Harassment Employee Incident Report
Harassment Employee Incident Report
Prepared by: [Your Name], HR Manager
Date: October 10, 2050
1. Incident Overview
This report documents the details of a harassment incident that occurred within the workplace on October 5, 2050. The following sections provide detailed information regarding the individuals involved, a description of the event, and the steps taken following the incident.
Individuals Involved
Employee A: Johann Harvey, Sales Manager
Employee B: Lyda Fadel, Marketing Specialist
2. Incident Description
On October 5, 2050, at approximately 2:30 PM, Employee A reportedly engaged in behavior identified as harassment towards Employee B. The incident took place in the break room, where the following occurred:
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Employee A made inappropriate comments directed at Employee B, including remarks about her appearance that were not relevant to their work.
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Employee A displayed persistent unwanted behavior, including standing too close and invading Employee B's personal space, despite her requests to stop.
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The behavior was witnessed by three other employees, who expressed discomfort at the situation.
3. Witness Statements
Emily Taylor, Team Lead, provided the following statement:
"I observed Johann making comments about Lyda's clothing and laughing about it. It made me and others uncomfortable. Lyda asked him to stop, but he continued."
Mark Lee, Software Engineer, provided the following statement:
"I was in the break room when Johann kept leaning over Lyda, making jokes that seemed inappropriate. It didn't seem to bother him that she looked upset."
4. Action Taken
Following the incident, the following actions were taken:
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Employee B reported the incident to Human Resources on October 6, 2050.
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HR conducted an initial investigation starting on October 7, 2050.
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Employee A was formally interviewed on October 8, 2050, and he was made aware of the allegations.
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Employee B was offered support services, including counseling, which she accepted on October 9, 2050.
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Employee A received a written warning and was required to attend sensitivity training scheduled for October 15, 2050.
5. Conclusion
The HR department will continue to monitor the situation to ensure no further incidents occur. Both employees have been informed of their rights and the company's policies regarding harassment. Further disciplinary action will be considered if there are any additional breaches of policy by Employee A.
