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When Tennessee workers are harassed, their employers are supposed to make an effort to resolve the problem. However, it is possible that a human resources representative may try to pretend like a conversation with the employee never happened. While employees may believe that the HR department is there to help them, they may be neutral parties at best. In some cases, they may be on the employer’s side.

Those who choose to meet with HR to discuss the harassment that they have experienced may be wise to bring documentation. This may include copies of text messages or digital chats involving rude or vulgar language. It may also be a good idea to take notes about when the meeting with HR took place and who an individual spoke with about the matter. Doing so may reduce the odds that anyone tries to claim that a meeting didn’t take place.

Those who feel like HR is not taking their claims seriously may take action at either the state or federal level. The EEOC will usually represent harassment victims at the federal level if their employer has at least 15 employees. Otherwise, it may be necessary to take action at the state level. Claims to the EEOC must be made within 180 days of the harassment taking place.

Workers who have experienced a demotion or lost a job because of their gender or other protected attributions may be the victims of workplace discrimination. Lewd comments, sexual innuendo or unwanted sexual advances may all be examples of sexual harassment. An attorney may review a case to determine if behavior that an employee experienced rises to the level of a violation of Title VII.