Purpose and scope

In customer-facing workplaces, reporting harassment is essential to protect staff and customers. This section defines who should report, what to report, and when to report.

Approved reporting channels

Use the HR hotline, your direct supervisor, or the anonymous reporting system. If you fear retaliation, choose confidential channels as described in the policy.

What to include in a report

Describe the incident date and time, location, individuals involved, a factual description of what occurred, and any supporting evidence. Include the impact on the target and witnesses if available.

Timelines and acknowledgement

Reports are acknowledged within one business day. Investigations follow defined timelines, and interim measures may be put in place to protect parties during the process.

Common pitfalls

Avoid opinion or hearsay. Stick to observable facts and direct quotes when possible, and preserve any evidence for review.