Learn the proper steps an HR director should take when handling sexual misconduct allegations against a former employee who received substantial severance. Expert advice for SHRM-SCP certification exam prep.
Table of Contents
Question
How should an HR director handle allegations of sexual misconduct by an employee who has recently resigned and received substantial severance in order to avoid possible retaliation?
Answer
Report the allegations through the company’s confidential fraud, waste, and abuse tip line. The HR director should immediately report the allegations through the company’s confidential fraud, waste, and abuse tip line because it ensures that the matter is reported and investigated while also ensuring self-protection.
Explanation
The HR director should immediately report the sexual misconduct allegations through the company’s confidential fraud, waste, and abuse tip line. This is the appropriate course of action for several key reasons:
- It ensures the allegations are properly reported and investigated. Sexual misconduct is a serious matter that requires prompt attention, even if the accused employee has already resigned. Reporting it through official channels will trigger the necessary investigative processes.
- Using the confidential tip line protects the HR director. By reporting it confidentially, the HR director guards against any potential retaliation or accusations of mishandling the situation. It demonstrates they followed proper procedures.
- The severance agreement does not negate the company’s responsibility to address misconduct. Regardless of the employee’s resignation and severance terms, the company still has an obligation to look into credible allegations of sexual misconduct that occurred during their employment. The confidential reporting allows this to happen without violating severance terms.
In summary, promptly reporting the sexual misconduct allegations through established confidential channels is the appropriate action for the HR director. It initiates a proper investigation while shielding the HR director, and upholds the company’s duty to address such matters even after an employee’s departure. The HR director should follow established reporting procedures to handle this sensitive situation correctly.
SHRM Senior Certified Professional (SHRM-SCP) certification exam practice question and answer (Q&A) dump with detail explanation and reference available free, helpful to pass the SHRM-SCP exam and earn SHRM-SCP certification.