Reporting and Responding
Knowing how to report harassment — and, for managers, how to respond to a report — is a core outcome of the training. The employee and manager editions both cover this, with the manager edition going deeper on a manager's duties.
Multiple Ways to Report
Effective programs give employees more than one reporting channel so no one is forced to report to a person who may be biased. If an immediate supervisor is not a safe option — for example, they are close to the harasser — an employee can go to another manager, HR, an owner, or a company hotline. Staying silent, quitting, or confronting the harasser physically are not safe or effective responses.
The Manager's Response
Managers are trained to take every complaint seriously, respond promptly, and follow the employer's established procedure for handling and escalating reports. The manager edition emphasizes the vital role managers play in creating a harassment-free culture and responding confidently and appropriately. Brushing off a complaint, publicizing it to the team, or waiting for a repeat all fail the reporter and increase liability.
Confidentiality and Documentation
Complaints should be handled as confidentially as reasonably possible to protect everyone's privacy and to encourage people to come forward — sharing information only on a need-to-know basis so the employer can still investigate. Reporting promptly and noting what happened, when, where, and who was involved helps the employer respond fairly and accurately.
No Retaliation
Punishing someone for reporting harassment or cooperating in an investigation — by cutting hours, excluding them, demoting them, or worse — is retaliation, which is prohibited on its own, regardless of whether the original claim is ultimately proven. Managers must watch for these warning signs and protect people who come forward.