Sexual harassment can involve unwanted touching, a hostile work environment or quid pro quo misconduct. Workers may experience harassment from co-workers, supervisors or even customers. Employers should train workers about harassment and react appropriately to allegations of misconduct.
Employees can report sexual harassment to their employers or pursue litigation when companies do not appropriately protect them from harassment. They can also take legal action if the company punishes them by firing or transferring them for reporting the harassment.
Whether workers want to pursue an internal solution or a litigated one, they generally need evidence of what has occurred in the workplace. How can people experiencing sexual harassment on the job gather proof?
There are many viable forms of evidence
In some cases, sexual harassment might occur in front of many coworkers, especially in cases involving a hostile work environment. Other people can testify to validate a worker’s claims about their workplace experience. There could be emails and other official records of inappropriate conduct.
Other times, harassment occurs behind closed doors. Keeping a journal with the details of each incident can help document harassment. Confiding in coworkers could ensure that there are others who can corroborate that specific incidents occurred.
Recording video footage might even be possible. State laws allow for audio and video recording in many circumstances if one party gives their consent. Of course, not every professional can record while at work.
The best way to gather evidence depends in part on a professional’s career and the type of harassment they experience. Discussing workplace sexual harassment with a legal professional could help people fight back against misconduct. With enough evidence, workers can convince employers or even the courts that they have endured regular mistreatment on the job.