CFI’s Investigation of Harassment Complaints

August 7, 2013 

There have been blog posts recently that have commented on public allegations made by Karen Stollznow regarding harassment she suffered and what she considered a less than adequate response by the organization employing the harasser. These posts have named CFI as the organization in question and one of CFI’s employees as the accused harasser. 

As a general rule, CFI does not discuss personnel matters in public. We refrain from discussing these matters in public not only out of consideration for our staff, but also because experience has shown that this is the best way to encourage people to come forward with complaints. If individuals who need to alert us about harassment could not be assured that CFI will endeavor to protect their confidentiality, then management might never be informed of the problem, and that’s not what we want. We want to encourage people to come forward with their complaints so we can give them the serious attention they warrant. This general rule about not discussing personnel matters in public is followed by the vast majority of employers.

For now, we see no reason to deviate from this general rule. However, we would like to make it clear that any suggestion that CFI has been less than diligent in addressing harassment complaints is mistaken. During the administration of current president and CEO, Ronald A. Lindsay, that is since July 2008, CFI has investigated all complaints that have been made to management, and, where necessary, has taken appropriate corrective action. The extent of the investigation’s nature varies from case-to-case, depending on the allegations that are made. Claims requiring extensive investigation may be handled by an impartial outside law firm and/or consultant. Although use of outside impartial investigators can be very expensive, CFI is committed to carrying out as thorough an investigation as necessary.

Neither allegations nor denials determine the actions CFI takes. The results of the investigation determine the actions taken by CFI. If CFI has employed an outside investigator, we go with the investigator’s findings; we do not substitute our suspicions. If the investigator found, for example, that a sexual assault occurred, we would accept that finding; likewise, if the investigator found that no sexual assault occurred, we would accept that finding.

One thing we will never do is have our decisions dictated by rumor, gossip, or innuendo, whether it’s directed at the accuser or the accused. Such an approach would be improper and unjust for any organization. For an organization dedicated to promoting critical thinking and evidence-based reasoning, it would be a violation of our guiding principles.