We have had a sexual harrassement case recently which was concluded by issuing a final written warning and organising mediation meetings following the individuals return to work. We felt that if the individual was informed clearly of what was seen as acceptable and unacceptable behaviour they would be able to repair their relationships as the content of the harrassment did not seem particularly serious or behaviour that could not be improved In fairness to the individual we wanted to provide a opportunity to adjust their behaviour.

However now the team have been informed of the individuals return to the workplace they are refusing to work with them and are very upset at the thought of a return. It appears now that the initial investigation did not gain an understanding of the true impact the behaviour was having on the team. Had this information be provided initially our outcome may well have been different.

Is it reasonable to ask the team to attend the mediation meetings and ‘see how things go’ ensuring they are aware of who to contact should they feel uncomfortable (at which point we will go back to disciplinary proceduings as necessary) or should we ask the indivdual concerned to refrain from work whilst we re-investigate and then hold a further disciplinary to address the issue again in light of the new evidence?

Any thoughts would be gratefully received.
Caroline Gilmour