Taking the step to report harassment in the workplace is a courageous and significant decision. It is natural to have questions and concerns about what comes next. This guide is designed to provide you with a clear, direct overview of the process and empower you to prepare effectively. Knowing what to expect can help you feel more confident and in control as you move forward.
The Initial Steps of Reporting Harassment
The first step in addressing workplace harassment is to report it to the appropriate party within your company. This is often a supervisor, manager, or someone in the Human Resources department. It is critical to follow your company’s policies, which are typically outlined in the employee handbook. If you cannot find this information, asking HR is a good place to start.
When you make your report, your employer has a duty to investigate your complaint thoroughly and promptly. This investigation is designed to determine what happened and take appropriate action to stop the harassment and prevent it from happening again.
How to Prepare for the Investigation
Preparation is key to a successful investigation. Gathering and organizing information beforehand will strengthen your position and provide a clear timeline of events.
What to Document:
Dates and Times: Keep a detailed log of every instance of harassment, including the date, time, and location.
Witnesses: Note the names of any coworkers or others who may have witnessed the harassment.
Specific Details: Describe exactly what was said or done. Include any inappropriate emails, texts, or other forms of communication.
Your Response: Document how you reacted to each incident and any steps you took to report it at the time.
Impact: Write down how the harassment has affected your work performance, emotional well-being, or physical health.
It is advisable to create and maintain this record in a private location, such as a personal notebook or a secure digital file, that your employer cannot access.
The Investigation Process
During the investigation, you can expect to be interviewed by an HR representative or another designated investigator. You may be asked detailed questions about your experience, the harasser, and any witnesses. The investigator will also interview the person you accused, as well as any witnesses you have identified. It is important to be as truthful and consistent as possible throughout this process.
The investigation may also involve reviewing any relevant documents, such as emails or company policies. Your employer should take steps to protect you from retaliation during this time.
Potential Outcomes
After the investigation concludes, your employer should inform you of the outcome. The specific actions taken by the company may vary depending on the findings. Possible outcomes could include:
Disciplinary action against the harasser, ranging from a warning to termination.
Mandatory training for the harasser and other employees.
Changing work assignments to ensure you and the harasser are separated.
If you are not satisfied with the outcome or believe that the investigation was not conducted fairly, you have options.
We Are Here to Help
Navigating a harassment claim can be complex, and you do not have to face it alone. At Newkirk Zwagerman, P.L.C., we are dedicated to defending the rights and dignity of employees in Iowa. Our mission is to provide you with the professional, supportive, and empowering legal assistance you need to achieve justice. We will stand by your side and help you understand your legal rights and options.
If you have been subjected to harassment or believe your employer has failed to act, we encourage you to connect with us at (515) 497-9409.