Workplace harassment can come in many forms. Employees may be harassed because of their sexual preference, gender, race, culture, religion or disability, for example. Employees could face threats, subtle discrimination or be stalked or attacked because of their characteristics. Employees could also face sexual harassment at work, such as unwanted touching or requests for sexual favors.
When an employee is facing harassment, they can make a report to their employer. Employers should take action to discipline, correct and stop harmful actions toward their employees if a report is true. If an employer does not take swift action to respond to a harassment report, the victim may continue to face harm. Here is how an employer may resolve workplace harassment:
Steps to responding to harassment reports
When an employee comes to an employer to make a report, the employer should be attentive to the victim’s side of the story. The employer can take detailed notes that may be used to follow up the report with an investigation.
The employer can then investigate the harassment allegation in a way that also protects the victim. This can involve altering schedules so the victim does not work with the harasser. In some cases, the harasser may be put on leave as the investigation continues. Protecting the victim’s identity after a harassment report is made is often essential to avoid escalating a situation.
An investigation can involve interviews with the alleged harasser and any possible witnesses. With enough evidence, the employer can make a reasonable conclusion as to the validity of a report. Furthermore, the employer can make reasonable punishments for the harasser based on the evidence collected and the severity of the harassment.
If an employer does not take the right steps or fails to protect the victim’s identity during an investigation, then the victim could suffer further harassment. Victims of workplace harassment may need to learn about their legal rights.