Harassment and Bullying Prevention Policy

Letterhead

{{company_name}}

{{company_address}}

Phone: {{phone}}

Email: {{email}}

Website: {{website}}

1. Policy Statement

{{company_name}} is committed to providing a working environment free from harassment and bullying, where all employees, contractors, visitors, and clients are treated with dignity and respect. We believe that everyone has the right to work in a safe and supportive atmosphere. Harassment and bullying are unacceptable and will not be tolerated under any circumstances.

2. Scope

This policy applies to all employees, regardless of their position (full-time, part-time, temporary, casual), contractors, consultants, volunteers, and any other individuals associated with {{company_name}}. It covers conduct that occurs during working hours, at work-related events, and online (e.g., social media) if it impacts the workplace or workplace relationships.

3. Definitions

**Harassment:** Any unwelcome conduct that is offensive, demeaning, or intimidating to a person or group of people. This can include, but is not limited to, verbal abuse, offensive jokes, disparaging comments, unwanted physical contact, displaying offensive materials, and repeated unwelcome social invitations.

**Bullying:** Repeated unreasonable behaviour directed towards an employee or group of employees that creates a risk to health and safety. Unreasonable behaviour means behaviour that a reasonable person, having regard to all the circumstances, would consider to be victimising, humiliating, intimidating, or threatening. Examples include aggressive behaviour, exclusion from work activities, unjustified criticism, and deliberately withholding information.

4. Examples of Unacceptable Behaviour

This includes, but is not limited to:

- Offensive jokes, comments, or slurs based on race, ethnicity, gender, sexual orientation, religion, disability, age, or any other protected characteristic.

- Spreading malicious rumours or gossip.

- Yelling, swearing, or aggressive outbursts.

- Intrusive or unwarranted prying into a person’s private life.

- Deliberately undermining a person’s work or reputation.

- Unwanted physical contact or invasion of personal space.

- Cyberbullying, including offensive emails, messages, or social media posts.

5. Responsibilities

**Management:** Are responsible for promoting a workplace free from harassment and bullying, taking all complaints seriously, investigating them promptly and impartially, and taking appropriate corrective action.

**Employees:** Are responsible for treating colleagues with respect, refraining from any form of harassment or bullying, and reporting any incidents they experience or witness.

6. Reporting Procedures

If you believe you are being harassed or bullied, or witness such behaviour, you are encouraged to report it immediately. You can report to:

1. Your direct manager/supervisor.

2. The Human Resources Department ({{hr_contact_name}}, {{hr_contact_email}}, {{hr_contact_phone}}).

3. A senior manager or designated harassment contact person ({{designated_contact_name}}, {{designated_contact_email}}, {{designated_contact_phone}}).

Reports can be made verbally or in writing. All complaints will be treated with sensitivity and confidentiality to the extent possible.

7. Investigation Process

Upon receiving a complaint, {{company_name}} will promptly initiate an impartial investigation. This will typically involve:

1. Interviewing the complainant, the alleged harasser/bully, and any witnesses.

2. Gathering relevant evidence.

3. Keeping detailed records of the complaint and investigation.

4. Informing all parties of the outcome and any actions taken. Throughout the investigation, all parties will be treated fairly and given an opportunity to present their side.

8. Outcomes and Disciplinary Action

If the investigation confirms that harassment or bullying has occurred, disciplinary action will be taken. This may range from verbal warnings, written warnings, mandatory training, transfer, or in severe cases, termination of employment, in accordance with applicable labour laws and company policy.

{{company_name}} will also take steps to ensure that the behaviour ceases and to prevent its recurrence.

9. Victimisation

No employee will be victimised or suffer any detriment as a result of making a complaint in good faith or assisting in an investigation. Any act of victimisation will be treated as harassment or bullying and will result in disciplinary action.

10. Review of Policy

This policy will be reviewed periodically, at least every {{review_period}} (e.g., two years), or as needed to ensure its effectiveness and compliance with relevant legislation.

Signature Block

Signed and Approved By:

_____________________________

{{approving_manager_name}}

{{approving_manager_title}}

Date: {{approval_date}}