Interim Actions

Between the time a complaint is filed and the investigation concludes, there may be interim actions. This is especially the case when the alleged harasser is a potential danger to employees. Be prepared for these actions and take the proper interim actions. Remember that employees have the right to feel welcome in the workplace.

The EEOC suggests the following:

"Before completing the investigation, the employer should take steps to make sure that harassment does not continue. If the parties have to be separated, then the separation should not burden the employee who has complained of harassment. An involuntary transfer of the complainant could constitute unlawful retaliation. Other examples of interim measures are making scheduling changes to avoid contact between the parties or placing the alleged harasser on non-disciplinary leave with pay pending the conclusion of the investigation.'

If an employee needs to leave without pay, document this. Consider writing a "leave of absence without pay" letter that you keep on file and can use, if needed, as a part of your harassment prevention policy and procedures. You can tailor this letter to the individual case.

To learn more about Sexual Harassment Prevention Training For Supervisors visit our Cal/OSHA Sexual Harassment Prevention Training For Supervisors Online Training web page.