Human resources case, you got a complaint from a female employee that she was assaulted sexually by one of her colleagues, what action will be taken?

Dear Mr.Feras

Before taking a final  call on this critical issue get deep into the matter and try to establish the fact and finally handover the case to local law enforcement department and let the case be settled as per the law of the land.However as HR Head ensure that the case is handled with great caution so that the modesty of the female is not tested further and see that the company ensures safety of all female employees and the victim is compensated as per the rules.

Need to hear them separately and work history, professional rapport is an important tool in this case. Now, if she claims that such bad intention is being done to her then work place is covered by CCTV camera then we could take help from such recording.

-        To separate between them until the end of the investigation.
-        To study the file of each of them.
-         To investigate quickly and carefully.
-        As I believe, it is not easy for polite man to sexually assault any one, unless he has that dirty record, or at least, to find through browsing his file, that he is able to do so.
-        To study the file of the female victim as well.
The same will reflect her personality and ability to make such tricks.
-        If there was no evidence at all, but the file of the male employee showed that it is possible for him to do such assault, then it would be better to transfer him to another position, far of the victim, and to let him know that this is the last chance for him, as it is very rare that all females accuse one man with sexual assault!! -        In case the investigation results was positive, and the make colleague did that, then regardless to all managerial or economic circumstances, this guy should be fired.
  -        In case the female victim has a bad reputation, and there is no supportive evidence, which means that her allegation might be fabricated, then all the case must be rejected, as it is not fair to destroy the future of the male employee, without any realistic reason. 

First of all all u need to do is go deep into the matter and analyse from whose side that issue was started and investigate the case if the case is proven and the case is small issue u have to give warning to that employee or if the case is serious u should remove that person from job according to companiy rules and handover him to the police.

Yes ture if proven because it could be just a set up for the guy as well So investigation should be taken

If there are no witnesses it's trick.
Look into the previous history of the victim and the villain as well as relationships between them.
Abuse is a very serious issue which can destroy morale and relationships, so it needs looking into, educating and dealing with promptly.

This act falls under criminal law and each country has department taking care of such cases. I will carefully hand over the matter to the forces of law and order to carry out its investigation.

First investigation to make clear after this if her statement found right, terminate both of them and hand over case to law and enforcement agencies. 

Generally business organizations are not equipped to deal with criminal cases.  The question asked is about 'sexual assault' which is a criminal offence.  though the company can conduct a preliminary enquiry to verify the facts, the decision that it may arrive at will not be binding on either of the employees except for matters relating to their continous employment.  it is also likely that legal complications are involved in case of arbitrary decisions.  the affected employee should be advised to approach law enforcement authorities and assistance may be provided if need be.  

during the course of investigation by law enforcement authorities, the employees can be kept away from each other so that it does not affect the functioning of the place of work. the company can also enforce, through the employment contract, to keep the employees under suspension till completion of investigations in case of criminal cases. once the law enforcement authorities complete their investigations, decision as per the company's hr policy can be implemented on erring employees. 

Follow the "Anti-sexual harassment policy" as it exists in the organization, and as per laws of the land. Points to note:

1. No delay, immediate action

2. Fairness

3. Don't prescribe an out-of-court settlement

4. Follow the law rigidly - even if there's pressure to go easy on it

5. Go to the law enforcement authorities