If sexual harassment behavior continues after confrontation, what should be done?

If sexual harassment behavior continues after confrontation, what should be done?

• A. Ignore it and hope it stops.
• B. Inform the immediate supervisor.
• C. Report to patients.
• D. Transfer the colleague without reporting.

Answer: (B)

When inappropriate sexual harassment continues after you’ve confronted it, the next step is to inform your immediate supervisor so the organization can intervene. Supervisors are responsible for enforcing policies, initiating an investigation, and taking corrective action to stop the behavior, protect staff, and maintain a safe workplace. Document every incident in detail—dates, times, what was said or done, witnesses, and any messages or emails—and keep copies of all communications. Report promptly through the established chain of command and follow up as needed. If the supervisor is the harasser, or if you don’t receive a satisfactory response, escalate to human resources, risk management, or an ethics or compliance office, and use any confidential or whistleblower channels available. This ensures accountability, protects you and coworkers, and supports legal and organizational obligations under workplace harassment laws and professional standards. Ignoring it or transferring without reporting does not address the problem and leaves others at risk; reporting to patients is inappropriate and violates professional boundaries.

When inappropriate sexual harassment continues after you’ve confronted it, the next step is to inform your immediate supervisor so the organization can intervene. Supervisors are responsible for enforcing policies, initiating an investigation, and taking corrective action to stop the behavior, protect staff, and maintain a safe workplace. Document every incident in detail—dates, times, what was said or done, witnesses, and any messages or emails—and keep copies of all communications. Report promptly through the established chain of command and follow up as needed. If the supervisor is the harasser, or if you don’t receive a satisfactory response, escalate to human resources, risk management, or an ethics or compliance office, and use any confidential or whistleblower channels available. This ensures accountability, protects you and coworkers, and supports legal and organizational obligations under workplace harassment laws and professional standards. Ignoring it or transferring without reporting does not address the problem and leaves others at risk; reporting to patients is inappropriate and violates professional boundaries.