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The goal of the reporting is to resolve the situation, not to gain something, or do harm to the company, or the other colleague. She has a sincere fear, which should be mentioned, so the HR can take correct action.
Of course the ultimate goal of the HR is to protect the company, which is exactly why HR will log the event and look into how to fix it.
There is no such thing as false claim. There are cases at my company that someone reported an incident and pointed finger at one of the colleagues, which proved to be false. HR got involved; investigated; found the real one should be responsible. Nothing happened to the one who reported the wrong person, since she stated whatever she thought to be the truth, and it was up to the HR to take the correct action to verify.
I feel you have watched too much soap opera, and worry too much about what to say to who :-)
The goal of the reporting is to resolve the situation, not to gain something, or do harm to the company, or the other colleague. She has a sincere fear, which should be mentioned, so the HR can take correct action.
Of course the ultimate goal of the HR is to protect the company, which is exactly why HR will log the event and look into how to fix it.
There is no such thing as false claim. There are cases at my company that someone reported an incident and pointed finger at one of the colleagues, which proved to be false. HR got involved; investigated; found the real one should be responsible. Nothing happened to the one who reported the wrong person, since she stated whatever she thought to be the truth, and it was up to the HR to take the correct action to verify.
I feel you have watched too much soap opera, and worry too much about what to say to who :-)
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