If you are interested in pursuing a case based on sexual harassment or discrimination in the workplace, a common question is: what is the best way to legitimize my complaint? Most employment lawyers, workplace discrimination lawyers or sexual harassment attorneys would respond with one word: documentation.
Documenting the occurrence(s)/event(s) can provide both you and your discrimination lawyer or sexual harassment attorney a reliable foundation on which to begin. This written reference will allow you to approach your lawyer or attorney with an already well-prepared citation of sources that could assist in the success of your case. What should your documentation include?
Knowledge of Company Policies
Review your employee handbook to make sure that you are or have abided by them. Be familiar enough with the policies that you can reference them as needed.
Make sure and include the exact dates that the events occurred. This will help verify the consistency/time frame of the illegal behavior.
If you cannot record the harassing or discriminating comments of the individual, the next best thing is to collect quotations. Make sure, however, that what you write down as a quote, actually is; in other words, do not exaggerate or add anything to the quote.
Note any fellow employees who engage in the harassing/discriminating behavior, witnessed it, or tried to intervene.
Documentation is helpful in a variety of cases. Your disability discrimination lawyer, age discrimination lawyer, or labor lawyer will appreciate solid documentation.