Employee Jones tells Human Resources that employee Smith has
been making sexually offensive comments at work. Jones provides
dates and details. Human Resources interviews Smith, who says Jones
is making up the story and categorically denies making any
offensive comments at work. Jones's complaint has suddenly
turned into a classic he-said she-said scenario.
If you ever find yourself charged with investigating a workplace
complaint and you encounter a similar scenario, what do you do? Do
you conclude there is insufficient evidence to support the
allegations? In some investigations that may be the final outcome,
but simply because Jones and Smith have diametrically opposed
stories, do not automatically jump to that conclusion that
conflicting stories means insufficient evidence to support the
allegations. Instead, in order to satisfy your obligation to
conduct a thorough, good faith investigation, we recommend trying
to decide who is telling the truth when you get
