If the organization decides to retain the employee, the best course of action is to reassure the victim, communicate the plan, and address any concerns (C). At the SPHR level, the priority following a substantiated harassment investigation is to restore a safe, respectful, and non-retaliatory workplace, while ensuring legal compliance.
Reassuring the complainant that the behavior has been addressed, explaining safeguards in place, and allowing the complainant to express concerns helps rebuild trust and reduces the risk of retaliation or hostile work environment claims. Communication should be appropriate, limited to necessary information, and focused on safety and prevention—not disciplinary specifics.
Transferring the complainant (A) may be perceived as retaliation unless requested by the complainant. Requiring disclosure of medication changes (B) violates ADA confidentiality and exceeds the employer’s authority. Sharing detailed information with a supervisor (D) risks breaching confidentiality and privacy standards.
SPHR exam content emphasizes balancing victim protection, confidentiality, ADA obligations, and misconduct accountability. Effective reintegration centers on safety, communication, and prevention—not punishment or disclosure.
References :
HRCI SPHR Exam Content Outline — Functional Area: Employee Relations and Engagement (workplace investigations; harassment response).
HRCI SPHR Study Guide — Managing post-investigation outcomes and reintegration.
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