As a human resources manager, your first harassment or discrimination complaint may define your reputation in your company one way or another. Incorrect handling of these complaints could compromise the integrity of your business. Legal action can cause you to close your doors if you don't punish the wrongdoer in the right way. You have to handle these situations very carefully to avoid lawsuits and government investigations. Follow these tips to keep your business in the clear.

Investigate Both Sides
Don't take one side's word as fact before you check out all the possibilities. After you have compassionately heard the complaint, you must interview the other party or parties involved. If you need help, you can hire an external investigator to collect facts and gather evidence. You must make every effort to find out the truth as soon as you can. If you do this correctly, you will save yourself the trouble later.

Remain Calm
The nature of the complaint forces you to investigate. Do not punish the employee making the complaint by threatening to fire them, cut their hours, or reduce their pay. You will face stiffer consequences if you retaliate against the complainer. They might experience fear from the other parties, and they complained to you in hopes that you would intervene. Keep your composure so that you can figure out what happened.

Do Everything by the Book
If your company wrote a conduct manual for employees, then you must follow it to the letter. Even if you break the rules without knowing it, you can open yourself up to lawsuits and claims of unfair treatment. A Monmouth, NJ sexual assault lawyer from Clark & Clark LLC says seemingly minor complaints can escalate into serious liabilities, so it's worth the effort to take your time conducting a thorough investigation in accordance with your company’s manual. By following your own rules, you ensure that each side receives the due process that they deserve in these circumstances.

Write Everything Down
Written records of issues solve plenty of problems. You can request to have the complainer write down the complaint. If their words change later, then you know they seek to cause trouble at your business. If their stories remain consistent, you might have a legitimate claim to deal with. Write down the stories and opinions of everyone else you interview. Written statements can go a long way in these investigations.

Your employees count on you to manage the relationships within your company. If you handle a complaint properly, your employees will have more confidence in you and your abilities. They will work harder for you, and they will feel more comfortable when they need to inform you of an issue in the future.