Workplace Harassment Allegations Guidance

Summary

Allegations of workplace harassment should be addressed promptly. Review your interactions, document them, and consult hr for guidance. Jail is unlikely, but disciplinary actions may occur. Whether it remains in your employment record depends on company policies and investigation outcomes. Consult hr for clarity.

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I received a text message today from a coworker. Saying I’m harrassing hers
It's important to handle this situation carefully. Here are some steps you might consider:
- Review the messages you sent to ensure they are professional and respectful.
- Avoid further communication with this coworker until the issue is resolved.
- Consider speaking with your HR department for guidance.
Is there anything specific you want to know or any other details you can share?
So at work when I see her I smile and talk to her. I thought she liked me. But apparently not.
It sounds like a tricky situation. Here are a few steps you can take in addition to what I've already mentioned:
- Document all interactions with your coworker, including dates and times.
- Seek advice from HR or a trusted supervisor.
- Avoid any personal interactions with the coworker for now.
Is there anything else you want to know or discuss about this situation?
What will happen? Will I got to jail?
Case Rating: *
It's unlikely you'll go to jail for this situation, but it's crucial to address it appropriately. If the coworker feels harassed, it could lead to workplace disciplinary actions or legal consequences if not resolved. Speaking with HR and documenting interactions are good steps. If needed, consider legal advice.
Will I have a permanent thing left in my employment record
Case Rating: *
In Florida, whether something remains in your employment record can depend on your company's policies and the outcome of any investigation. Generally:
- If HR resolves the situation without formal disciplinary action, it may not be documented.
- Formal disciplinary actions could be noted in your record.
Consider consulting with HR for clarity on their policies.