Know When to Step Away, Document & Escalate

Not every workplace problem should be handled alone.

Good judgment includes knowing when the situation has moved beyond an ordinary conversation.

Consider Escalation When There Is:

• a threat of violence
• physical aggression
• sexual harassment
• repeated bullying or intimidation
• serious humiliation
• retaliation
• serious discrimination concerns
• a customer becoming unsafe
• pressure to participate in wrongdoing
• repeated behavior that informal discussion has not resolved

Report Facts, Not Rumors

A useful report may include:

• what happened
• when and where
• who was involved
• what was said or done
• witnesses, if any
• relevant messages or records
• what action you already took
• whether you believe there is an immediate safety concern

Avoid turning a report into:

“Everybody knows she is crazy.”

Instead:

“On Tuesday at approximately 2 PM, she said, ‘If you report me, I’ll make sure you lose your job,’ in front of two coworkers.”

The second statement gives information that can actually be reviewed.

Do Not Alter Evidence

If relevant workplace messages or records exist, do not:

• edit them
• create fake records
• ask someone to change their account
• exaggerate what happened

Report truthfully.

Employers Need Safe Reporting Systems

Organizations should establish appropriate ways for employees to raise concerns and should address risks rather than relying entirely on individuals to manage harassment themselves. International Labour Organization (ILO) enterprise guidance emphasizes prevention, policies, risk management, reporting and response mechanisms; International Organization for Standardization (ISO) 45003 likewise provides guidance for managing psychosocial risks as part of occupational health and safety systems.

Final Reflection

Ask:

When pressure rises, do my actions reduce the problem—or add another problem to it?