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Being harassed at the workplace is a painful experience but a step-by-step strategy will safeguard your rights and best your case. Begin by writing down all this. Write a modern-day journal of dates, times, places, what was said or done, people around, and how it impacted on your work or wellbeing. Retain data: emails, chats, logs, screen-shots, photographs, notes of performance and access records. Keep in a safe personal computer or in the cloud. This document secures the truths in the event memories become hazy or narrations challenged. Stay informed — explore our Labour Rights section for the latest news and policy updates.
Also read: What to Do If You Experience Harassment at Work
The second step is to look at the policy of your employer. The majority of handbooks provide definitions, reporting (HR, ethics/compliance, a specific officer), and schedules. Follow the prescribed route particularly in a situation where your organization would need to report to a particular individual or an anonymous hotline. In filling a complaint, keep it factual and short: log of the complaint, evidence, names of witnesses and desired remedy (stop the behavior, part ways with the harasser, training or investigation). Ask to be given a written acknowledgment, case number and approximate time frame.
Safety and confidentiality should have a priority. In case you are afraid of retaliation or immediate injury, request interim measures, changes in the schedule, no-contact orders, team separation, or remote work, in the meantime as the investigation continues. Make communication strictly business and by letter, redirect any communication by the alleged harasser to HR or investigator. Keep recording to your log the events that took place after complaints, particularly the negative acts that may suggest retaliation (immediate demotion, reduction of your schedule, your being avoided in a meeting, unfriendly remarks).
In case of failure or delay in response internally, intensify externally. That could be a labor department, an equal employment/anti-discrimination agency, a women commission or even law enforcement on threats or physical assault depending on your jurisdiction. Most agencies are very rigid in filing windows (i.e. 180-300 days since last incident) and will require your documentation, internal complaint evidence and witness list. It is important to consider employment lawyer services or worker advocacy group early; they can evaluate claims, keep deadlines and can advise on settlement or litigation options.
Lastly, be careful of yourself. Finding a supportive person among the colleagues or family is also encouraged, and you can seek counseling with the help of an employee assistance program or independent provider. Harassment is not a race, it is a marathon; detailed documentation, demarcation and timely escalation are what ensures more safety and success.
