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?”
