Answer to Question #272041 in Management for bsnl

Question

protect your organization’s reputation during a harassment investigation Aman is also a victim to this situation. As a single parent and a son to an ailing mother, he often is at the edge of breaking point due to this setup. Being the team leader, his major task is to communicate with the team members and coordinate between his team and the higher management. Most of his time is spent conducting meetings, explaining tasks to his team members, coordinating with the management and sometimes even communicating with the overseas clients which usually occurs at odd hours usually after midnight. This has been a continued practice for more than a year and a half. Amaan has decided to write a letter to the senior management to persuade them to make strict guidelines for employees, regarding the office communication, which should occur between 9am and 7 pm unless there is an emergency/ international caller to attend to. As Amaan, write a persuasive letter to the management

Answer 1

An accusation of harassment is not a license for unlawful discrimination. Second, conduct a thorough investigation. An employer should question the complainant, the accused and those persons who have direct, tangible knowledge of the accusations or defense.Federal and state laws protect employees from harassment because of sex in the workplace. As a result, almost all employers today have policies that. prohibit sexual harassment. encourage employees to complain about sexual harassment; provide for prompt investigations into sexual harassment complaints .The employer has an obligation to investigate harassment claims and make the best conclusions that it can about who is telling the truth. Unless the accused admits the harassment or the complainant confesses that the complaint was false, the employer almost always has to choose between two or more competing versions of the truth. 

Employers can credit the story told by the accused and can even discipline the complainant for a false complaint. However, the employer runs the risk that, if the accusation was true, the victim of the harassment can take the employer to court. On the other hand, if the employer credits the story of the accuser, the employer runs little risk that the accused will be able to sue it. Thus, employers often take no chances. They opt for firing the accused, who has limited rights under federal and state laws to challenge their termination.