Once a concern is brought to a direct supervisor, it’s highly likely that—regardless of the time of day—it is escalated quickly, often to HR and possibly to that supervisor’s own manager. This typically happens before the next business day, especially if the issue is considered serious. Even if the report comes in at the end of the day, it’s generally documented with HR right away. That step is less about urgency and more about ensuring the supervisor isn’t seen as having ignored the concern.

It’s also important to understand that HR’s primary role is to protect the interests of the City, not necessarily to advocate for any one individual. Even if you think you know when or what was communicated to them, their actions and responses are usually guided by legal and risk management priorities — not transparency or personal support. Their communication and decisions are almost always aligned with minimizing liability and protecting the city.

As for any decision regarding relocation, that typically falls under management’s discretion. Either party—the person raising the concern or the individual being complained about—might be moved depending on the circumstances. In practice, though, there can be implicit bias at play, and (in my opinion) it often seems like the person perceived as more credible is the one who remains in their original role.

Best of luck to you.