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Workplace harassment: documentation and rights

Workplace harassment includes unwelcome conduct based on race, color, religion, sex, pregnancy, national origin, age, disability, or genetic information. Knowing how to document and report harassment protects your dignity and legal rights.

Do this now

  1. Tell the harasser clearly (in person or in writing) that their behavior is unwelcome and must stop.
  2. Keep a detailed personal log of every incident, including dates, times, exact words spoken, and witnesses.
  3. Review your company's employee handbook for official harassment reporting procedures.
  4. Report the harassment in writing to HR or a higher-level supervisor, keeping a copy for yourself.
  5. File a charge of discrimination with a government labor protection agency (such as the EEOC in the US) if HR fails to act or retaliates.

What constitutes illegal workplace harassment

Harassment becomes illegal when: - Enduring the offensive conduct becomes a condition of continued employment. - The conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.

Examples include offensive jokes, slurs, epithets, physical assaults or threats, intimidation, ridicule, offensive pictures, and unwanted sexual advances.

How to build an effective documentation log

Do not rely on memory alone. Keep a dedicated notebook or personal phone log (never stored on company servers):

  • Date and time: Log the exact day and time of each occurrence.
  • Location: Note where the incident took place (breakroom, office, Slack/Teams message, virtual meeting).
  • Exact details: Write down specific quotes and actions rather than general summaries ("John said X" instead of "John was rude").
  • Witnesses: List coworkers who were present or saw the behavior.
  • Impact: Record how the incident affected your ability to work or your health.

Reporting to HR in writing

When submitting a formal complaint to HR: - Submit the complaint via email or written letter so there is a electronic timestamped record. - Use clear subject lines: "Formal Complaint Regarding Workplace Harassment." - State the facts objectively and refer to your company's code of conduct or anti-harassment policy.

Retaliation protections

Law prohibits employers from retaliating against employees who report harassment or participate in an investigation. Retaliation includes termination, demotion, pay cuts, undesirable shift changes, or increased scrutiny.

... note "Equal employment opportunity guidance" In the United States, federal harassment claims are handled by the Equal Employment Opportunity Commission (EEOC at eeoc.gov). Charges must typically be filed within 180 or 300 days of the incident.