In responding to sexual harassment claims,employers often have difficulty determining who they should believe.The EEOC's Policy Guidance on Harassment suggests some factors to consider,although no one factor is necessarily determinative.Those factors include all of the following except:

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The EEOC's Policy Guidance on Harassment provides insight into how credibility determinations are to be made. According to the EEOC, while none of the following is necessarily determinative, factors to consider in deciding credibility include:
Inherent plausibility. Is the testimony believable on its face? Does it make sense?
Demeanor. Did the person seem to be telling the truth or lying?
Motive to falsify. Did the person have a reason to lie?
Corroboration. Is there witness testimony (such as testimony of eyewitnesses, people who saw the person soon after the alleged incidents or people who discussed the incidents with him or her at or around the time that they occurred) or physical evidence (such as written documentation) that corroborates the party's testimony?
Past record. Did the alleged harasser have a history of similar behavior in the past?

In Responding to Sexual Harassment Claims,employers Often Have Difficulty Determining