After more than a year of remote or hybrid work, the boundaries have thinned between many employees’ professional and personal lives. Harassment that might have been contained to the workplace may more easily spill into the employee’s downtime or private life.
Whether it happens in person or online, workplace harassment should be addressed immediately. If you learn that a specific employee or particular group of workers is being harassed, these steps will guide you through the situation:
- Document. Write down both what has been reported to you and any events or posts that you have personally observed. If the person provides screenshots or other documentation, save them in a secure location. Assure the employee that you will only share this information on a need-to-know basis. Keep in mind that employers may be held responsible for harassment or hostile behavior on personal social media or other off-duty platforms, particularly if the employee is being harassed because they are part of a protected class.
- Consult with Human Resources. Review your documentation and observations, as well as any relevant policies. If the information you have is only secondhand or the harassment has occurred outside the workplace, it is best to notify HR and let them determine how to proceed. The LifeMatters Management Consultation Service can provide guidance as well.
- Meet privately with the accused employee. If the situation is already being investigated by HR or Legal, follow their protocols and procedures. In the absence of a formal investigation, address the behavior as a performance issue.
- Explain why the behavior is inappropriate. Focus on the specific behavior and its impact on the workplace. While you may have strong feelings about what the employee has reportedly said or done, it is important to maintain your composure and avoid using language that could escalate the situation. Sample language: “When you [state behavior], it damages team cohesion.”
- Outline expectations. Clearly state what behaviors are inappropriate. For example, if the complaint is that an employee is sending offensive texts to a co-worker during off-hours, be clear about what words will no longer be tolerated. Sample language: “If you [state problematic behavior] again, you will be subject to disciplinary action.” (Consult with Human Resources regarding what next steps would be appropriate prior to the meeting.)
- Make a referral to LifeMatters. Explain that LifeMatters is available to help address concerns that may be impacting the employee’s workplace behavior. Sample language: “LifeMatters can help you deal with anything that may be affecting how you behave toward others. I urge you to call.”
- Follow up. Check in separately with both the employee who was targeted and anyone who has been accused. If the behavior continues, contact HR.
Harassment that occurs online or in person, either during or outside of work hours, may put both you and your organization at legal risk. Instead of hoping that the situation will get better on its own, take action.
