Quote:
Originally Posted by CaramonLS
I don't know about your personal experiences Ernie, but I'd like to preface this by saying that I do work as an HR Manager and have dealt with many harassment complaints in the past.
This type of stuff really bothers me. I know I work for a fairly large organization, with an extensive harassment and retaliation policy and anyone who reports harassment is taken seriously. We try our very best to treat them seriously and respectfully throughout the process, but understand it isn't an easy process.
Employers do have a burden of proof that they need for these investigations. Individuals who bring allegations forward are going to be asked for evidence, details, dates and times. Their story is going to be evaluated for inconsistencies, because like it or not, not every person is going to be "believed", nor should they be. Both accusers and accused are employees of the company, so the investigation should be handled in an unbiased manner and it should be fact based.
I have seen people who are bitter at HR because we didn't outright believe them without evidence. I'm sorry to say, that isn't how it works. You aren't always going to get the answer you want to hear. There aren't cameras covering every nook and cranny of the office and those 0.25 frames per second don't always tell you everything you need to know.
Victims should come forward, but they also should know that not everything is going to be sunshine and roses. I have sympathy for that, but you can't change the work environment if management or HR doesn't know about it.
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I don't disagree with anything you said to be honest. I understand all of that and thankfully I'm part of a company that also has very robust policies and takes things seriously.
I've also worked in companies that didn't.
Your last paragraph is exactly the point. HR can't do something unless they know. The solution isn't saying to the victim "well what do you want me to have done you didn't tell me". The solution is in putting those policies and what not in place that people feel they have the support they need to make the disclosure. There isn't a victim in the world that thinks it's ever going to be easy and they understand it won't be sunshine and roses. Hence the need for that safe environment free of blame and full of support. You want option 4 to be taken free of reprisals.
I also thin most victims know that when it comes to employment issues there is a burden of proof that must be shown. However, at least in the company I work for, changes would immediately be made to scheduling regardless of proof. That is a form of support. It's honestly not ideal but it helps.
But in regards to my post that is in many, many cases the choices the victim sees they have. The NFL story illustrates that clearly. HR was even told and nothing happened. This is what is has been like for decades and continues to be except in the most progressive companies.
Your company and my company are likely in the minority.