Mooney underlined the significance of reporting any sort of workplace harassment, because there may be others who have already reported similar violations by the same person (or group of persons) (or group of people). It is even more crucial to bring it to HR’s attention if no one has yet reported it. Whether or not they chose to report it, you never know how many other people that offender may have hurt. There are formal policies for reporting workplace harassment in many firms. Make sure you review your employee handbook or, if you are serious about reporting, ask your HR department how to go about doing so.

1. Detecting and como denunciar acoso laboral

If your employer doesn’t have a formal reporting process in place, here are some of the measures that you can pursue in a nonviolent situation:

– If the harassment does not entail physical assault, try to discuss the problem directly with the aggressor. Confidentially approach them and explain why you feel you are being harassed. If the situation looks too risky to do so, then keeping yourself safe is the primary concern.

– If your manager isn’t the culprit, you might want to talk to them about escalating the situation. Bring the problem to the notice of HR if your attempts to address it with the harasser fail. If you can, give documentation, such as screenshots, texts, emails, and eyewitness reports. If your business employs HR software, you should report concerns through the relevant portal to verify that everything is recorded.

– Contact the EEOC so they can conduct an unbiased investigation if you believe your managers, HR, or company management handled your matter improperly. A victim may file a claim through a municipality if it has its laws and agencies governing workplace conduct, as is the case in some sizable municipalities and metro areas, like New York City.