Tell bosses: See something, say something.

"Supervisors should know that inaction is not an acceptable response."

This EEOC statement in reaction to a recent sexual harassment lawsuit makes clear what it expects from managers in the #MeToo era. That is, if a supervisor sees or hears about harassment that occurs in the workplace, they have a legal duty to notify HR or the appropriate company official.

In fact, such bystander reporting was a key part of the EEOC's 2016 landmark report on harassment. And the EEOC is taking this "see something, say something" reporting requirement very seriously.

Example: The EEOC just filed suit against Help USA, a provider of housing support services, alleging it failed to stop sexual harassment at a New York City facility. According to the lawsuit, a male supervisor ogled women, made sexually offensive comments and belittled them. When one of the women complained to another manager, he dismissed the actions as "playful."

The EEOC responded with a public warning: "Employers should ensure that every one of their employees knows what to do when they hear about or observe harassment in the workplace."

Compliance: 4 steps

Don't let supervisors look...