When I conduct workplace investigations, one of the things I look for is whether retaliation has taken place. It may be that there was no actual harassment – but there was retaliation.
The simplest example is when an employee is terminated shortly after making a harassment or discrimination claim. The burden is on the employer to prove he or she did not terminate because the accusations were made.
And retaliation can be much more subtle – co-workers avoiding the accuser; management moving the accuser to another office or work location.
Make sure you add a non-retaliation policy to your employee handbook. But you need to be vigilant in making sure the policy is truly in practice.