If you’ve experienced workplace harassment and reported it, you expect your employer to take the matter seriously. Unfortunately, some employers mishandle or even ignore complaints, leaving victims without justice.
An employer failure to investigate harassment complaint may affect the strength of your claims and could provide additional legal options, depending on the circumstances. Employer liability can arise under various federal laws if an employer fails to investigate harassment complaints, as these laws impose legal obligations on employers to prevent and address workplace harassment.
A comprehensive harassment policy is a key part of an employer’s legal obligations and should include clear reporting procedures, training, and investigation measures designed to promote proper handling of complaints.
Knowing what to do in these situations is critical for protecting your rights and seeking any compensation you may be entitled to under the law.
What Is Workplace Harassment?
Workplace harassment occurs when an employee is subjected to unwelcome conduct based on protected characteristics such as race, gender, religion, national origin, disability, or age.
Age discrimination is prohibited under the Age Discrimination in Employment Act of 1967 (ADEA), and disability discrimination is covered by the Americans with Disabilities Act (ADA).
This conduct becomes unlawful when it creates a hostile work environment or results in an adverse employment action. Workplace harassment can arise under a variety of circumstances, and an employer’s responsibility to respond may depend on factors such as the timing of the report or the severity of the conduct.
Such conduct is considered unlawful harassment and may also constitute discrimination under Title VII of the Civil Rights Act and other employment acts.
Examples of Workplace Harassment:
Here are some examples of harassment-based conduct in the workplace:
- Verbal Harassment: Offensive jokes, slurs, or insults.
- Physical Harassment: Unwanted touching or physical intimidation.
- Visual Harassment: Display of offensive images, emails, or messages.
- Quid Pro Quo Harassment: Demanding sexual favors in exchange for job benefits.
- Sexual Harassment: Unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature.
Investigations into workplace harassment should be conducted with care to protect the alleged victim’s identity and prevent retaliation, even if the alleged victim did not request the investigation.
To prove harassment, you must generally show that:
- The conduct was unwelcome.
- It was based on a protected characteristic.
- It was severe or pervasive enough to create a hostile environment.
An employer failure to investigate harassment complaint not only leaves the victim unprotected but can also be used as evidence of the employer’s negligence.
What Sort of Damages Am I Entitled to After Being Harassed at Work?
Victims of workplace harassment may be entitled to compensation for both economic and non-economic damages. Negative consequences and harm resulting from an employer’s failure to investigate or address harassment can increase the damages awarded. Courts will consider several factors, including the adequacy of the employer’s policies, the thoroughness of the investigation, and the corrective actions taken, when determining liability and damages.
If an employer fails to take reasonable steps to prevent or correct harassment, courts often see inaction as an aggravating factor. In such cases, an employer may be found vicariously liable for the actions of supervisors or employees if they fail to investigate or address harassment complaints.
Potential Damages Include:
- Lost Wages: For time missed due to harassment or retaliation.
- Emotional Distress: Compensation for mental anguish, anxiety, or depression.
- Medical Expenses: Therapy, counseling, or treatment costs.
- Punitive Damages: In cases of particularly reckless or malicious conduct.
If the harassment resulted in a tangible employment action, such as termination or demotion, or if the employer failed to take appropriate remedial action or disciplinary action after the investigation, this can significantly impact the amount and type of damages awarded.
If you can prove an employer failure to investigate harassment complaint, you may increase your chances of obtaining higher damages, as courts often see inaction as an aggravating factor.
What Steps Should I Take After I’ve Experienced Workplace Harassment?
Taking the right steps immediately after harassment occurs is crucial. It is important to follow company policies and harassment policies when you report harassment, as these procedures are designed to ensure proper handling and resolution of complaints.
- Document the incident in detail, including dates, times, locations, and any witnesses.
- Preserve any evidence, such as emails, messages, or physical items related to the incident.
- Report the harassment: 3.1. Notify your supervisor or manager, unless they are the harasser. 3.2. If necessary, escalate the complaint to higher management. 3.3. Report harassment according to your company’s anti-harassment and harassment policies, which may require contacting the human resources department for proper investigation and resolution.
Taking these steps can help avoid harm and prevent harassment in the workplace by ensuring that issues are addressed promptly and effectively.
1. Document the Harassment
Keep detailed notes with dates, times, locations, witnesses, and descriptions of each incident. Thorough documentation of allegations helps show that the employer exercised reasonable care in investigating complaints.
2. Save All Evidence
Preserve emails, messages, voicemails, or physical evidence related to the harassment. This evidence will be important when your complaint is investigated.
3. Report the Harassment
Follow your company’s reporting procedures and keep a record of your complaint. Reporting harassment complaints and harassment claims helps formally document alleged harassment and may trigger the employer’s duty to investigate. The investigation should be thorough and impartial, focusing on investigating allegations against the alleged harasser.
If the investigation confirms misconduct, the employer should take appropriate disciplinary measures and remedial action, including any remedial action deemed appropriate under the circumstances.
4. Avoid Confrontation
Do not retaliate or confront the harasser aggressively—focus on protecting your case. Taking or failing to take certain actions in response to harassment could constitute unlawful retaliation under employment law.
5. Consult a Lawyer
An attorney can help you report employer failure to investigate harassment and provide guidance about the legal process. A lawyer can also advise you on your employer’s affirmative duty to investigate harassment claims and help you take advantage of any preventive or corrective opportunities provided by your employer.
What Should I Do If My Employer Failed to Investigate My Harassment Complaint?
If your employer fails to investigate your harassment complaint, you may have an independent legal claim for negligence, in addition to your original harassment claim. Courts and agencies like the EEOC view investigation failures seriously.
Why It Matters:
- Strengthens Your Case: Shows employer negligence or willful disregard.
- Opens New Claims: May allow for separate claims like negligent retention or supervision.
- Triggers Liability: Employer liability can arise if the employer is held liable for failing to take reasonable steps or corrective action after being notified of harassing conduct or harassing behavior. Employers have a duty to address and correct harassment.
A cursory investigation, meaning one that is superficial or incomplete, can undermine the employer’s credibility and increase the risk of liability.
Employers who unreasonably failed to investigate, failed to take prompt action, or were failing in their duty to address harassing conduct or harassing behavior may be found liable under the law.
Exercising reasonable care, taking reasonable steps, and following the law can help employers avoid liability for workplace discrimination.
Work with your attorney to report employer failure to investigate harassment to the appropriate agencies and include it as part of your lawsuit strategy.
What Can I Do If My Employer Retaliates Against Me for Complaining About Workplace Harassment?
Retaliation occurs when an employer takes adverse action against an employee for engaging in protected activity, such as reporting harassment. Such actions may constitute unlawful retaliation and discrimination under federal laws, as these laws are designed to protect employees from adverse treatment for asserting their rights.
Examples of Retaliation:
- Termination
- Demotion or pay cuts
- Shift changes meant to inconvenience you
- Increased scrutiny or unfair performance reviews
Some forms of retaliation, such as termination or demotion, may be considered a tangible employment action.
Retaliation claims can be powerful because they often require less proof than the original harassment claim. If retaliation follows an employer failure to investigate harassment complaint, it can make the employer’s position in court much weaker.
How Much Does a Harassment Lawyer Cost to Hire?
Most harassment attorneys work on a contingency fee basis:
- No upfront attorney fees: You do not owe attorney fees unless you win or settle. Court costs and case expenses may be the client’s responsibility.
- Percentage Fee: Usually between 25% and 40% of the total recovery.
- Free Consultation: Many attorneys offer an initial case review at no charge.
This means you can pursue justice and report employer failure to investigate harassment without worrying about immediate legal fees. Attorneys also play a crucial role in helping protect employees from workplace harassment and retaliation.
Contact 1-800-THE-LAW2 for a Free Consultation
If you’ve suffered workplace harassment and your employer failed to act, don’t wait. An employer failure to investigate harassment complaint can be an important factor in supporting your legal claim. The sooner you act, the stronger your evidence will be.
Call 1-800-THE-LAW2 for a free consultation. Attorneys in our network can help you understand your rights, gather evidence, and report employer failure to investigate harassment to the appropriate authorities. You have legal options—let us help you take the next step.