Sexual harassment at the workplace

1. If possible, interview any witnesses to the alleged harassment. This could include other employees who may have seen or heard something, or who may have been subjected to similar harassment from the supervisor.
2. Review any relevant documentation, such as emails, text messages, or performance reviews. This could help to corroborate Michelle's story or provide additional context for the situation.
3. Once I have completed my investigation, I would make a recommendation to management about how to resolve the matter. This could include disciplinary action against the supervisor, up to and including termination of employment. I would also work with Michelle to ensure that she is safe and comfortable at work.

Here are some additional things I would keep in mind when investigating and resolving this situation:

• I would be sure to keep all information confidential, to the extent possible.
• I would be sensitive to Michelle's feelings and needs throughout the process.
• I would take steps to prevent retaliation against Michelle.
• I would be fair and impartial in my investigation and in my recommendations to management.

My goal would be to resolve this situation fairly and quickly, and to ensure that Michelle is able to work in a safe and harassment-free environment.

As an HR manager, I would take the following steps to investigate and resolve the problem of Michelle's supervisor making sexual advances and threatening to fire her if she does not comply:

1. Meet with Michelle privately to listen to her story and gather as much information as possible. I would assure her that she is not alone and that we will take her complaint seriously. I would also let her know that she is protected by law from retaliation for filing a complaint.
2. Interview Michelle's supervisor to get their side of the story. I would be sure to ask them about the specific allegations that Michelle has made, as well as any other relevant information.