How should the DEOCS administrator handle a suspect harassment disclosure during the DEOCS window?

• A. Ignore it unless verified
• B. Share the information with everyone in leadership
• C. Follow mandated reporting requirements, provide resources, and ensure respondent safety
• D. Defer to the respondent to decide whether to report

Answer: (C)

When a harassment disclosure surfaces during the DEOCS window, the priority is safety and policy compliance. The best approach is to follow mandated reporting requirements, provide resources, and ensure the respondent’s safety.

Begin by routing the disclosure through the appropriate mandatory channels defined by your organization—such as the equal opportunity office, a designated reporting point, or the chain of command—so it can be investigated and handled per policy. This ensures that the issue is addressed consistently and in line with legal and organizational obligations, rather than being treated as survey data. At the same time, offer the respondent access to resources like victim advocacy, confidential counseling, and any necessary medical or safety services, and take steps to protect their privacy and prevent retaliation.

Document the disclosure in a secure, confidential manner and follow through with the required actions in a timely way. This approach protects everyone involved, supports the person who disclosed, and maintains the integrity of the DEOCS process.

Ignoring the disclosure would leave someone at risk and violate policy. Sharing the information broadly with leadership erodes confidentiality and could cause harm or retaliation. Letting the respondent decide whether to report ignores mandatory reporting duties and can leave safety concerns unaddressed.