Anti-Harassment Policy Template

Anti-Harassment Policy

Purpose of Anti-Harassment Policy

This Anti-Harassment Policy exists to promote a work environment at [Company Name] that is respectful, safe, and free from unlawful or inappropriate harassment. The policy explains the standards of conduct expected of all employees, provides clear reporting channels, and describes how reports will be handled to protect the rights and dignity of everyone involved.

Scope

This policy applies to all employees, contractors, temporary staff, interns, volunteers, and any individuals representing [Company Name]. It covers behavior at the workplace, work-related events, business travel, and any work-related interactions whether on site, off site, in person, or through electronic communication.

Definition and Examples of Harassment

Harassment includes any unwelcome conduct based on personal characteristics that creates an intimidating, hostile, or offensive work environment. Examples include but are not limited to:

• Verbal abuse, insults, or demeaning comments
• Unwanted physical contact or intimidation
• Sexual comments, requests for sexual favors, or other sexual conduct
• Repeated offensive jokes, images, or materials
• Bullying, exclusion, or spreading malicious rumors

Reporting Procedure

Employees should report incidents of harassment as soon as possible. Reports may be made to a direct manager, another manager, or Human Resources. Reports can be submitted verbally or in writing. When making a report, provide details including dates, times, witnesses, and any evidence available.

[Company Name] will accept reports from third parties and from anyone who becomes aware of potential harassment. Managers who receive a report must promptly notify Human Resources.

Investigation Process

All reports will be reviewed promptly and, where warranted, investigated in a timely and impartial manner. Investigations will generally include interviews with the complainant, the alleged harasser, and relevant witnesses, and a review of any available documentation or other evidence.

Investigations will be conducted by trained individuals and will seek to reach a fair and objective determination based on the available information.

Confidentiality and Privacy

[Company Name] will handle all reports and investigations with sensitivity and a commitment to privacy. Information will be shared only with those who have a legitimate need to know. Complete confidentiality cannot be guaranteed when disclosure is necessary to conduct an effective investigation or to take corrective action.

Protection Against Retaliation

Retaliation against anyone who reports harassment in good faith, participates in an investigation, or assists with a report is strictly prohibited. Any person who engages in retaliatory conduct will be subject to disciplinary action.

Responsibilities of Employees

Employees are expected to treat colleagues with respect, to avoid conduct that could be perceived as harassment, and to report any incidents or concerns promptly. Employees must cooperate with investigations and provide truthful information.

Responsibilities of Managers and HR

Managers are responsible for taking all reports seriously, ensuring the immediate safety of staff where needed, and notifying Human Resources without delay. Managers must not attempt to investigate formally without HR involvement. Human Resources is responsible for coordinating investigations, maintaining records, advising managers on appropriate interim measures, and ensuring consistent application of this policy.

Training and Prevention

[Company Name] will provide regular training and communication to raise awareness of acceptable conduct, reporting options, and the standards of behavior expected at work. Participation in mandatory training is required for employees and managers as directed.

Recordkeeping

Human Resources will maintain records of reports, investigations, findings, and corrective actions in a secure manner in accordance with [Company Name] recordkeeping practices.

Approval Process

Requests for exceptions, alternative resolution approaches, or deviations from standard procedures must be submitted in writing to Human Resources. Approval of such requests will be handled by Human Resources in consultation with the relevant manager and, where appropriate, senior leadership. Managers may implement interim measures, such as schedule changes or temporary reassignments, with HR approval to protect parties while an investigation is pending.

Final decisions on corrective or disciplinary actions following an investigation will be approved by Human Resources in coordination with the relevant manager and, when necessary, senior leadership.

Non-Compliance

Failure to comply with this policy, including engaging in harassment or retaliation, failing to report known harassment, or intentionally providing false information during an investigation, may result in disciplinary action up to and including termination of employment. Disciplinary measures will be proportionate to the nature and severity of the misconduct.

Note

This policy may be updated periodically to reflect operational needs or best practices. Employees are encouraged to consult Human Resources if they need clarification or assistance in understanding this policy or its application to specific situations.

For questions or to report an incident, contact Human Resources at [insert HR contact method].