General Anti-Harassment Policy Example – Workplace Harassment Policies

General Anti-Harassment Policy Sample

In this article, we’ll look at the key elements that make up an example General Anti-Harassment Policy. We’ve included some starter/boilerplate information to help you get started writing this policy for your company. If you’re looking for help in setting up your policies & procedures or employee manual/handbook, our team can assist.

General Anti-Harassment Policy Template

The following are the main elements that should be included in your General Anti-Harassment Policy:

1. Title Page

• Policy Title: General Anti-Harassment Policy
• Company Name: The name of the organization implementing the policy.
• Policy Number (if applicable): For easy reference within the company’s policy structure.
• Version Control: Date of creation, last review, and version number.
• Effective Date: The date the policy becomes operational.
• Approval Authority: Name and title of the individual who approved the policy.

2. Purpose/Objective

• A brief statement explaining why the General Anti-Harassment Policy exists. This section outlines the policy’s purpose in relation to the company’s goals, regulatory requirements, or ethical standards.
• Describe what problem or issue the policy addresses.
• Example Purpose/Objective:

The objective of this policy is to ensure a safe and respectful workplace by prohibiting all forms of harassment based on race, gender, age, religion, disability, or other protected characteristics. It aims to foster an inclusive environment where all employees feel valued and protected. By clearly outlining unacceptable behaviors and establishing procedures for reporting and addressing incidents, the policy seeks to prevent harassment and promote equality. It underscores the organization’s commitment to upholding legal standards and supporting a diverse workforce

3. Scope

• A description of who the General Anti-Harassment Policy applies to (e.g., employees, contractors, vendors).
• Specify any exceptions to the policy.
• Explain departments or roles affected, if necessary.
• Example Scope:

This policy applies to all employees, contractors, and visitors within the workplace, ensuring a harassment-free environment. It covers any form of harassment related to race, gender, age, religion, disability, or other protected characteristics. The policy is applicable during work hours, at work-related events, and in any work-related communications. It mandates that all individuals adhere to respectful conduct and outlines procedures for reporting and addressing complaints. The policy aims to foster a safe and inclusive workplace, holding violators accountable and providing support to affected individuals

4. Definitions

• Clarify any key terms or jargon used within the General Anti-Harassment Policy to ensure understanding.
• Avoid assumptions about familiarity with industry-specific terminology.
• Example Definitions:

The General Anti-Harassment Policy strictly forbids any harassment in the workplace related to race, gender, age, religion, disability, or other protected characteristics. It aims to create a safe and respectful environment for all employees by addressing and preventing discriminatory behaviors. This policy applies to all staff members and outlines procedures for reporting and addressing incidents of harassment. It emphasizes the organization’s commitment to equality and inclusivity, ensuring that all employees are treated with dignity and respect

5. Policy Statement

• A detailed outline of the General Anti-Harassment Policy itself, including all rules, expectations, and standards.
• It should be direct and clear so that it leaves no ambiguity about the company’s position or requirements.

6. Procedures

• Step-by-step instructions on how to implement or comply with the General Anti-Harassment Policy.
• Include any forms, tools, or systems that employees must use.
• Describe the responsibilities of different roles in ensuring adherence to the policy.
• Example Procedures:

The General Anti-Harassment Policy outlines steps to prevent and address harassment in the workplace. Employees must report incidents to their supervisor or HR. An investigation will be conducted promptly and confidentially. Disciplinary actions, up to termination, will be taken against violators. Training sessions on recognizing and preventing harassment are mandatory for all staff. Retaliation against individuals who report harassment is strictly prohibited. The policy ensures a safe and respectful work environment for everyone

7. Roles and Responsibilities

• List the roles responsible for enforcing or overseeing the General Anti-Harassment Policy (e.g., managers, HR).
• Define who is accountable for reporting, monitoring, and updating the policy as needed.
• Example Roles and Responsibilities:

All employees must maintain a respectful and inclusive work environment, refraining from any form of harassment based on race, gender, age, religion, disability, or other protected characteristics. Managers are responsible for fostering a safe workplace, addressing complaints promptly, and ensuring compliance with the policy. Human Resources must investigate reported incidents thoroughly and take appropriate corrective actions. Employees are encouraged to report any harassment without fear of retaliation. Regular training sessions will be conducted to educate staff on recognizing and preventing harassment. Compliance with this policy is mandatory for all personnel

8. Compliance and Disciplinary Measures

• Outline how compliance will be monitored or enforced.
• Describe any consequences or disciplinary actions for failing to follow the policy, including the escalation process.

9. References and Related Documents

• Include links or references to any laws, regulations, or company guidelines that support the General Anti-Harassment Policy.
• Reference related company policies that connect or overlap with the document.

10. Review and Revision History

• State the review cycle (e.g., annually, biannually) and who is responsible for reviewing the General Anti-Harassment Policy.
• A history section that lists all revisions made to the document, including dates and reasons for changes.

11. Approval Signatures

• Signature lines for key decision-makers who have authorized the policy (CEO, department head, HR manager).

12. Appendices or Attachments (if needed)

• Additional information, FAQs, or case examples to provide more context or clarify how the General Anti-Harassment Policy applies in specific situations.
• Any relevant forms or templates employees need to complete.