Interview with Accused
Although this may vary depending upon the circumstances and nature of the complaint, the first
person interviewed after the complaining employee is usually the person about whom the
complaint is made. That person may admit the conduct of which he or she is accused, rendering
further interviews unnecessary. In addition, the accused usually will give a different version of
events than the complaining employee, which is important to understand when conducting
additional interviews.
As with the complainant, the interviewer should be accompanied by another company
representative to act as a witness and to take notes.
A. Date of initial interview of alleged harasser:
B. Advise employee that no conclusions have yet been reached and you are conducting an
investigation. Advise employee of the nature of the complaint (depending upon the circumstances, it
may be appropriate to keep the identity of the complaining employee confidential, however, disclose
enough information to allow employee to respond to the complaint). Information given to employee:
C. Ask the employee his or her version of events, making sure to discuss each specific
allegation raised by the complaining employee.
Employee’s statement of events:
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D. Witnesses identified by employee that support his or her statement of events and the facts
of which these witnesses purportedly have knowledge.
1._____________________
2._____________________
3._____________________
4._____________________
E. Documents identified by employee that support his or her statement of events:
F. Advise the employee of the need for confidentiality?
G. Advise that there is to be no retaliation against complaining employee for bringing
complaint?
H. Advise employee of harassment policy?
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