The first priority guiding decision making should be keeping employees safe and ending the threat of harassment or retaliation. When credible allegations of harassment against an organizational leader appear to have no impact on business as usual while the investigation proceeds, a message is sent to employees and to the outside world that such allegations don’t matter. Consider how risky it seems to an employee to share information about harassment with investigators while the harasser remains in a position of power over her or him. If initial allegations appear to meet a baseline of credibility, relieve the alleged harasser of supervisory duties or place the alleged harasser on leave while the prompt investigation proceeds.