1. (1) An employee who feels they are being subjected to workplace harassment or retaliation should do the following:

   1. (a) document the occurrence;
   2. (b) continue to report to work; and
   3. (c) identify witnesses, if applicable.

2. (2) An employee may file an oral or written complaint of workplace harassment or retaliation with their direct supervisor, any other supervisor within their direct chain of command, or the Division of Human Resource Management, including the agency human resource field office the Utah Labor Commission Antidiscrimination and Labor Division, or the Equal Employment Opportunity Commission.

   1. (a) Any employee, witness, volunteer, or other individual may submit a complaint.
   2. (b) A complaint may be made through either oral or written notification and shall be handled in compliance with investigative procedures and records requirements in Sections R477-15-4 and R477-15-5.
   3. (c) Any supervisor who has knowledge of workplace harassment or retaliation shall take immediate, appropriate action in consultation with DHRM and document the action.
3. (3) Management shall act on any complaints of workplace harassment or retaliation following receipt of the complaint.
4. (4) Management shall notify the complainant if investigation is unwarranted.

Management shall permit employees who allege workplace harassment or retaliation to file complaints and engage in a review process free from bias, collusion, intimidation, or retaliation. Complainants shall be provided a reasonable amount of work time to prepare for and participate in internal complaint processes.

KEY: administrative procedures, hostile work environment

Date of Last Change: July 1, 2025

Notice of Continuation: March 9, 2022

Authorizing, and Implemented or Interpreted Law: 63A-17-106; 63A-17-306; 63G-2-305; E.O. No. 2019-1 "Prohibiting Unlawful Workplace Harassment, Discrimination, and Retaliation and Ordering a Mandatory Supervisor Training Program"