The workplace harassment policy emphasizes a commitment to a harassment-free environment. It prohibits intimidation, humiliation, sabotage, and discrimination based on various factors. The policy defines harassment, provides examples, and outlines procedures for reporting and addressing harassment, with consequences for violations.
This Workplace Harassment Policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies. A Workplace Harassment Policy may also be referred to as an Anti-Harassment, Employee Harassment, Sexual Harassment or Racial Harassment Policy.
The workplace harassment policy should include:
Our anti-harassment policy expresses our commitment to maintain a workplace that’s free of harassment, so our employees can feel safe and happy. We will not tolerate anyone intimidating, humiliating or sabotaging others in our workplace. We also prohibit wilful discrimination based on [age, sexual orientation, ethnicity, racial, religion or disability.]
This workplace harassment policy applies to all employees, contractors, public visitors, customers and anyone else whom employees come into contact with at work. For more details on how to recognize, report and deal with sexual harassment and harassment from outside our company, please refer to our sexual harassment policy and our third party harassment policy.
Harassment includes bullying, intimidation, direct insults, malicious gossip and victimization. We can’t create an exhaustive list, but here are some instances that we consider harassment:
Sexual harassment is illegal and we will seriously investigate relevant reports. If an employee is found guilty of sexual harassment, they will be terminated.
If you’re being harassed, whether by a colleague, customer or vendor, you can choose to talk to any of these people:
Punishment for harassment depends on the severity of the offence and may include counseling, reprimands, suspensions or termination.
| Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy. |
What is an example of a workplace harassment policy? A workplace harassment policy typically outlines the company's stance against any form of harassment, whether verbal, physical, or psychological. It provides clear definitions, examples of unacceptable behaviors, and emphasizes the importance of maintaining a respectful work environment for all employees. Why is a workplace harassment policy important? Such a policy is crucial because it sets clear boundaries on what behaviors are unacceptable. It ensures that all employees can work in a safe and respectful environment, free from intimidation, humiliation, or any form of discrimination. It also provides a framework for reporting and addressing incidents, ensuring that issues are promptly and appropriately handled. What should a workplace harassment policy include? A comprehensive policy should clearly define what constitutes harassment, including specific examples. It should also outline the procedures for employees to report incidents, how these reports will be investigated, and the potential disciplinary actions that can be taken against offenders. Who can employees talk to if they experience harassment? If an employee feels they are being harassed, they have several avenues. They can approach the individual responsible if they feel safe doing so, or they can escalate the matter to their immediate supervisor or manager. If the situation involves their manager they should reach out to the HR department. What are the potential consequences for violating the harassment policy? The consequences for violating the policy can vary based on the severity and frequency of the offense. They can range from counseling sessions to educate the offender about their behavior, written reprimands added to their personnel file, suspensions without pay, or even termination in severe cases.
