How can staff abuse their power to harass and play with women everywhere?

Need to keep chat records, work performance certificates, etc. Lv Xiaoquan said that sexual harassment in the workplace mostly occurs between acquaintances. In a closed environment such as an office, it is private and difficult to obtain evidence. Suggest the victim to call the police at 1 10 as soon as possible. On the one hand, it can show resistance to this kind of behavior, and at the same time, it can also do technical investigation and evidence collection after the police intervene. After the injury, you should go to the hospital for examination as soon as possible, and receive relevant psychological consultation and psychotherapy according to the specific situation, so as to heal mental trauma and keep medical diagnosis records. In addition, it is necessary to fix and retrieve relevant surveillance videos in time. In reality, some hotels only keep surveillance videos for one month. In the surveillance video, whether the victim is in a drunken state, the expressions of both sides, body language, etc. Can be used as an evidence chain to identify sexual harassment in the workplace. Before and after the incident, both parties' telephone recordings, WeChat, SMS QQ chat records, emails and other electronic documents with harassment information can be used as evidence. Never delete electronic information. Relevant electronic data (especially net posts) can be notarized to avoid being deleted by the other party. Victims can record the time, place and process of sexual harassment with accurate details, and record what they have said and done (such as keeping a diary). Verbal evidence can not be used as the basis for determining the facts of a case alone, but it can be used as a link in the whole evidence chain. However, he stressed that in the current judicial practice, there are still unfair and unreasonable problems in the distribution of burden of proof of sexual harassment. Most sexual harassment cases belong to civil tort cases, and the basic evidence rule in civil litigation is who advocates who gives evidence. However, sexual harassment in the workplace has prominent characteristics such as privacy and concealment, which is obviously different from general civil tort cases. The victim is usually in a weak position and has limited ability to prove. Therefore, according to the outstanding characteristics of sexual harassment cases in the workplace, the burden of proof should be distributed more reasonably between the offender and the victim. In order to prevent the victim from retaliating (or even being dismissed) in case of failure in complaint, the victim can keep a written evaluation and appraisal of his work ability and achievements, as well as all memos that can prove his work ability and achievements, including evaluation, certificate, oral praise, etc. Pay special attention to abide by laws and regulations and the company's rules and regulations during the period of safeguarding rights, and don't give orders to others.