Meet privately and inform the accused of the allegations.
The U.S. Equal Employment Opportunity Commission enforces the primary law -- Title VII of the Civil Rights Act of 1964 -- that prohibits workplace discrimination and harassment. The agency strongly recommends that employers take swift action to investigate and resolve workplace issues such as harassment. Key to an investigation of a workplace complaint is informing the accused of the allegations; the response you get determines the subsequent steps in the investigation.
Conduct your conversation with the accused in private; informing someone that he's been accused of harassment can elicit an emotional response. Be prepared to deal with anything from anger or shock to humiliation or shame. In your initial conversation with the person named in the employee's complaint, be prepared for the accused to admit to or deny the allegations. Begin the conversation by giving the accused harasser a copy of the company's policy on harassment and a description of behaviors and actions that violate the policy.
Refrain from making statements such as, "You harassed your employee on several different occasions when the two of you were working past normal business hours." Relay the accuser's statements as allegations instead of accusations, as in "I've received complaints that you engaged in inappropriate behavior that violates the company's code of conduct and anti-harassment policy." Share details about the allegations and observe the reaction you get.
If the accused individual denies the allegations, inform him that you'll need to continue your investigation by taking witness statements and reviewing evidence to arrive at a conclusion. In cases of egregious behavior, you may need to suspend the accused harasser. Putting the accused harasser on a paid suspension can preserve the integrity of your investigation. If he's in a management position or otherwise able to influence employees whose statements are critical to your investigation, it's wise to remove him from the workplace so you can complete your investigation.
Even if the accused harasser admits to engaging in inappropriate workplace behavior, you still don't know the extent to which his actions violated the company policy. Therefore, an investigation may still be necessary. However, if you have an admission plus concrete, irrefutable evidence of his behavior, such as surveillance video, you can close your investigation and start working on the resolution or remedial steps.
Resolving a workplace complaint could consist of issuing a disciplinary action for the policy violation or reassigning the accused harasser to another department or shift. In cases of serious policy violations, termination may be in order. If the employee who filed the complaint chooses to lodge a formal complaint with the EEOC or the state's human rights commission, the way you handled the investigation and resolved the matter becomes a critical factor in your company's legal defense. Therefore, consult your legal counsel if you have questions about your choices in resolving the complaint.
Mayhew, Ruth. "In Harassment at Work, What Are the Steps Taken After the Accused Has Been Told by HR?" Small Business - Chron.com, http://smallbusiness.chron.com/harassment-work-steps-taken-after-accused-told-hr-59143.html. Accessed 22 April 2019.