Discipline should be swift and sure
but commensurate with the offense
Low level harassment and discrimination complaints can be managed inexpensively, and they must be managed promptly. Naturally, this Tip presupposes that you have investigated a complaint and found that it has merit.
Determine and implement the appropriate discipline for the harasser. This can range from an apology to a suspension without pay. Individual counseling may be warranted to educate an employee about what conduct is and is not appropriate in the work place. Some possible disciplinary actions appear below.
If necessary, restore the victim to the same or better position that she or he occupied before the incident. Sponsor a one on one meeting with the alleged wrongdoer and the complainant if an apology or explanation of any misunderstandings will do the trick. This approach is not appropriate for more serious incidents of harassment or discrimination.
The complainant has no right to know what disciplinary measures have been effected with the harasser. Nor does the harasser have any right or "need to know" what steps have been made to make the victim whole. Both have employment privacy rights that must be strictly respected.
Some options include
Obtaining an apology
Issuing an oral warning
Individualized training
Workplace-wide refresher training
Issuing a written warning
Suspending the employee with pay (pending an investigation)
Suspending the employee without pay
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May 14, 2008
