Employee Bullying Prevention Policy

EMPLOYEE BULLYING PREVENTION POLICY

Employer Name:   Effective Date:

Purpose

The purpose of this Employee Bullying Prevention Policy is to maintain a safe, respectful, and productive workplace by preventing, addressing and remedying bullying behavior. Bullying undermines the dignity, well-being and productivity of employees and will not be tolerated. This policy establishes standards of conduct, reporting procedures, investigation protocols and remedial measures.

Scope

This policy applies to all employees, contractors, temporary staff, interns and applicants at all locations and in all work-related settings, including off-site meetings, business travel, work-related social events and electronic communications.

Definitions

Bullying means repeated, unreasonable behaviour directed towards an employee or group of employees that creates a risk to health and safety. It may be verbal, physical, social or psychological and includes conduct that a reasonable person would consider intimidating, hostile, degrading, humiliating or malicious.

Workplace means any place where work-related activities occur, including digital platforms and electronic communications.

Prohibited Conduct

The following conduct is prohibited when it constitutes bullying: persistent humiliation or belittling, verbal abuse or insults, spreading malicious rumors, exclusion or isolation, abusive supervision, undue and repeated criticism unrelated to job duties, and any conduct that creates a hostile work environment. Conduct that is isolated, inadvertent, or related to legitimate performance management carried out in a fair and transparent manner is not considered bullying.

Examples of Bullying

Examples include, but are not limited to: shouting or swearing at an employee; repeated derogatory remarks; deliberate exclusion from meetings or information; persistent and unreasonable criticism; threats or intimidation; tampering with personal property; and cyberbullying through electronic communications.

Reporting Procedures

Employees who believe they have been subjected to bullying or have witnessed bullying must report the matter promptly. Reports can be made to an immediate supervisor, any member of management, or Human Resources. The Company will accept reports in writing or verbally and will document submitted reports.

Investigation Process

Reported incidents will be assessed and, where appropriate, investigated promptly and impartially. Investigations will include interviews with the complainant, the respondent and relevant witnesses; review of documents and electronic records; and preservation of evidence. Investigations will be conducted with due regard for fairness, confidentiality and legal obligations. The Company will endeavor to complete investigations within a reasonable timeframe commensurate with the complexity of the matter.

Interim Measures

The Company may implement interim measures to protect employees and preserve investigational integrity, such as temporary reassignments, changes to reporting lines, no-contact directives or paid administrative leave. Interim measures are not disciplinary actions and do not indicate the outcome of an investigation.

Confidentiality

To the extent practicable, the Company will maintain confidentiality of reports and investigations. Information will be disclosed only to those with a legitimate need to know. Absolute confidentiality cannot be guaranteed where disclosure is required by law or necessary to conduct an effective investigation.

Protection Against Retaliation

Retaliation against anyone who makes a good-faith report or participates in an investigation is strictly prohibited. Retaliation includes adverse employment actions, harassment, or other punitive measures. Allegations of retaliation will be investigated and may result in disciplinary action.

Disciplinary Action

Where an investigation substantiates bullying, the Company will take prompt corrective action proportionate to the severity of the conduct. Possible actions include counseling, training, performance improvement plans, formal warnings, suspension or termination. The Company will also address conduct by third parties that affects employees.

Training and Prevention

The Company will provide regular training for employees and managers regarding bullying prevention, respectful workplace practices and reporting obligations. Compliance with training requirements is mandatory for employees and managers as designated by the Company.

Responsibilities

Managers must model respectful behaviour, address complaints promptly, ensure fair investigations and take corrective steps when appropriate. Employees must treat colleagues with respect, report bullying promptly and cooperate with investigations.

Recordkeeping

Records of reports, investigations and resolutions will be retained in accordance with Company retention schedules and applicable legal obligations. Access to investigation records will be limited to authorized personnel.

Legal Disclosures

At-Will Employment: Nothing in this policy alters the at-will employment relationship, if applicable, which means that employment may be terminated at the initiative of either the employee or the Company, with or without cause or prior notice, to the fullest extent permitted by law.

Equal Opportunity: The Company prohibits discrimination and harassment on protected bases and will investigate complaints under this policy in a manner consistent with equal employment opportunity obligations.

Employee Information

Position Information

Employment History (Most Recent)

Employment History (Previous)

Education

Professional References

Employee Certification and Authorization

I certify that the information I have provided in connection with this policy and any incident reports is true and complete to the best of my knowledge. I understand that making knowingly false statements during an investigation may result in disciplinary action. I acknowledge receipt of this Employee Bullying Prevention Policy and agree to comply with its procedures.

  I certify that the information I have provided is true and complete and I acknowledge receipt of this policy.

  I authorize the Company to contact my prior employers and references and to conduct any lawful background checks relevant to employment screening or investigations, consistent with applicable law.

Acknowledgment of Receipt

By signing below, I acknowledge that I have received, read and understand the Employee Bullying Prevention Policy. I understand my responsibilities under the policy and the reporting and investigation procedures described herein.

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