An example of an incident report at work is a document that is to be filed with the employer or an authorized representative of the office, after an occurrence such as sexual harassment or other form of discrimination. This document tells about the events that took place leading to the occurrence. It does not include any details about the persons involved in the event. It should only include basic information such as the date, the name and the contact details of the employees who witnessed the event. The document is usually to be signed by two witnesses.
The first step in this type of report at work is for the employee to file a complaint against the harasser. The next step is for the victim to document the sequence of events leading up to the occurrence, especially those steps that could lead to the conclusion that the harasser was behind the harassment. This is very important because the perpetrator may still continue his behavior. The employee should keep records of all meetings and communications with the person who has harassed him or her. All documents must be filed with the employer within a stipulated time period.
Another example of an incident report at work is the one concerning an injury at work. This type of report is usually used in the context of an injury lawsuit. An employee who has been injured at work may report such incidents to the employer, or he may go to the nearest attorney and file a report. The employer will then investigate the accident and its causes. The employee’s record of the events after the accident should include the name of the employer, his or her address, phone number, and email address.
Another example of an incident report at work is one regarding disciplinary actions. If an employee is facing punishment, for example, suspension or demotion, he or she may file a report. The document should contain the employee’s name, address, phone number, and exact date of the punishment. The document will also include the name of the person who issued the punishment and the reason for such punishment. In addition, the employee’s record will include details about the exact charge(s) against him or her, the amount of such punishment, the nature of the punishment, and the names of the witnesses.
Another example of an incident report at work concerns sexual harassment. If an employee complains of being sexually harassed at work, he or she should make a personal visit to the human resources department. Details about the nature of the complaint, the circumstances under which it occurred, and the names of the parties involved should be included in this report. The report will also contain a description of how the HR department will handle the complaints filed by employees.
Another good idea is for an employee to write down what happened when he or she is not able to recall an incident. It may be an important situation that would cause a worker to miss a scheduled shift or to feel like someone is being dishonest with him or her (e.g., asking questions when they have not been asked). In this situation, the employee should write down the details of the event as soon as possible. A photo is often included in the report to help identify the employee. After creating a detailed report, the employee should forward it to the HR Department. This may also be a good idea if the incident occurs off-site (i.e., in the case of theft or vandalism).
Sometimes, an employee may need to create a report after experiencing something that makes him or her less happy about work. In this case, he or she should create a formal written statement that includes the details of the problem. Writing a statement can be a helpful tool to ease any potential problems in the workplace. The HR personnel may require the employee to write down the details of the problem immediately following the occurrence. However, there are times when it would be more effective for the worker to create a written report later in order to avoid any misunderstandings within the organization (for example, if the problem occurred after hours).
When writing a report, the employee should try to keep it short and concise. He or she should describe how and what caused the problem, and should include details (when and where the event took place, and what led to its resolution). If possible, the HR representative may choose to include references (e.g., another employee, a manager, or a friend) that could help the victim to make his or her point. In addition, if possible, the report should include a signature, indicating that the employee has reviewed and agreed to the content of the report.
