What should be done first when a partner reports harassment?

When a partner reports harassment, the first step should be to document the statement and inform HR. This is crucial because it establishes a formal record of the harassment allegation, which is essential for further investigation and resolution. Thorough documentation of the details provided by the partner, including the time, place, and specifics of the incident, ensures that the situation is accurately represented.

Informing HR is also critical because it places the responsibility on trained professionals who understand the appropriate procedures and legal obligations related to harassment claims. HR can then take the necessary steps to investigate the report, ensuring that it is handled discreetly and in accordance with company policies as well as legal requirements.

Convene a meeting with all staff or notify the legal department might be important steps later, depending on the severity and outcomes of the investigation. However, these actions do not directly address the immediate need for documentation or the involvement of HR. Similarly, terminating the partner based solely on a report without thorough investigation could lead to wrongful termination claims. Thus, the correct first action is to document the statement and inform HR, setting the stage for a fair and proper process.