If a supervisor is the harasser, what should an employee do to report the harassment?

Reporting harassment can be a sensitive and complicated process, especially when the harasser is a supervisor. Following the chain of command is essential because it ensures that the issue is reported to the appropriate people within the organization who have the authority to take corrective action.

When an employee reports harassment through the proper channels, it allows the organization to address the behavior internally and take the necessary steps to resolve the situation. Typically, following the chain of command means reporting the incident to the next level of management or to the human resources department, all while documenting the harassment incidents carefully. This pathway usually provides more immediate support and allows the organization to adhere to its policies, which may include specific procedures for handling harassment claims.

In cases where a supervisor is implicated, arriving at an appropriate internal resolution is pivotal before considering outside options, such as external authorities or personal legal advice. These alternatives may be necessary later but should generally follow internal reporting processes to give the organization a chance to respond and rectify the situation first.