Appendix: Workplace Bullying & Harassment Investigative Interview

Workplace Bullying & Harassment Investigative Interview

1. Best Practices

• The conversation with the employee should be held by a Manager that the individual is comfortable with.
• The conversation should be held in a private area to maintain confidentiality, and be respectful of the employee's privacy.
• The Manager should take a supportive approach.
• The Manager should assure the individual that they can talk anytime, and that support is available.
• The Manager should recommend the Employee Assistance Program and provide the information to the employee so that they can contact the provider if they choose to do so.
• In the event the employee discloses that there has been an incident of harassment, the Manager should be sure to fully investigate the claims.

2. Interviewing the Complainant

• Obtain a full account of the incident, and document all details provided.
• Determine any potential pattern involved, or if the incident was a singular occurrence.
• Determine if the incident was influenced by any contextual factors.
• Identify any reporting relationships, or hierarchical structures that may have influenced the incident(s).
• Determine a timeline of events associated with the incident, what the job duties of each party were at the time of the incident, and what their expected locations were.
• Examine the potential of a charge made under false pretenses, and any motivating factors that may be involved. Work to rule out these potential elements.
• Inform the complainant that a thorough investigation will take place.
• Ensure that the employee is free from retaliation as a result of their coming forward.
• Obtain a written, signed and dated statement from the claimant.

3. Interview the Respondent

• Describe the details of the accusation, and ask for clarification on any discrepancies between the two stories.
• Identify any reporting relationships, or hierarchical structures that exist between the parties.
• Determine a timeline of events associated with the incident, what the job duties of each party were at the time of the incident, and what their expected locations were.
• Determine any potential for retaliation or reprisal, and inform the accused that this would be unacceptable.
• Document all pertinent details of the interview, including observations of behaviour displayed and their account of the incident.

4. Interviewing Witnesses

• Obtain written, dated and signed statements from any witnesses.
• Ensure that the employee is free from retaliation as a result of their coming forward.