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>I haven't been in this situation, but I believe very strongly that you should consult an attorney before going to HR.

The first thing the attorney is going to ask is "What have you done to alert the company this problem exists?" The company isn't going to be liable for something like this if they don't know about it, particularly if they have a policy against it (and I assure you they do).

Yes, it's HR's job to protect the company. And the way they protect the company is by acting on these kinds of complaints.




One purpose of speaking to an attorney first is to avoid foreclosing on your options if HR doesn't do the right thing.


What options would those be?


There's another question for your attorney.




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