HRMAGIX007Conduct and the working relationshipWorkplace Harassment Policy
Definition of harassment in the workplace, the obligations it places on every employee, and the reporting and investigation route available to anyone affected.
- Companies on HRMagix
- 120+
- Employees managed
- 9,000+
- Integrated modules
- 12
- Free trial, no card
- 14-day
Purpose
This policy defines harassment in the workplace, states the obligation it places on every employee, and, the part that matters most in practice, sets out the route by which someone affected can raise it.
A harassment policy that only defines the offence is half a policy. The reporting route, the confidentiality attached to it, and the assurance against retaliation are what make it usable by the person who needs it.
Who it applies to
Every employee, and conduct occurring at the workplace, at work-related events, and in work-related communication.
What you write into it
A conduct policy is only as good as its specifics. The template sets out the structure and the reporting route; what counts as a breach here, and what follows one, is yours to state.
- What conduct the organisation treats as harassment
- Who a complaint is made to, and what alternative route exists if that person is the subject
- What confidentiality attaches to a complaint and an investigation
- What protection against retaliation is guaranteed
What HRMagix records
Conduct cases turn on what was communicated and when. These are the records that establish it.
- Policy issue and acknowledgement tracked per employee per version
- Document vault holds the current text and its revision history
Where the rules themselves live
Nothing above states what counts as a breach or what follows one, because those are the employer's determinations and they are set out in the approved document rather than paraphrased here. Read HRMAGIX007 in full.