Reporting Harassment

Review your employer’s harassment and discrimination policies. The policies should provide notification of who to report a complaint or concern to. If the employer has no such policies, report complaints/concerns to a supervisor. If a supervisor is the subject of the complaint, report to human resources or that supervisor’s superior. It is recommended that complaints of harassment be in writing for the purpose of record retention.

In the event there is no one in a position above the harasser to submit a complaint, or no action is taken in response to a complaint, contact the Commission for assistance or to submit a complaint.

Employer’s Responsibilities

In the event the harasser is a coworker or third party (customer, intern, volunteer, etc.), the employer must be made aware of the harassment so the opportunity for appropriate action can be taken.

An employer is required to take prompt, remedial action in response to complaints of harassment. Prompt, remedial action includes:

• A confidential (to the extent possible) investigation of the complaint
• Appropriate action to cease and resolve the harassment

Examples of Appropriate Employer Actions to Resolve Harassment

• Separating the harasser from the harassed
• Discipline, up to and including termination
• Employee training
• Administrative leave for the harasser 

Retaliation

An employee who reports harassment, opposes harassment and/or participates in an investigation of harassment is protected from retaliation. For more information regarding retaliation in employment, please visit the Retaliation page.