Employees have the right to have a safe work environment. One part of this means that they don’t have to deal with being harassed at work. Workplace harassment can make the job feel impossible to continue because of humiliation or safety concerns.
Workplace harassment can involve a host of actions, including jokes, comments, threats, exclusion and intimidation. In some cases, these actions are repetitive, but that’s not a requirement for being harassed.
All harassment should be reported
Some employees are hesitant to report harassment because they’re concerned about how the report will be received and what effects will occur. They worry that they won’t be believed or that they will face retaliation. These concerns are real, but they shouldn’t be a reason to avoid reporting harassment.
Reporting harassment creates a record of the incident and should trigger the employer to investigate the matter. The report should be made in accordance with company policies, so employees may need to consult the handbook. Typically, the report will be made to human resources or a direct supervisor; however, that may change if the person who’s doing the harassing is the person the report would be made to.
The report should be factual and as comprehensive as possible. Explaining the situation with names, dates, times and witnesses can help with the investigation. Providing proof can also be beneficial, but that’s not always possible.
Workplace harassment claims are often complex, so victims may consider working with someone familiar with these matters. This can help the victim to protect their rights, learn their options and set a plan moving forward. Doing this as soon as possible may help them to stay on track and keep their stress under control.
