America I didn't involve my self that much in that one. All I know is that with the business we have there, the HR department takes formal complaints, and preferable formal written complaints are better and prefered. So the victim wrote a complaints which involved witnesses and evidence of dates and places of when and how many times the incident went down. Then once the formal complaint was sent off to the HR department. They interview the victim then the witnesses. They then double check the perpetrators background (incase they have anything else in their past relating to the complaint[i.e. a past complaint about bad behaviour with a coworker]). And organise an interview with them.
So because I hate involving my self in sexual assualt complaints I not sure how it went down in reality only how it should go down by our HR guidelines, only know the outcome the person got layed off from work then rehired when proven innocent. The victim didn't get fired but I couldn't be bothered to deal with it. Victim was "well know" so I'll leave it at that.
Glad I could help, so stick to jokes and smiles. And hug a friend. Hah
It's a workplace after all.
I just realized I'm sexually harassing my boss
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Depends what the complaint was about.
But for a bulling case in the workplace in Australia HR talked to the victim 2 on 1 then the perpetrator. Perpetrator got fired in the end because of ignored warnings and also turning up late to work more then we could tolerate.
Seen a sexual assualt "false alarm" when I was in America I didn't involve my self that much in that one. All I know is that with the business we have there, the HR department takes formal complaints, and preferable formal written complaints are better and prefered. So the victim wrote a complaints which involved witnesses and evidence of dates and places of when and how many times the incident went down. Then once the formal complaint was sent off to the HR department. They interview the victim then the witnesses. They then double check the perpetrators background (incase they have anything else in their past relating to the complaint[i.e. a past complaint about bad behaviour with a coworker]). And organise an interview with them.
So because I hate involving my self in sexual assualt complaints I not sure how it went down in reality only how it should go down by our HR guidelines, only know the outcome the person got layed off from work then rehired when proven innocent. The victim didn't get fired but I couldn't be bothered to deal with it. Victim was "well know" so I'll leave it at that.
Glad I could help, so stick to jokes and smiles. And hug a friend. Hah
It's a workplace after all.
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curious-bunny
4 years ago
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Thank you for that, gives me alot to think about!
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Bad101
4 years ago
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No problem, glad to help.