How to Investigate Workplace Accusations.

• Position: SEXUAL HARASSMENT - Instructions

"It is clear that sexual harassment on the job is a serious issue that many workplaces are not adequately addressing," says Rob Wilson, president of Employco USA, Westmont, III. "In my line of work, I have seen firsthand how companies can make severe missteps when trying to handle sexual harassment claims."

Wilson indicates that there are many things employers and managers must consider when investigating a sexual harassment complaint, including:

Act quickly. Don't delay. Waiting can send a bad signal to the victim that what happened to him or her is not important in the eyes of the employer--and, as time goes by, the victim, witnesses, and the alleged harasser will be more likely to forget details. Moreover, "if harassment is found to have occurred, the harasser needs to be disciplined as quickly as possible."

Determine who will do the investigation. "If you are a small or medium-sized company, I would recommend that you consider outsourcing your investigation, as it is crucial that your investigator has no ties to either the victim or perpetrator. This likely won't be possible if you are an office of 20 people. Yes, it will be a cost that you may not wish to pay upfront, but it's better than being sued down the road because you mishandled something as serious as a sexual harassment claim."

Keep gender in mind. "Is the accusation coming from a woman? Then, hire a female investigator. Is the accuser a man? Then, hire a male investigator. When talking about intimate and sometimes-embarrassing situations, the victims will feel more comfortable speaking to someone of their same gender. It's...