Should you provide the alleged perpetrator with a copy of a written complaint?

It is a basic principle of natural justice that an individual against whom an accusation is made knows with certainty what the accusation is so that they are in a position to refute any false accusation and defend themselves. Most Bullying and Harassment policies require the complaint to be in writing. If not, they tend to be recorded in writing by the employer at the first meeting held to understand the complaint. In such circumstances, it is advisable that the employee making the complaint confirms that the employer's written record is an accurate record before it is passed to the alleged perpetrator. The employee should also be made aware that the written complaint will be disclosed to