Immediate safety and initial status

As soon as a harassment allegation is reported, the supervisor must act to safeguard the employee and others. Assess risk, remove the person from immediate danger if necessary, and provide support resources. Do not conduct a formal inquiry at this stage, and avoid sharing details beyond the needed individuals.

Documentation and evidence preservation

Record essential details with date, time, location, parties involved, and a brief description. Preserve relevant documents or messages. Limit discussion to authorized personnel and policy-based channels to maintain integrity and confidentiality.

Coordination with HR and investigators

Inform the HR department or designated investigator per policy. Arrange interim accommodations if appropriate, such as schedule changes or temporary duties. Provide information about available support resources and remind the employee that retaliation is prohibited and will be addressed.

Confidentiality and anti-retaliation

Explain that information will be kept confidential to the extent possible, and steps will be taken to prevent retaliation. Encourage reporting without fear and document the actions taken to inform relevant parties.