Workplace Discrimination Investigation

As a manager, it is important that I investigate any complaints brought forth to me by my employees. Whether or not, I suspect the motive of the person who is complaining, I must deal with the employee harassment complaint immediately. I will need to keep an open mind, and display compassion by not being quick to judge the employee for filing a complaint. Ignoring the complaint could lead to bigger problems for the company.

In handling this situation, I will listen carefully to the accusation of the employee. Although I suspect a motive, I will not jump to my own conclusions. I will let the employee know that I take harassment very serious and I will assure him or her that I will investigate this matter. In investigating I must be fair and respect each person involved. All details surrounding the complaint will be kept confidential as much as possible. In conducting an investigation, I will interview both parties and any witnesses. I will also have both employees put their complaint in writing. After the investigation, if I find that there was something indeed suspicious with the employee motive, I will discipline that employee. This employee will have to apologize to the affected employee and management. I will also demote the employee, moving him or her to entry level position within the company. If the harassment complaint was intimidating, hostile, or offensive to the employee, I will terminate the employee effective immediately. It is important that the accused employee know that his or her action will not be tolerated within this company.

There is no way to be sure why others do what they do.

As a manager, engaging with your employees by communicating with them, helps to get a better understanding of their personality. When people start from a positive perspective, they can start on problem-solving immediately. On the other hand, if they start by assuming another person had selfish or harmful motives, they may never get to problem-solving (Anderson

2013).

HR should be involved if the complaint will affect the company. In this case, harassment is a serious complaint and if this matter is not taken seriously by the manager, it could damage the repetition of the company. HR could possibly sit in on the investigation and give me advice on how to handle the situation. While investigating, if something is said that strikes further concerns to me, I will have to bring in the company lawyer to assist with the matter.

As a manager, I can communicate ethical standards to my employees by setting the right example, training employees on the code of ethics, rewarding ethical behaviors, and consider work-life balance. According to the survey made Ethics Resource Center in 2000, when managers, bandmates, and coworkers demonstrate ethical behavior in the workplace, individual employees are less likely to compromise ethical standards themselves (Federico 2014). By getting to know my employees, engaging with them, and staying involved on a daily basis will help to form a healthy working relationship.