Workplace Harassment Investigation Legal Guide
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Create a workplace harassment investigation legal framework for employer counsel.

Investigation details:
- Complaint type: [sexual harassment/hostile work environment/retaliation]
- Complainant: [initials/title]
- Respondent: [initials/title]
- Relationship: [supervisor/peer/subordinate]
- Timeline of alleged conduct: [describe]

LEGAL FRAMEWORK

1. EMPLOYER OBLIGATIONS
   - Duty to investigate: [promptly and thoroughly]
   - Confidentiality: [limit disclosure to need to know]
   - Non-retaliation: [critical — document]
   - Interim measures: [separation/remote work]
   - Documentation: [everything in writing]

2. INVESTIGATOR SELECTION
   - Criteria: [neutral/trained/no conflict]
   - Internal vs external: [analysis]
   - Attorney investigator: [privilege considerations]
   - Conflict check: [required]

3. INVESTIGATION PROCESS

   INITIAL STEPS
   - Preserve evidence: [emails/texts/video]
   - Notify respondent: [of complaint — not details]
   - Interim measures: [if needed for safety]
   - Document everything from start

   INTERVIEWS
   - Complainant first: [detailed account]
   - Witnesses: [all identified witnesses]
   - Respondent last: [opportunity to respond]
   - Interview format: [questions to cover]

4. CREDIBILITY ASSESSMENT
   - Consistency of account
   - Corroborating evidence
   - Prior similar conduct
   - Motive to fabricate
   - Demeanor observations

5. FINDINGS AND CONCLUSIONS
   - Standard: [preponderance of evidence]
   - Written findings: [recommended]
   - Policy violation found: [yes/no/inconclusive]
   - Reasoning: [document thoroughly]

6. REMEDIAL ACTION
   - Proportional to severity
   - Consistent with past practice
   - Document rationale
   - Monitor for retaliation

Note: Workplace investigations have significant legal implications — always involve employment counsel

Source: https://promptzyo.com/prompt/workplace-harassment-investigation-legal-guide