Harassment Intake Without Minimizing
Triage a harassment concern without minimizing, promising outcomes, or skipping process.
The first HR response should make the process safer, not make the legal conclusion faster. The three-part intake lens Start with protected-basis possibility. Ask what was said or done, who was involved, and whether the conduct related to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, disability, genetic information, or protected activity. The employee does not need to use legal words. HR is listening for facts that may trigger a protected category. Next, test severity and pattern without debating the employee. One severe incident may matter. Repeated comments may matter. A customer or contractor may matter…
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