Sexual harassment is not limited to a supervisor explicitly demanding sex for a job benefit. It can include unwanted sexual comments, propositions, touching, repeated sexual messages or images, sex-based hostility, or other conduct that changes the conditions of work under the governing law.
Describe exactly what happened
Record the words, messages, physical conduct, dates, location, witnesses, and whether the conduct was welcome or unwelcome. Save original messages or images you lawfully possess. Do not rewrite the story into legal conclusions before preserving the details.
Reporting and employer response matter
If you reported the conduct, preserve what you said, who received it, whether the employer acknowledged the report, what interim steps were taken, how the investigation was handled, and whether the conduct stopped.
Policies and reporting channels can matter, but the analysis is not simply “Did you use the hotline?” There may be questions about who had notice, whether the process was accessible, the harasser's role, and what corrective action occurred.
Watch the period after the report
Keep ordinary performance, attendance, schedule, and assignment records after you report. A complaint can change workplace relationships. Not every later disagreement is retaliation, but new discipline, exclusion, shift changes, threats, or termination should be documented factually.
Immediate safety comes first
Assault, stalking, threats, or immediate danger can require emergency or law-enforcement resources beyond an employment complaint process.