What is proper remedial action?
Proper remedial action can, and should, be directed toward the alleged harasser and the alleged victim. The point to remember is that an employer must take real, significant action, and not just pay lip service to the idea of correcting the situation. Remedial action toward the victim can be initiated as soon as an employer receives a complaint of harassment or learns about harassment. If the victim and harasser are working in close proximity to each other, separating them should be your first priority. While an investigation is being conducted, the victim should not be forced to work with his or her accused harasser. Along a similar vein, if the victim and the harasser are not presently working together, do not initiate any job transfers which would force them to work together! Additionally, the employer should not insist that the victim “confront” the harasser. (If the victim requests a meeting with the harasser and with human resources or management present, that is different.) This
