Anti-Harassment Policy and Complaint Process
Protect people and give clear reporting routes.
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Draft an anti-harassment policy and complaint process. Company profile: [COMPANY_PROFILE]. Settings (office, events, online, client sites): [SETTINGS]. Jurisdiction: [JURISDICTION]. Produce a policy that: states the commitment; defines harassment, sexual harassment, discrimination, bullying, and victimization in plain terms with examples; covers conduct at events, online, and by third parties; explains how to raise a concern (informal and formal routes, multiple contacts); sets timelines for response; describes investigation steps (impartial investigator, interviews, evidence, confidentiality limits, support for both parties); describes outcomes and appeal; protects against retaliation; and requires manager duties when they learn of an issue. Add: a complaint form, an investigation checklist, a support resources list placeholder, training outline, and a communication plan. This is highly legally sensitive: involve an employment lawyer and, where needed, specialist investigators; mark all legal definitions and duties as [VERIFY for [JURISDICTION]]. Keep tone supportive and avoid assuming guilt or innocence. Include a one-page summary for employees with the three ways to raise a concern, and a manager checklist of five actions to take within 24 hours of hearing a concern, including what not to promise.
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Policy extract (plain language): "Harassment is unwanted behavior that makes someone feel intimidated, degraded, or unsafe, for example sexual comments, repeated jokes about someone's background, or sharing offensive images in chat." How to raise a concern: speak to your manager, HR (Rosa Lin), or the independent contact (external adviser); or use the online form. Timeline: we acknowledge within 2 working days; assess within 5; update you at least every 10 days. Investigation: impartial investigator, both parties heard, notes kept securely, confidentiality as far as possible. No retaliation: anyone retaliating faces disciplinary action. This text needs review by an employment lawyer for your location before use [VERIFY].
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