Quick orientation
This guide may be useful if:
- You experienced or witnessed conduct at work that made the environment difficult, unsafe, or professionally harmful.
- A supervisor, coworker, client, vendor, or other person connected to work may be involved.
- You are deciding how to document events, review workplace reporting options, or seek guidance about your next step.
Plain-language overview
What this concern can involve.
Sexual-harassment concerns can involve unwelcome conduct, communications, comments, requests, behavior, or workplace treatment. The surrounding facts, frequency, severity, work setting, reporting history, and employer response can all matter.
Employees may have questions about internal reporting, preserving messages, safety, leave, discipline, or a change in working conditions. The appropriate next step depends on the individual circumstances and applicable rules.
Facts matter
What can change the analysis.
- The conduct, its context, and whether it was connected to the workplace.
- The people involved and any authority or reporting relationship.
- What was reported, to whom, and how the employer responded.
- Relevant messages, witnesses, policies, chronology, and jurisdiction-specific procedures.
Practical preparation
Steps that can help you prepare.
- Preserve messages, screenshots, notes, and other records you are permitted to keep.
- Create a factual, dated record of each event and related response.
- Review your workplace policy and consider the reporting options available to you.
- If immediate safety is a concern, use appropriate emergency or workplace resources. For legal questions, seek individualized advice.
Common questions
Questions employees often ask.
Select a question to expand the answer.
Does a single event answer every legal question?View answerHide answer
No. The relevant analysis can depend on the conduct, workplace setting, authority relationships, impact, evidence, and applicable law.
What if I already reported the issue?View answerHide answer
Keep a factual record of what you reported, when, to whom, and any response. Reporting procedures and legal implications can vary.
What should I avoid submitting online?View answerHide answer
Do not assume a web form is a secure channel for confidential or highly sensitive materials. Use only approved instructions for documents or detailed information.
Think this applies to you?
Talk to an employment attorney about your situation.
General information can only take you so far. Tell us what happened and we will let you know whether it is something we can help with.
This page is general information, not legal advice, and reading it or contacting the firm does not create an attorney-client relationship.