Redeployment
[ch 5: page 43]If the alleged perpetrator and complainant work in the same team it may be necessary to temporarily redeploy, or in very serious circumstances, suspend the perpetrator on full pay for the period of the investigation (see page 46).
A respondent to LRD’s sexual harassment survey who worked for a local authority warned that often the complainants tend to be moved from their place of work and placed in other departments, which can result in them feeling isolated.
General union Unite represented a member who was being sexually harassed by her team leader. The harasser was consequently disciplined but the employer suggested moving the complainant to a different department. This was not what she wanted and with union intervention the perpetrator was moved instead.
If the perpetrator has been sanctioned and allowed to return to work it may be appropriate for them to be permanently redeployed. However, the complainant may wish to be the one to move so the option should be offered to them first.