what happens if my safety guy is gay and he comes on to me

Employees have the right to a workplace free from harassment, discrimination, sexual solicitation or advances, intimidation, and other inappropriate conduct, including conduct by a safety officer or supervisor. Harassment can include unwelcome verbal comments, written messages, gestures, displays, bullying, physical acts, discriminatory conduct based on protected characteristics, and sexual advances. Reasonable supervisory direction is not harassment, but objectionable or severe conduct that humiliates, intimidates, or harms a worker is. [1] [4] [6]

Reporting procedures

• Report the conduct promptly using the employer's harassment or respectful workplace procedure.
• If the supervisor or safety officer is the alleged harasser, use the alternate reporting route required by the harassment prevention plan, such as HR, senior management, a designated external third party, ethics hotline, or another person identified in policy.
• If there is an immediate threat, physical assault, stalking, or fear of violence, prioritize personal safety first and contact security, law enforcement, or emergency services as appropriate, then notify HR or management.
• Document what happened: dates, times, locations, witnesses, exact words or actions, messages, photos, prior incidents, and any impact on work or safety.
• Cooperate with the employer's investigation and follow interim safety measures such as schedule changes, escorts, separation from the accused, or no-contact directions where needed.

[2] [3] [11] Investigation requirements

• The employer should have a written harassment prevention plan that explains how complaints are received, investigated, kept confidential as appropriate, and closed out.
• Every complaint should be investigated promptly, impartially, and thoroughly.
• Where the circumstances require neutrality, an officer or employer may need to use an impartial third party investigator, at the employer's expense.
• The investigation should gather facts, interview the complainant, accused, and witnesses, review documents and electronic evidence, determine findings, issue a written record, and identify corrective actions and follow-up.
• Workers should be notified of investigation results and actions to be taken, consistent with privacy obligations.

[2] [2] [2] [13] Employee rights and anti-retaliation protections

• Employees are entitled to work free of harassment and to use internal complaint procedures without being discouraged from also exercising rights under human rights, criminal, labor, or other applicable laws.
• Workers who report in good faith, participate as witnesses, or raise concerns about harassment, discrimination, or violence should be protected from retaliation, reprisal, intimidation, discipline, demotion, schedule manipulation, blacklisting, or other adverse treatment for doing so.
• Employers should provide support to affected workers, maintain confidentiality to the extent possible, and separate complaint information from ordinary personnel records when appropriate.
• Employees may also have rights to seek external remedies through human rights or equal employment agencies, labor regulators, police, or courts, depending on the conduct involved.

[2] [5] [9] [10] Employer compliance expectations

• Maintain a written workplace violence and harassment policy and make it accessible or posted so workers know the rules and reporting channels.
• Train employers, supervisors, and employees on harassment prevention, respectful workplace expectations, reporting options, and investigation procedures.
• State clearly that supervisors are obligated to ensure worker health and safety and to comply with the harassment prevention plan.
• Review the harassment prevention plan at least annually and update it when needed.
• Take corrective action when allegations are substantiated, which may include coaching, discipline, reassignment, removal from supervisory duties, or termination depending on severity.
• Integrate harassment prevention with broader workplace violence prevention and equal employment obligations, because harassment, intimidation, sexual harassment, and discriminatory conduct are recognized workplace safety and employment risks.

[2] [2] [2] [5] [9] From a practical HR and safety standpoint, if the accused person is a safety officer or supervisor, the employer should remove that person from control over the complaint process, use an alternate reporting path, assess immediate safety risks, preserve evidence, prevent contact or retaliation during the investigation, and communicate outcomes and corrective measures. If the conduct includes threats, assault, stalking, coercion, or quid pro quo sexual demands, it should be treated as both a workplace safety issue and a potential legal violation requiring urgent escalation. [2] [8] [11]

In short, OSHA-aligned workplace violence prevention and equal employment compliance require employers to prevent and address harassment and discrimination as safety hazards and employment law issues: provide policy, training, reporting channels including alternatives when management is accused, prompt investigation, confidentiality, corrective action, anti-retaliation protection, and support for affected employees. Employees should report promptly, preserve evidence, use alternate channels when the supervisor is involved, and seek emergency help immediately if there is any threat of violence or sexual assault. [3] [7] [12]