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Hey guys. I have an interview with EY Parthenon M&A Finance coming up. My recruiter said it will be an interview to assess my M&A/F&A Skills. Is that just a long winded way to say a case interview? Also does anyone have any tips on the interview process? Financial analyst here with experience in ERP implementation and working for the consulting line of business for my current company. EY EY-Parthenon
Anyone have any thoughts on Portiviti?
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I’m not in HR but have led teams and seen some things so take it for what it’s worth. I’d still investigate for two primary reasons. Documentation. This could be the only time, the first time, or one of many teams this person has harassed someone. You need to have documentation should this come up again or has already happened to others and needs to be addressed. The second is that I’ve seen situations where someone was harassed or worse and starting having PTSD basically that impacted their ability to work. This person continued to work at the company but when she tried to get accommodations it was a no go. Ultimately her manager and HR partner were dismissed because they knew of it and did nothing even though the employee asked them not to. You just don’t know what the future holds. These may seem like unlikely scenarios but not an impossibility.
If you work in HR I would consider even informal conversation as reporting and you’re required to escalate
To put a finer point on it - there is no such thing as an informal conversation about workplace sexual harassment with a HR team member.
If it was reported to you directly from the employee and via the appropriate reporting channels, then you are obligated to investigate they didn’t want investigated. They should not have reported it point-blank. If it was not reported via the appropriate reporting channels that require you to investigate, then I would say that’s different. It depends on what the appropriate & required reporting channels are.
This is an old example and it was escalated because I did ultimately report it up the chain. But I do agree with not only being held liable but the potential of it happening again at the expense of someone else.
In our training, we were taught that any report must be investigated to protect the company, not the victim. My instinct is always to protect the victim, so I had to learn to think differently, though I hate it. As an HR person, you have a double responsibility. I would let your boss know, at minimum.
This is exactly what I did. I shared it up, but yes it’s definitely a moral challenge at times.
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If you don’t want it to be investigated, why are you reporting it? If you report it, you can assume it will definitely be investigated.