When an employee raises a complaint of harassment or discrimination, the timeliness of the response is itself assessed.

Acknowledge immediately. Within a day, in writing, with the name of the person handling it and an outline of what will happen.

Interim measures. Consider separation of the parties without disadvantaging the complainant — moving the complainant is frequently treated as retaliation. Suspension with pay pending investigation is an option for serious allegations.

Investigate promptly. Days to a few weeks for most matters. An investigation that takes months without explanation undermines the employer’s position regardless of its conclusion.

Scope proportionately. A single-witness dispute does not require the process appropriate to a systemic allegation, but every complaint requires interviewing the complainant, the respondent and identified witnesses, and reviewing available documents.

Impartiality. The investigator must not report to the respondent or have a stake in the outcome. For senior respondents, external investigation is usually necessary.

Conclusion and communication. A finding on each allegation, action taken where warranted, and communication to both parties that the matter was investigated and addressed.

Follow-up. Check in with the complainant after a period to confirm the conduct has ceased and no retaliation has occurred, and record it.