CRLA encourages you to report any harassment as soon as you are aware of it, before it becomes severe or develops into a pattern of behavior. We also understand that embarrassment, desire not to get someone into trouble, or other concerns may lead to delay in coming forward. You as the person being harassed will not be disciplined for failing to report harassment immediately. Please remember, however, that the longer the harassing conduct continues, the harder it may be to correct. CRLA will not retaliate against you for filing a complaint and will not tolerate or permit retaliation by management, employees or co-workers.
To report harassment, please provide a written or oral complaint to your own supervisor or to any other CRLA supervisor, the Human Resources Director, the Deputy Director or the Executive Director as soon as possible after the incident. Include all details on the incident(s), names of individuals involved and the names of any witnesses.
Any complaint of harassment shall receive immediate attention and be reported to the Director of Human Resources or his/her designee. CRLA investigations of harassment complaints shall be conducted in the strictest possible confidence. If CRLA determines that unlawful harassment has occurred, we will take effective remedial action in accordance with the circumstances. Any employee whom CRLA determines to be responsible for unlawful harassment will be subject to appropriate disciplinary action, up to and including termination.
Please contact the Human Resources Department (hrsupport@crla.org) for additional information on CRLA’s Harassment Complaint Procedure. Please also refer to the list below for the names of federal and state agencies that can take action if you are not satisfied with CRLA’s response (see attached pdf).