[{"data":1,"prerenderedAt":509},["ShallowReactive",2],{"document-anti-harassment-policy-D12624":3},{"document":4,"label":23,"preview":11,"thumb":24,"thumb600":25,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":36,"customDescModule":180,"customdescription":6,"mdFm":181,"mdProseHtml":508},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"ANTI-HARASSMENT POLICY OVERVIEW The company is committed to providing a working environment free of discrimination and/or harassment. We prohibit discrimination/harassment in the workplace, whether committed by or against managers, colleagues, customers, suppliers or visitors. We want our employees to work and grow in a healthy, respectful and productive environment. Discrimination or harassment in the workplace based on race, colour, religion, sex, national origin, citizenship, age, sexual orientation, disability, marital status or any other basis prohibited by law, will not be tolerated. The company prohibits inappropriate conduct based on any of the above characteristics at work, in the company's business or at events sponsored by the company. SCOPE This policy applies to all current employees of [COMPANY NAME], including full-time and part-time, contractual, permanent and temporary employees and also applies to job applicants. This policy applies to all behaviour related in any way to work, including off-site meetings, training and business trips. HARASSEMENT / DISCRIMINATION DEFINITION Harassment / Discrimination Harassment / discrimination is unwanted, unreasonable and offensive behaviour towards the person being harassed, which creates an intimidating, hostile or humiliating work environment for the person concerned. There are different types of harassment that can occur at work, it can be based on: Race, ethnic origin, nationality or skin colour Gender identity and/or sexual orientation Religious or political convictions Membership or no-membership of a trade union Disabilities, illness, sensory impairments or learning difficulties Age Pregnancy/maternity/paternity This list is not exhaustive Harassment is: Offending or humiliating someone physically or verbally; Threatening or intimidating someone; Making unwelcome jokes or comments about someone's race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or pardoned conviction. Harassment can occur between people of the same sex or opposite sex. Sexual Harassment Sexual harassment has been defined as unwanted and unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature that: Is made either explicitly or implicitly a term or condition of employment; Issued as a basis for employment decisions affecting such an individual; Has the purpose or effect of substantially interfering with an individual's work performance and of creating an intimidating, hostile, or offensive work environment. The company prohibits inappropriate conduct that is sexual in nature of work, on company business, or at company-sponsored events including the following: Offensive or humiliating behaviour that is related to a person's sex; Behaviour of a sexual nature that creates an intimidating, unwelcome, hostile or offensive work environment; Behaviour of a sexual nature that could reasonably be thought to put sexual conditions on a person's job or employment opportunities. Comments, jokes, or degrading language; Sexually suggestive objects, books, magazines, photography, cartoons, pictures, calendars, posters, electronic communications, or other materials; Unwelcome sexual advances, requests for sexual favours, or any sexual touching; Offering favourable terms or conditions of employment or benefits in exchange for sexual favours or threatening or imposing less-favourable terms or conditions of employment if sexual favours are refused. Sexual harassment is prohibited whether it's between member of the opposite sex or members of the same sex. MANAGEMENT AND STAFF RESPONSIBIITY All managers have a responsibility to maintain a workplace free of discrimination and personal harassment. Managers are directly responsible for the conduct of their staff and the smooth running of their department. Also, [COMPANY NAME] expects all employees to comply with this policy and all employees to conduct themselves appropriately. Management are responsible for: ",null,"Anti Harassment Policy","4",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/anti-harassment-policy-D12624.png","https://templates.business-in-a-box.com/imgs/250px/12624.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12624.xml",{"title":15,"description":6},"anti harassment policy",[17,20],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Company Policies","/templates/company-policies/","Anti Harassment Policy Template","https://templates.business-in-a-box.com/imgs/400px/12624.png","https://templates.business-in-a-box.com/imgs/600px/12624.png",[27,17,20],{"label":28,"url":29},"Templates","/templates/",[31,32,33],{"label":28,"url":29},{"label":18,"url":19},{"label":34,"url":35},"Workplace Policies","/templates/workplace-policies/",[37,41,45,49,53,57,61,65,69,73,77,81,85,101,119,131,148,163],{"label":38,"url":39,"thumb":40,"extension":10},"Sexual Harassment Policy","/template/sexual-harassment-policy-D12687","https://templates.business-in-a-box.com/imgs/250px/12687.png",{"label":42,"url":43,"thumb":44,"extension":10},"Anti-Bribery and Anti Corruption Policy","/template/anti-bribery-and-anti-corruption-policy-D13599","https://templates.business-in-a-box.com/imgs/250px/13599.png",{"label":46,"url":47,"thumb":48,"extension":10},"Anti-Fraud and Anti Corruption Policy","/template/anti-fraud-and-anti-corruption-policy-D13601","https://templates.business-in-a-box.com/imgs/250px/13601.png",{"label":50,"url":51,"thumb":52,"extension":10},"Harassment and Bullying Prevention Policy","/template/harassment-and-bullying-prevention-policy-D13701","https://templates.business-in-a-box.com/imgs/250px/13701.png",{"label":54,"url":55,"thumb":56,"extension":10},"Anti-Bribery Policy","/template/anti-bribery-policy-D13246","https://templates.business-in-a-box.com/imgs/250px/13246.png",{"label":58,"url":59,"thumb":60,"extension":10},"Anti Bullying Policy","/template/anti-bullying-policy-D12623","https://templates.business-in-a-box.com/imgs/250px/12623.png",{"label":62,"url":63,"thumb":64,"extension":10},"Anti Corruption Policy","/template/anti-corruption-policy-D12878","https://templates.business-in-a-box.com/imgs/250px/12878.png",{"label":66,"url":67,"thumb":68,"extension":10},"Anti-Spam Policy","/template/anti-spam-policy-D827","https://templates.business-in-a-box.com/imgs/250px/827.png",{"label":70,"url":71,"thumb":72,"extension":10},"Anti Money Laundering Policy","/template/anti-money-laundering-policy-D13481","https://templates.business-in-a-box.com/imgs/250px/13481.png",{"label":74,"url":75,"thumb":76,"extension":10},"Anti-Discrimination and Equal Opportunity Policy","/template/anti-discrimination-and-equal-opportunity-policy-D13600","https://templates.business-in-a-box.com/imgs/250px/13600.png",{"label":78,"url":79,"thumb":80,"extension":10},"Checklist Investigating Complaints of Harassment","/template/checklist-investigating-complaints-of-harassment-D615","https://templates.business-in-a-box.com/imgs/250px/615.png",{"label":82,"url":83,"thumb":84,"extension":10},"Letter to Sexual Harassment Complainant","/template/letter-to-sexual-harassment-complainant-D640","https://templates.business-in-a-box.com/imgs/250px/640.png",{"description":86,"descriptionCustom":6,"label":87,"pages":88,"size":89,"extension":10,"preview":90,"thumb":91,"svgFrame":92,"seoMetadata":93,"parents":94,"keywords":99,"url":100},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[95,97],{"label":18,"url":96},"human-resources",{"label":21,"url":98},"company-policies","employee handbook","/template/employee-handbook-D712",{"description":102,"descriptionCustom":6,"label":103,"pages":104,"size":9,"extension":10,"preview":105,"thumb":106,"svgFrame":107,"seoMetadata":108,"parents":110,"keywords":117,"url":118},"CODE OF CONDUCT As an employee, it is important that you know what personal conduct is expected of you while on the job. In most instances, your own good judgment will tell you what the right thing to do is. In addition to complying with Company policies and job specific requirements, you are also expected to obey the rules and regulations of [COMPANY] and this Code of Conduct (\"Code\" or \"Policy\"). If your performance does not meet position requirements, you may be subject to disciplinary action, up to and including immediate termination, with or without notice, and with or without cause at any time. PURPOSE Our Employee Code of Conduct Company Policy outlines our expectations regarding employees' behavior towards their colleagues, supervisors, and the overall organization. We promote freedom of expression and open communication. But we expect all employees to follow our Code of Conduct. They should avoid offending, participating in serious disputes, and disrupting our workplace. We also expect them to foster a well-organized, respectful, and collaborative environment. SCOPE This Policy applies to all our employees, regardless of employment agreement or rank. VIOLATIONS WHICH ARE CONSIDERED AGAINST THE CODE OF CONDUCT While discipline for standard violations will follow a progressive disciplinary procedure, the Company reserves the right to implement discipline in accordance with the grievousness of the violation. Violations of these or any other Company policies may subject you to disciplinary action, up to and including immediate termination: Theft, fraud, embezzlement, or other proven acts of dishonesty. Any harassment of another employee (verbal, physical, or visual), including sexual harassment such as offensive gestures, unwelcome advances, jokes, touching, or comments of a sexual nature made to or about another employee, vendor or customer. Obtaining employment or promotion on the basis of false or misleading information. Soliciting or accepting gifts (money, services, or merchandise) in connection with Company business. Reporting for work under the influence of alcohol or any illegal substances; or possession, sale or distribution of alcohol or illegal substances while on Company premises or abusing such items while representing the Company or conducting Company business. Engaging in unauthorized employment elsewhere while on paid benefits related to illness, or while on an extended absence. Assisting anyone who you know or suspect to be involved in committing any crime or engaging in any conduct which rises to the level of a crime. Falsifying Company documents or records, including misuse of timekeeping records, or falsely inputting payment data. Insubordination, meaning refusing to follow legitimate instructions of a superior directly related to performance of one's job. Disrupting the work environment. Excessive absenteeism or unacceptable patterns of absenteeism. Repeatedly failing to use a timeclock as directed. Job abandonment, meaning the failure to report to work without properly notifying one's immediate supervisor, or leaving a job assignment prior to completion of your responsibilities. Conduct that is likely to cause another employee, customer or vendor of the Company embarrassment, loss of dignity, feelings of intimidation, or loss of opportunity, including all forms of discrimination and harassment. Unauthorized use of Company or customer supplies, information, equipment, funds, or computer codes/passwords. Knowingly mishandling a customer's or potential customer's account. This includes improper discriminatory practices. Refusing to repay documented overpayment of any compensation. Possessing firearms or weapons while on Company premises or carrying them while on Company business; or threatening the personal safety of fellow employees, customers, or vendors. Committing any act, on or off the Company's premises, which threatens or is potentially threatening to the reputation of the Company or any of its employees, customers, or vendors. Repeatedly failing to meet job responsibilities, job budget or quality requirements. COMPANY'S EXPECTATIONS [COMPANY] expects you to: be present at work as required. maintain agreed standards of performance. comply with health and safety policies and procedures. comply with all lawful and reasonable instructions. maintain set standards of integrity, conduct, and concern for the public interest. demonstrate commitment to [COMPANY]'s vision, values, and goals. be active in your self-development. We expect you to: comply with all reasonable instructions and work as directed by your manager. be familiar with, and consistently apply, the Acts and Regulations that directly affect your work. be familiar with, and consistently apply, the requirements of [COMPANY]'s operational manual, as well as wider [COMPANY] policies and procedures that affect your work, for example, policies for managing human resources. be consistent and fair in requiring compliance with statutory obligations. adhere to your delegations, not exploiting or abusing any power or authority accorded to you because of your role. Authority includes statutory, delegated and administrative authorities. not give any false information or make any false declaration. obtain permission from your manager before entering into any contract or agreement. not create any liability for [COMPANY] beyond your authorization. consistently follow workplace procedures for documenting decisions for action, and the reasons for taking those decisions. show reasonable care for [COMPANY] property, resources, and funds and neither use nor approve them to be used for anything other than authorized purposes. contribute to a safe workplace by knowing and carrying out your responsibilities (as an employee or as a manager) under health and safety legislation. contact your manager within 30 minutes of your normal/rostered starting time, or in accordance with local instructions, if you are unable to work because of sickness, or an emergency. maintain the standard of dress and general appearance required in your workplace. EMPLOYEE'S EXPECTATIONS [COMPANY] has an obligation to behave in a fair and reasonable manner towards employees by acting in compliance with its legal commitments","Code Of Conduct","6","https://templates.business-in-a-box.com/imgs/1000px/code-of-conduct-D13318.png","https://templates.business-in-a-box.com/imgs/250px/13318.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13318.xml",{"title":109,"description":6},"code of conduct",[111,114],{"label":112,"url":113},"Business Plan Kit","business-plan-kit",{"label":115,"url":116},"Management","business-management","code conduct","/template/code-of-conduct-D13318",{"description":120,"descriptionCustom":6,"label":121,"pages":8,"size":9,"extension":10,"preview":122,"thumb":123,"svgFrame":124,"seoMetadata":125,"parents":127,"keywords":126,"url":130},"SOCIAL MEDIA POLICY PURPOSE [COMPANY NAME] recognizes that technology provides unique opportunities to build our business, listen, learn and engage with consumers, stakeholders and employees through the use of a wide variety of Social Media. However, how we use social media and what we say also has the potential to affect [COMPANY NAME]'s reputation and/or expose the Company (and each of us) to business or legal risk. Whilst we recognize the benefits which may be gained from appropriate use of social media, it is also important to be aware that it poses significant risks to our business. These risks include disclosure of confidential information and intellectual property, damage to our reputation and the risk of legal claims. Therefore, every employee has a personal responsibility to be familiar with and comply with [COMPANY NAME]'s overall Social Media Policy. This policy is designed to reflect our purpose, values and principles, our business conduct manual, and legal requirements. Because we use social media in a variety of ways, there are more specific expectations that may apply to your activities. SCOPE This policy covers all forms of social media, including Facebook, Instagram, LinkedIn, Twitter, Google+ Wikipedia, other social networking sites, and other internet postings, including blogs. It applies to the use of social media for both business and personal purposes, during working hours and in your own time to the extent that it may affect the business of the company. The policy applies both when the social media is accessed using our information systems and also when access using equipment or software belonging to employees or others. It also covers all employees and also others including consultants, contractors, and casual and agency staff. Breach of this policy may result in disciplinary action up to and including dismissal. Any misuse of social media should be reported to [SPECIFY]. Questions regarding the content or application of this policy should be directed to [SPECIFY]]. POLICY STATEMENT Although many users may consider their personal comments posted on social media or discussions on social networking sites to be private, these communications are frequently available to a larger audience than the author may realize. As a result, any online communication that directly or indirectly refers to [COMPANY NAME], our products and services, team members or other work-related issues, has the potential to damage [COMPANY NAME]'s reputation or interests. When participating in social media in a personal capacity, employees must: Not disclose [COMPANY NAME]'s confidential information, proprietary or sensitive information. Information is considered confidential when it is not readily available to the public. The majority of information used throughout [COMPANY NAME] is confidential. If you are in doubt about whether information is confidential, refer to the [COMPANY NAME] [EMPLOYEE HANDBOOK/CODE OF CONDUCT] and/or ask your manager before disclosing any information. Not use the [COMPANY NAME] logo or company branding on any social media platform without prior approval from [SPECIFY]; Not communicate anything that might damage [COMPANY NAME]'s reputation, brand image, commercial interests, or the confidence of our customers; Not represent or communicate on behalf of [COMPANY NAME] in the public domain without prior approval from [SPECIFY]; Not post any material that would directly or indirectly defame, harass, discriminate against or bully any [COMPANY NAME] team member, supplier or customer; Ensure, when identifying themselves (or when they may be identified) as a [COMPANY NAME] team member, that their social media communications are lawful and Comply with [COMPANY NAME]'s policies and procedures RESPONSIBLE USE OF SOCIA MEDIA Employee must not use social media in a way that might breach any of our policies, any express or implied contractual obligations, legislation, or regulatory requirements. In particular, use of social media must comply with: The Anti-Bullying and Sexual Harassment Policies Rules of relevant regulatory bodies; Contractual confidentiality requirements;","Social Media Policy","https://templates.business-in-a-box.com/imgs/1000px/social-media-policy-D12688.png","https://templates.business-in-a-box.com/imgs/250px/12688.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12688.xml",{"title":126,"description":6},"social media policy",[128,129],{"label":18,"url":96},{"label":21,"url":98},"/template/social-media-policy-D12688",{"description":132,"descriptionCustom":6,"label":133,"pages":134,"size":9,"extension":10,"preview":135,"thumb":136,"svgFrame":137,"seoMetadata":138,"parents":140,"keywords":146,"url":147},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Letter of Appreciation Dear [Contact name], Your enthusiasm and your ability to motivate your employees have resulted in a significant increase in productivity and profitability in [Department]. [YOUR COMPANY NAME] is very pleased to count you among our talented team. We truly appreciate you hard work and effort. If we had an award to give, you would certainly be a prime candidate. Please accept my sincerest appreciation for the fine job you are doing. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE] This email is intended only for the person to whom it is addressed and/or otherwise authorized personnel. The information contained herein and attached is confidential and the property of [SENDER]","Letter of Appreciation to Employee","1","https://templates.business-in-a-box.com/imgs/1000px/letter-of-appreciation-to-employee-D664.png","https://templates.business-in-a-box.com/imgs/250px/664.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#664.xml",{"title":139,"description":6},"letter of appreciation to employee",[141,142,145],{"label":18,"url":96},{"label":143,"url":144},"Motivation & Appreciation","motivation-appreciation",{"label":18,"url":96},"letter appreciation to employee","/template/letter-of-appreciation-to-employee-D664",{"description":149,"descriptionCustom":6,"label":150,"pages":151,"size":9,"extension":10,"preview":152,"thumb":153,"svgFrame":154,"seoMetadata":155,"parents":157,"keywords":156,"url":162},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Termination of your employment Dear [Contact name], We regret to inform you that your employment with [YOUR COMPANY NAME] is terminated effective upon receipt of this letter for the following reason(s): [DETAIL REASONS] [DETAIL REASONS] [DETAIL REASONS] Please vacate the premises immediately with your personal possessions. We will forward your salary earned to date in due course together with any vacation pay to which you are entitled. Within [NUMBER] days of termination we shall issue you a statement of accrued benefits. Any insurance benefits shall continue in accordance with applicable law and/or provisions of our personnel policy. Please contact [Name], at your earliest convenience, who will explain each of these items and arrange with you for the return of any company property. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE]","Employee Dismissal Letter","2","https://templates.business-in-a-box.com/imgs/1000px/employee-dismissal-letter-D508.png","https://templates.business-in-a-box.com/imgs/250px/508.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#508.xml",{"title":156,"description":6},"employee dismissal letter",[158,159],{"label":18,"url":96},{"label":160,"url":161},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",{"description":164,"descriptionCustom":6,"label":165,"pages":166,"size":9,"extension":10,"preview":167,"thumb":168,"svgFrame":169,"seoMetadata":170,"parents":172,"keywords":171,"url":179},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","3","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":171,"description":6},"non disclosure agreement nda",[173,176],{"label":174,"url":175},"Legal Agreements","business-legal-agreements",{"label":177,"url":178},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",false,{"seo":182,"reviewer":194,"legal_disclaimer":180,"quick_facts":198,"at_a_glance":200,"personas":204,"variants":229,"glossary":255,"sections":286,"how_to_fill":336,"common_mistakes":377,"faqs":402,"industries":430,"comparisons":455,"diy_vs_pro":469,"educational_modules":482,"related_template_ids_curated":485,"schema":495,"classification":497},{"meta_title":183,"meta_description":184,"primary_keyword":185,"secondary_keywords":186},"Anti Harassment Policy Template (Free Word)","Free anti harassment policy template for businesses. Covers prohibited conduct, reporting procedures, investigation steps, and corrective action. Free Word and PDF download.","anti harassment policy template",[187,188,189,190,191,192,193],"workplace harassment policy template","anti harassment policy template word","harassment policy template free","workplace harassment policy sample","employee harassment policy","anti harassment policy example","workplace anti harassment policy download",{"name":195,"credential":196,"reviewed_date":197},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":199,"legal_review_recommended":180,"signature_required":180},"medium",{"what_it_is":201,"when_you_need_it":202,"whats_inside":203},"An Anti Harassment Policy is a formal workplace document that defines prohibited conduct, establishes reporting procedures, and outlines how complaints are investigated and resolved. This free Word download gives employers a structured, editable template they can tailor to their organization and share with all employees as part of onboarding or an employee handbook.\n","Use it when onboarding new employees, updating your employee handbook, responding to a complaint that reveals a policy gap, or meeting a jurisdictional requirement to have a written harassment policy in place.\n","Policy purpose and scope, definitions of harassment and prohibited conduct, examples of unacceptable behavior, reporting channels, investigation procedures, confidentiality protections, corrective action guidelines, and anti-retaliation provisions.\n",[205,209,213,217,221,225],{"title":206,"use_case":207,"icon_asset_id":208},"HR managers","Establishing a compliant, written harassment policy for the employee handbook","persona-hr-manager",{"title":210,"use_case":211,"icon_asset_id":212},"Small business owners","Putting a formal harassment policy in place before making their first hire","persona-small-business-owner",{"title":214,"use_case":215,"icon_asset_id":216},"Operations directors","Standardizing conduct expectations across multiple locations or departments","persona-operations-director",{"title":218,"use_case":219,"icon_asset_id":220},"Startup founders","Building a compliant people-ops foundation ahead of rapid headcount growth","persona-startup-founder",{"title":222,"use_case":223,"icon_asset_id":224},"Legal and compliance officers","Satisfying state or industry mandates that require a written anti-harassment policy","persona-legal-counsel",{"title":226,"use_case":227,"icon_asset_id":228},"Nonprofit executives","Protecting volunteers and staff under funder or board governance requirements","persona-nonprofit-exec",[230,233,236,240,244,248,252],{"situation":231,"recommended_template":87,"slug":232},"Including harassment policy as part of a full employee handbook","employee-handbook-D712",{"situation":234,"recommended_template":38,"slug":235},"Addressing sexual harassment specifically with training acknowledgment","sexual-harassment-policy-D12687",{"situation":237,"recommended_template":238,"slug":239},"Documenting a formal complaint after an incident occurs","Employee Complaint Form","employee-complaint-form-D689",{"situation":241,"recommended_template":242,"slug":243},"Outlining investigation steps and findings in writing","HR Investigation Report","safety-reporting-and-incident-investigation-policy-D13768",{"situation":245,"recommended_template":246,"slug":247},"Recording disciplinary action taken following a policy violation","Employee Warning Letter","letter-of-appreciation-to-employee-D664",{"situation":249,"recommended_template":250,"slug":251},"Setting broader standards of professional conduct in the workplace","Code of Conduct Policy","code-of-conduct-and-ethics-policy-D13626",{"situation":253,"recommended_template":121,"slug":254},"Addressing online and social media harassment among employees","social-media-policy-D12688",[256,259,262,265,268,271,274,277,280,283],{"term":257,"definition":258},"Harassment","Unwelcome conduct based on a protected characteristic that creates a hostile, intimidating, or offensive work environment.",{"term":260,"definition":261},"Protected characteristic","A personal attribute — such as race, sex, religion, disability, age, or national origin — that employment law prohibits using as the basis for adverse treatment.",{"term":263,"definition":264},"Hostile work environment","A workplace condition created by severe or pervasive harassment that unreasonably interferes with an employee's ability to do their job.",{"term":266,"definition":267},"Quid pro quo harassment","A form of sexual harassment where a person in authority conditions a job benefit or threatens a job detriment based on an employee's acceptance or rejection of sexual advances.",{"term":269,"definition":270},"Complainant","The individual who reports experiencing or witnessing harassing conduct.",{"term":272,"definition":273},"Respondent","The individual against whom a harassment complaint is made.",{"term":275,"definition":276},"Retaliation","Any adverse action taken against an employee for reporting harassment, participating in an investigation, or opposing prohibited conduct.",{"term":278,"definition":279},"Corrective action","Disciplinary or remedial measures the employer takes in response to a substantiated harassment finding, ranging from a written warning to termination.",{"term":281,"definition":282},"Confidentiality","The obligation to limit disclosure of complaint details to those directly involved in investigation and resolution, to the extent practicable.",{"term":284,"definition":285},"Third-party harassment","Harassing conduct directed at employees by customers, vendors, contractors, or other non-employees that the employer has a duty to address.",[287,292,297,302,307,312,317,322,326,331],{"name":288,"plain_english":289,"sample_language":290,"common_mistake":291},"Purpose and scope","States why the policy exists, which laws it supports, and who it applies to — including employees, contractors, vendors, and visitors.","[COMPANY NAME] is committed to maintaining a workplace free from harassment. This Policy applies to all employees, contractors, interns, and third parties interacting with [COMPANY NAME] in any work-related context, including remote and off-site settings.","Limiting scope to 'employees only' — this leaves the company exposed when a contractor or customer is the source or target of harassment.",{"name":293,"plain_english":294,"sample_language":295,"common_mistake":296},"Definitions of prohibited conduct","Clearly defines harassment in all its forms — verbal, physical, visual, and digital — and lists the protected characteristics covered.","Prohibited conduct includes, but is not limited to: unwelcome comments, jokes, slurs, or stereotyping based on [LIST OF PROTECTED CHARACTERISTICS]; physical touching or intimidation; displaying offensive images; and harassing communications sent via email, messaging apps, or social media.","Listing only sexual harassment while omitting race, religion, disability, and other protected categories — creating policy gaps that expose the employer to liability.",{"name":298,"plain_english":299,"sample_language":300,"common_mistake":301},"Examples of unacceptable behavior","Provides concrete, specific examples of conduct that violates the policy so employees can recognize it without ambiguity.","Examples include: persistent unwanted romantic advances after being told no; mimicking a colleague's accent or disability; sharing or posting sexually explicit images in shared workspaces or group chats; repeated exclusion of a team member from meetings based on their religion.","Using only abstract language like 'offensive conduct' without examples — employees cannot self-regulate behavior they cannot clearly picture.",{"name":303,"plain_english":304,"sample_language":305,"common_mistake":306},"Reporting procedures","Explains how, to whom, and in what timeframe employees should report harassment — including multiple reporting channels in case the respondent is the direct supervisor.","Employees who experience or witness harassment should report it as soon as possible to their direct manager, the HR department at [HR EMAIL], or the confidential reporting line at [PHONE NUMBER]. Reports may also be submitted anonymously via [REPORTING TOOL / LINK].","Listing only one reporting channel — typically the direct manager — with no alternative when the manager is the respondent.",{"name":308,"plain_english":309,"sample_language":310,"common_mistake":311},"Investigation procedures","Outlines the steps the company takes after a complaint is received: acknowledgment timeline, who conducts the investigation, how evidence is gathered, and how both parties are notified.","Upon receipt of a complaint, HR will acknowledge receipt within [2] business days. An impartial investigator will be assigned within [5] business days. Both the complainant and respondent will be interviewed, and relevant witnesses and records reviewed. Findings will be documented in a written report.","No defined timeline for completing the investigation — leaving complainants in limbo and increasing the risk of constructive retaliation claims.",{"name":313,"plain_english":314,"sample_language":315,"common_mistake":316},"Confidentiality protections","Explains what information is kept confidential, who has access to it, and the limits of confidentiality when disclosure is necessary to complete an investigation.","All complaints and investigation details will be kept confidential to the extent possible consistent with conducting a thorough investigation. Information will be shared only on a need-to-know basis. Complete anonymity cannot be guaranteed where disclosure is required by law or to protect safety.","Promising absolute confidentiality — a promise the employer cannot keep and one that may deter witnesses from cooperating with an investigation.",{"name":318,"plain_english":319,"sample_language":320,"common_mistake":321},"Anti-retaliation provision","Explicitly prohibits adverse action against anyone who reports harassment, participates in an investigation, or supports a complainant — and states that retaliation is itself a policy violation.","[COMPANY NAME] strictly prohibits retaliation against any individual who makes a good-faith harassment complaint or participates in an investigation. Retaliatory conduct — including demotion, schedule changes, exclusion, or termination — will be treated as a separate violation subject to discipline up to and including termination.","Burying the anti-retaliation provision in a footnote or omitting it entirely — employees who fear retaliation do not report, and unreported harassment compounds.",{"name":278,"plain_english":323,"sample_language":324,"common_mistake":325},"Describes the range of disciplinary measures the employer may take when harassment is substantiated, proportionate to the severity and frequency of the conduct.","Where a complaint is substantiated, [COMPANY NAME] will impose corrective action commensurate with the severity of the conduct. Actions may include: mandatory training, written warning, transfer, demotion, suspension, or termination of employment. Corrective action is not limited to progressive discipline where conduct is severe.","Limiting corrective action to a fixed progressive discipline sequence — this can prevent immediate termination in cases of severe or physical harassment.",{"name":327,"plain_english":328,"sample_language":329,"common_mistake":330},"Manager responsibilities","States the specific obligations managers have to prevent harassment, respond to complaints they receive, and report up the chain even when no formal complaint is filed.","Managers and supervisors are required to: model respectful conduct, address harassing behavior they observe regardless of whether a formal complaint has been filed, report all complaints or observed incidents to HR within [1] business day, and cooperate fully with any investigation.","Treating the policy as applying only to individual contributors — managers who are not explicitly named as mandatory reporters create enforcement gaps.",{"name":332,"plain_english":333,"sample_language":334,"common_mistake":335},"Policy acknowledgment and training","Records that employees have received, read, and understood the policy, and outlines the training schedule for reinforcing it.","All employees must sign the acknowledgment form below confirming they have received and reviewed this Policy. [COMPANY NAME] will provide harassment prevention training to all employees within [30] days of hire and annually thereafter. Training records will be maintained by HR.","Distributing the policy without collecting signed acknowledgments — without proof of receipt, the employer cannot demonstrate the employee was on notice of the rules.",[337,342,347,352,357,362,367,372],{"step":338,"title":339,"description":340,"tip":341},1,"Enter company name and effective date","Replace all [COMPANY NAME] placeholders with your registered legal entity name and set the policy effective date at the top of the document.","Use your full legal entity name — not a trade name — so the policy is tied unambiguously to the employing entity.",{"step":343,"title":344,"description":345,"tip":346},2,"Confirm the list of protected characteristics","Review the listed protected characteristics and add any required by your state or local jurisdiction. Federal law covers race, color, religion, sex, national origin, age, disability, and genetic information — many states add sexual orientation, gender identity, marital status, and others.","Check your state's fair employment practices law before finalizing this list — omitting a locally protected category creates a compliance gap.",{"step":348,"title":349,"description":350,"tip":351},3,"Set reporting channels and contact details","Insert the names or titles of designated complaint recipients, the HR email address, and the phone number or link for any anonymous reporting tool. Confirm at least two channels so there is always an alternative when the direct manager is the respondent.","Test each reporting channel before the policy goes live to confirm they are actively monitored.",{"step":353,"title":354,"description":355,"tip":356},4,"Define investigation timelines","Fill in the acknowledgment window (typically 2 business days), the investigator assignment deadline (typically 5 business days), and the target completion timeframe for the full investigation (typically 30–45 business days for complex cases).","Shorter timelines signal seriousness to complainants and reduce the risk of evidence degrading or witnesses becoming unavailable.",{"step":358,"title":359,"description":360,"tip":361},5,"Tailor the corrective action language","Confirm that the corrective action section reflects your actual disciplinary framework and that it does not conflict with any applicable collective bargaining agreement or statutory requirements.","Include explicit language that severe or violent conduct may result in immediate termination without following a progressive discipline sequence.",{"step":363,"title":364,"description":365,"tip":366},6,"Add manager reporting obligations","Insert the specific timeframe within which managers must escalate complaints to HR — 24 hours is common — and name the HR contact they report to.","Make clear that a manager's duty to report is triggered by what they observe, not just what is formally filed with them.",{"step":368,"title":369,"description":370,"tip":371},7,"Attach a signed acknowledgment form","Append a one-page acknowledgment form for each employee to sign and date. Retain signed copies in each employee's personnel file.","Collect digital acknowledgments through your HRIS if possible — they are timestamped automatically and easier to retrieve during an investigation or litigation hold.",{"step":373,"title":374,"description":375,"tip":376},8,"Schedule an annual policy review","Set a calendar reminder to review and reissue the policy at least once per year and whenever applicable laws in your jurisdiction change.","Track harassment-related legislative changes in your state at the start of each calendar year — several states update training and policy requirements annually.",[378,382,386,390,394,398],{"mistake":379,"why_it_matters":380,"fix":381},"Limiting scope to full-time employees only","Contractors, interns, vendors, and customers can both commit and experience harassment. A policy that covers only employees leaves the employer unprotected in the most common third-party scenarios.","Explicitly state that the policy applies to all individuals in any work-related context, including remote settings, off-site events, and communications on personal devices.",{"mistake":383,"why_it_matters":384,"fix":385},"Single reporting channel when the manager is the respondent","Employees who are harassed by their own manager will not report through a channel that routes to that manager. A single-channel policy silences complaints at the source.","Provide at least two independent reporting options — HR direct, an anonymous hotline, or a senior leader outside the employee's chain of command.",{"mistake":387,"why_it_matters":388,"fix":389},"Promising complete confidentiality","Investigators must share complaint details with the respondent and witnesses to conduct a fair investigation. A blanket confidentiality promise creates a false expectation and can expose the employer to breach-of-promise claims.","State that confidentiality will be maintained to the extent practicable, but that some disclosure is necessary to investigate and resolve complaints.",{"mistake":391,"why_it_matters":392,"fix":393},"No defined investigation timeline","Without deadlines, investigations stall for weeks, complainants lose confidence in the process, and delayed findings are harder to defend in litigation or agency proceedings.","Set explicit deadlines for each investigation stage: acknowledgment within 2 business days, investigator assigned within 5, findings issued within 30–45 business days.",{"mistake":395,"why_it_matters":396,"fix":397},"Omitting the anti-retaliation provision","Employees who fear job loss, demotion, or social exclusion after reporting will stay silent. Retaliation claims are among the most common and costly employment liability exposures in the US.","Include a standalone anti-retaliation section that names specific prohibited retaliatory acts and states that retaliation is itself a terminable offense.",{"mistake":399,"why_it_matters":400,"fix":401},"Distributing the policy without collecting signed acknowledgments","Without proof that each employee received and read the policy, the employer cannot establish that the employee was on notice — a key element in defending harassment liability.","Require a dated, signed acknowledgment from every employee at hire and each time the policy is materially updated. Store signed copies in personnel files.",[403,406,409,412,415,418,421,424,427],{"question":404,"answer":405},"What is an anti harassment policy?","An anti harassment policy is a formal workplace document that defines what constitutes harassment, identifies the protected characteristics covered, establishes how employees report incidents, and explains how the company investigates and resolves complaints. It applies to all work-related interactions — in person, remote, and at company events — and sets out the consequences for confirmed violations.\n",{"question":407,"answer":408},"Are employers legally required to have a written anti harassment policy?","Federal law does not mandate a written policy, but having one is a key factor in the Faragher-Ellerth affirmative defense, which can shield employers from liability in certain harassment claims. Many states — including California, New York, Illinois, and Maine — require written harassment policies and mandate periodic employee training. Check your state's fair employment practices law to confirm local requirements.\n",{"question":410,"answer":411},"Who should the anti harassment policy apply to?","The policy should apply to everyone in a work-related context: full-time and part-time employees, contractors, interns, volunteers, vendors, and visitors. Coverage should extend to remote work, company-sponsored events, and communications on personal devices when the conduct affects the workplace. Limiting coverage to full-time employees on company premises leaves significant gaps.\n",{"question":413,"answer":414},"What types of harassment should the policy cover?","At minimum, the policy should cover harassment based on all federally protected characteristics: race, color, religion, sex, national origin, age, disability, and genetic information. Most employers add state-protected categories — commonly sexual orientation, gender identity, pregnancy, and marital status. The policy should cover verbal, physical, visual, and digital forms of harassment, including conduct through messaging apps and social media.\n",{"question":416,"answer":417},"How should employees report harassment under this policy?","Employees should have at least two reporting channels available so there is always an alternative when their direct supervisor is the respondent. Common channels include a designated HR contact, an anonymous hotline, or a senior leader outside the employee's chain of command. The policy should identify each channel by name, email, and phone number so employees know exactly how to reach them.\n",{"question":419,"answer":420},"How long should a harassment investigation take?","Most investigations should be completed within 30 to 45 business days for straightforward cases, with complex matters taking up to 60 days. The employer should acknowledge receipt of the complaint within 2 business days and assign an investigator within 5. Prolonged investigations erode complainant trust, allow evidence to degrade, and increase the risk of retaliation occurring during the process.\n",{"question":422,"answer":423},"What is the difference between an anti harassment policy and a code of conduct?","An anti harassment policy focuses specifically on prohibited conduct based on protected characteristics, complaint and investigation procedures, and corrective action. A code of conduct is a broader document covering general professional behavior expectations — conflicts of interest, confidentiality, use of company assets, and overall workplace standards. Many employers include the harassment policy as a dedicated section within a broader code of conduct.\n",{"question":425,"answer":426},"Should employees sign an acknowledgment of the anti harassment policy?","Yes. A signed acknowledgment is the employer's primary evidence that the employee received and understood the policy. Without it, an employee can credibly claim they were never informed of the rules or reporting channels, which undermines both the Faragher-Ellerth defense and any disciplinary action taken for a violation. Collect acknowledgments at hire and whenever the policy is materially revised.\n",{"question":428,"answer":429},"Can this policy template be used as a standalone document or only as part of a handbook?","It works as a standalone document distributed at onboarding or posted on an internal portal. It can also be embedded directly into an employee handbook as a dedicated section. Either approach is valid; the more important factor is that all employees receive, read, and acknowledge it — regardless of whether it lives in a handbook or as a separate file.\n",[431,435,439,443,447,451],{"industry":432,"icon_asset_id":433,"specifics":434},"Technology / SaaS","industry-saas","Remote and distributed teams require explicit coverage of digital harassment across Slack, email, video calls, and social media channels.",{"industry":436,"icon_asset_id":437,"specifics":438},"Healthcare","industry-healthtech","Patient-to-staff harassment must be addressed alongside colleague-to-colleague conduct, with clear guidance on how clinical staff escalate incidents involving patients or family members.",{"industry":440,"icon_asset_id":441,"specifics":442},"Retail / Hospitality","industry-retail","High customer-facing exposure means third-party harassment from customers is a primary risk; the policy must empower front-line managers to remove or ban customers who engage in harassing conduct.",{"industry":444,"icon_asset_id":445,"specifics":446},"Professional Services","industry-professional-services","Client-site work and after-hours client entertainment create harassment risks outside the physical office that the policy scope must explicitly address.",{"industry":448,"icon_asset_id":449,"specifics":450},"Manufacturing","industry-manufacturing","Shift structures and physical proximity on the floor create distinct harassment vectors; supervisory power over scheduling makes the anti-retaliation and alternative reporting provisions especially critical.",{"industry":452,"icon_asset_id":453,"specifics":454},"Education","industry-education","Staff-to-staff and staff-to-student harassment both require coverage, with separate reporting pathways aligned to Title IX obligations where applicable.",[456,459,461,465],{"vs":250,"vs_template_id":457,"summary":458},"code-of-conduct-D12615","A code of conduct covers broad professional behavior standards across all workplace contexts — conflicts of interest, asset use, and general conduct. An anti harassment policy is a focused document addressing prohibited conduct based on protected characteristics, complaint procedures, and investigation steps. Many organizations use both: the code of conduct sets overall standards; the harassment policy provides the detailed process for addressing a specific and legally significant category of misconduct.",{"vs":87,"vs_template_id":232,"summary":460},"An employee handbook is a comprehensive reference covering all employment policies — benefits, PTO, performance management, and conduct expectations. An anti harassment policy is a standalone document that can be incorporated into the handbook or distributed independently. If speed of implementation matters, deploying the policy first and adding it to a future handbook revision is a practical approach.",{"vs":462,"vs_template_id":463,"summary":464},"Disciplinary Action Policy","D{DISCIPLINARY_ACTION_POLICY_ID}","A disciplinary action policy governs the process and sequence of consequences for any policy violation, including attendance and performance issues. An anti harassment policy addresses a specific category of misconduct and typically reserves the right to skip progressive discipline steps for severe conduct. The two documents work together: the harassment policy triggers the investigation; the disciplinary policy governs what happens after a finding is made.",{"vs":466,"vs_template_id":467,"summary":468},"Workplace Violence Prevention Policy","D{WORKPLACE_VIOLENCE_POLICY_ID}","A workplace violence prevention policy addresses physical threats, intimidation, and acts of violence — conduct that may overlap with but goes beyond the scope of harassment. An anti harassment policy covers a wider range of protected-characteristic-based conduct that need not involve physical threat. Organizations in higher-risk industries often maintain both policies as complementary documents.",{"use_template":470,"template_plus_review":474,"custom_drafted":478},{"best_for":471,"cost":472,"time":473},"Small and mid-size businesses establishing a written policy for the first time or updating an outdated version","Free","1–2 hours to customize and distribute",{"best_for":475,"cost":476,"time":477},"Employers in states with mandatory harassment policy or training requirements, or organizations with 50+ employees","$300–$800 for an HR consultant or employment attorney review","3–5 business days",{"best_for":479,"cost":480,"time":481},"Heavily regulated industries, multi-state employers, or organizations that have experienced a formal harassment complaint or agency charge","$1,000–$3,000+ for employment counsel","1–3 weeks",[483,484],"workplace-harassment-prevention-basics","how-to-conduct-a-harassment-investigation",[232,486,254,247,487,488,489,490,491,492,493,494],"code-of-conduct-D13318","employee-dismissal-letter-D508","non-disclosure-agreement-nda-D12692","employment-agreement_at-will-employee-D541","remote-work-agreement-D13282","how-to-create-a-performance-improvement-plan-D12564","incident-investigation-policy-D13841","job-offer-letter-long-D12769","independent-contractor-agreement-D160",{"emit_how_to":496,"emit_defined_term":496},true,{"primary_folder":96,"secondary_folder":498,"document_type":499,"industry":500,"business_stage":501,"tags":502,"confidence":507},"workplace-policies","policy","general","all-stages",[503,504,505,498,506],"compliance","hr","anti-harassment","conduct-and-discipline",0.95,"\u003Ch2>What is an Anti Harassment Policy?\u003C/h2>\n\u003Cp>An \u003Cstrong>Anti Harassment Policy\u003C/strong> is a formal workplace document that defines prohibited conduct based on protected characteristics, establishes clear channels for reporting incidents, and outlines the process the employer follows to investigate complaints and impose corrective action. It applies to all employees, contractors, and third parties in any work-related context — including remote work, company events, and digital communications. Unlike a general code of conduct, an anti harassment policy focuses specifically on conduct tied to legally protected characteristics such as race, sex, religion, disability, age, and national origin, and it creates an enforceable internal framework for addressing that conduct consistently and fairly.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a written anti harassment policy, your organization has no documented standard to point to when a complaint arises, no defined process for investigating it, and no evidence that employees were put on notice of the rules. In jurisdictions where written policies are mandated — including California, New York, and Illinois — operating without one exposes the company to regulatory fines on top of underlying liability. Even where no statute requires it, a documented policy is the foundation of the Faragher-Ellerth affirmative defense under federal law, which can substantially limit employer liability when the company can show it took reasonable steps to prevent and promptly correct harassment. Complaints that land in an organization with no policy, no reporting channel, and no investigation process are far more likely to escalate to agency charges or litigation — and far more expensive to resolve when they do. This template gives you a compliant, customizable starting point you can tailor and distribute in under two hours.\u003C/p>\n",1781185940391]