Step 7: Investigator’s recommendations

Where the attempt to produce a settlement on mutually agreed terms is unsuccessful, the investigator must make recommendations to the parties on actions necessary to the complaint.

Recommended actions should include solutions for the harassed person and recommendations on disciplinary action for the offender.

Providing both parties with a copy of the report and seeking their feedback prior to meeting with the parties may be beneficial in resolution of the matter.

Remedies for the harassed person may include:

• Apology from the offender.
• Written assurance from the company that steps will be taken to rectify the situation.
• Payment of medical or counselling fees associated with stress.
• Removing detrimental comments on work performance during the period of harassment out of personal file.
• Transfer out of the environment where the incident occurred, but with no job disadvantage.
• Special leave on pay for specified period.

These options are suggestions only and other solutions may be more appropriate.

Disciplinary options for the offender include:

• Apology to the complainant.
• Closer supervision of conduct.
• Counselling on misconduct.
• Formal disciplinary action.
• Movement to another position, at the same or lower level (seek advice before acting on this).
• Dismissal, where justified.
  
  

       Continue to Step 8