Top 10 Investigation Challenges, Part 4; How to Handle an Anonymous Complaint.

While conducting harassment investigation training, I have been asked many times, “Are we required to investigate if we receive an anonymous letter or email reporting possible harassment?” The real conundrum is whether an email or voicemail meets the definition of a complaint if  there is no identifiable complainant.   Still, I would advise against putting it in a drawer (or the round file) and forgetting about it. As we discussed in Part 3 (Five Questions to Determine if an Investigation is Required)  an employer is required to perform an investigation anytime it is determined that harassment may be happening within the company. Continue reading