Discipline/Remedial Action After Investigation

If after a thorough investigation a neutral investigator concludes that the sexual harassment allegations are well-founded and confirmed, an employer should consider remedial or corrective action. For an employer with a zero-tolerance policy, terminating the harasser may be the only appropriate measure to ensure compliance with the policy.

If termination is not appropriate, such remedial action can include disciplinary action against the harasser, documentation of the harassment in their personnel file, demotion, unpaid suspension, transfer or shift change so that the harasser and victim avoid future interactions, or pay reduction.

An employer may also consider providing victims of sexual harassment resources such as informational materials and tools, or time to seek counseling services, in an effort to remedy the relationship between the complaining employee and the employer.