What is required when a harassment complaint is reported by staff?

• A. Document the complaint and file it away without action.
• B. Coordinate safety, document, and route it through harassment/EEO procedures.
• C. Only inform a supervisor; do not document.
• D. Delay action until the end of shift.

Answer: (B)

When a harassment complaint is reported, the essential steps are to ensure safety, document the report, and route it through the harassment/EEO procedures. First, coordinate safety by assessing risk and taking immediate actions to protect the complainant and others, such as adjusting assignments or separating individuals if needed. This protects people and prevents further harm. Next, document the report thoroughly: capture who is involved, what happened, when and where it occurred, any witnesses, and the actions taken so far. Keeping a clear, confidential record creates a reliable basis for any investigation and helps prevent retaliation. Finally, route the case through the formal harassment/EEO procedures, which means notifying the appropriate office, initiating an official investigation, and following established timelines and confidentiality rules. This ensures the complaint is handled consistently, lawfully, and with accountability.

Options that involve merely filing away a report without action, only informing a supervisor without creating a formal record, or delaying action fail to address safety, accountability, and due process, and are not appropriate.