When the investigator’s recommendations are accepted by the parties:

Appropriate counselling, retraining or disciplinary action should be taken to prevent the unacceptable behaviour from recurring.
Confirm with the offender, in writing, that their behaviour was unacceptable and advise what the consequences will be should it happen again. Place a copy of that advice in their personal file.
Follow up to ensure that the unacceptable behaviour has in fact, stopped and that the solution is working satisfactorily. Put a formal monitoring programme in place to ensure that there is no reoccurrence and that the parties have resumed a normal working relationship.
Maintain contact with the complainant to ensure that they are not victimised in any way by having made the complaint.

Recommended not accepted

Where the complainant does not accept the recommendations of the investigator, they are entitled to refer the matter to either:

The Human Rights Commission, or
The Personal Grievance Provisions of the Employment Relations Act.

Where the Company does not accept the recommendations of the investigator, it must advise its position in writing to the complainant setting out its reasons for rejecting the investigator’s recommendations and also setting out a counter-proposal for settling the matter (if any).

If the complainant and the Company cannot settle the matter the complainant is entitled to refer the complaint to either:

The Human Rights Commission, or
The Personal Grievance Provisions of the Employment Relations Act.