Coworker On Work Release Is Sexually Harassing Me, Outing Me, Cyberstalking Me With An Illegal Phone, And Acting Physically Intimidating. Management And Owners Refuse To Act. What Are My Options?

I work at a hotel in a very conservative state. One of my coworkers (“DS”) is a felon on work release. Because of program rules, he is not allowed to have a phone and is required to leave it at the hotel.

Over the past several weeks, his behavior toward me has escalated to the point that I no longer feel safe at work. This includes:

Sexual comments/harassment

Outing me to guests and coworkers (I am a lesbian, and this is a conservative area where this could put me at risk)

Making false statements about me to other employees

Physically intimidating behavior — getting in my personal space, raising his voice, and acting increasingly unstable

Using his illegal (not‑permitted) phone to cyberstalk me online

There is no HR department at this hotel. I have contacted the owners directly about these incidents. Both the owners and management have lied to me about actions being taken, and the owners have referred to "DS" as a “good guy,” despite the documented behavior.

Multiple people have advised my supervisor to review security footage, which would clearly show what has occurred. He refuses to look at it and has consistently taken "DS’s" side.

My girlfriend (who does not work at the hotel) informed me that work‑release employees may come with tax incentives or stipends for employers. I do not know if this applies here, but it may explain why management and ownership appear motivated to protect him rather than address the harassment.

I have begun documenting all incidents, including dates, times, witnesses, and descriptions.

My questions:

1. What are my options when there is no HR and both management and owners refuse to investigate or review evidence?

2. Given the sexual harassment, outing, intimidation, and cyberstalking with a prohibited phone, should I report this to law enforcement, state labor authorities, or another agency?

3. What is the safest and most appropriate way to escalate this if management continues to ignore the issue?

4. Are there any legal protections in conservative states for sexual harassment or outing in the workplace, and does a work‑release employee’s status affect my reporting options?

I want to handle this properly without risking my employment or creating legal issues for myself. I am simply trying to feel safe at work again. Location: Idaho