Hi,
This can be a very frustrating situation. To keep your tension down to
a minimum, it is best to be prepared as much as possible.
First off, write down and account of what occurred, being as specific
as possible. You will probably be asked to recount this in an
interview of some type, so write it as notes, with dates (if possible
times as well), and witnesses to the events if any.
If your stance is that the accuser is lying, then also come up with
possible motivations for this action against you, and again, facts are
important here. The more the better, and have documentation for this
facts as often as possible with witnesses that can collaborate your
stance.
If your stance is that the conduct was welcome, again, facts are
important here. What words or actions from the accuser made you
believe that the conduct was welcome. Witnesses that can collaborate
this are very good as well.
The important thing to remember is to remain professional. Accusations
like this are personal, there is no way of getting around this, but
your actions during the process need to be focused, and professional.
Scream at the walls, but in the office, keep your cool.
Get a hold of your company's HR person, and your company handbook.
There should be a section on Harassment and the policy of the company
when handling these situations. These pages should spell out for you
what to expect and the process of the investigation. Just in case
there is not a company policy covering this, I have found a few links
for you which show typical and recommended guidelines, but your own
company policy is a much better resource.
Sexual Harassment and Men
http://www.menstuff.org/issues/byissue/sexualharassment.html
Sexual Harassment in the Workplace: A Primer
http://www3.uakron.edu/lawrev/robert1.html
California holds employees not liable for harassment
http://www.fairmeasures.com/whatsnew/articles/new218.html
False claim of harassment not slander unless made with malice
http://www.fairmeasures.com/whatsnew/archive/fall98/new01.html
Manager properly fired for off-site sexual activity
http://www.fairmeasures.com/whatsnew/archive/summer98/new13.html
Employer discretion upheld in sexual harassment case:
In a case with rich implications, a California Court of Appeals has
ruled that an employer does not have to be right when it terminates an
employee for sexual harassment, only fair.
http://www.fairmeasures.com/whatsnew/archive/fall96/new05.html
What are my rights if accused of sexual harassment?
http://www.fairmeasures.com/asklawyer/archive/spring97/ask103.html
Employer Guidelines of Conducting a Harassment Investigation
http://www.wildmanharrold.com/labor_library/Harassment_Investigation.htm
Sexual Harassment Policy
http://www.fels.org/forms/SexHarGd.htm
PSU AAO Sexual Harassment site
http://www.psu.edu/dept/aaoffice/sexualharassment/main.htm
thanks,
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