What must be reported if a supervisor fails to take prompt remedial action on a sexual harassment complaint?

When a supervisor does not respond promptly or adequately to a sexual harassment complaint, it is crucial for the integrity of the reporting process and the well-being of all employees that this failure is escalated appropriately. Reporting the matter to the Internal Affairs Division (IAD) is essential because this division is responsible for investigating complaints and ensuring that department policies are adhered to.

Internal Affairs typically has the authority and resources to handle such serious allegations and can initiate investigations to ascertain whether there has been a violation of policy or law regarding workplace harassment. This ensures that the complaint is addressed adequately and that the workplace environment remains safe and respectful for all employees.

In contrast, while reporting to the department head, employees' co-workers, or the governing board might seem viable options, these avenues might not guarantee the necessary level of investigation or accountability that the Internal Affairs Division can provide. Ultimately, the involvement of IAD helps to maintain the integrity of the reporting process and hold supervisors accountable for their responsibilities.