An employee has come forward with a complaint of harassment. You’ve been diligent in meeting your legal requirements to conduct a thorough, complete and objective investigation. You’ve marched numerous witnesses into private conference rooms for their interviews.

The witnesses are now asking themselves, “What’s going on?” The alleged harassee is having an emotional crisis. The alleged harasser is a basket case. You’ve come to a conclusion of your investigation, and you’re wondering: “How do I refocus my employees on the work at hand?”

This content has been archived. It is available through our partners, LexisNexis® and Bloomberg Law.

To view this content, please continue to their sites.

Not a Lexis Subscriber?
Subscribe Now

Not a Bloomberg Law Subscriber?
Subscribe Now

Why am I seeing this?

LexisNexis® and Bloomberg Law are third party online distributors of the broad collection of current and archived versions of ALM's legal news publications. LexisNexis® and Bloomberg Law customers are able to access and use ALM's content, including content from the National Law Journal, The American Lawyer, Legaltech News, The New York Law Journal, and Corporate Counsel, as well as other sources of legal information.

For questions call 1-877-256-2472 or contact us at [email protected]