HR Bullying Policy

HR Bullying Policy

Employee Information

Position Information

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Employment History (Most Recent)

Employment History (Prior)

Education

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References (Professional)

Policy — Purpose and Scope

Purpose: The organization maintains a workplace free from bullying. This policy defines bullying, prohibits such conduct, sets out reporting and investigation procedures, and establishes disciplinary measures to protect employees, contractors, visitors, and third parties engaged with the organization.

Scope: This policy applies to all employees, managers, contractors, volunteers, interns, and third parties during work-related activities, whether on company premises, at off-site functions, during business travel, or in electronic communications related to work.

Definitions

Bullying: Repeated, unreasonable behavior directed toward a worker or group of workers that creates a risk to health and safety. Bullying may be verbal, physical or psychological and includes behaviours that intimidate, belittle, humiliate, threaten, isolate, or undermine an individual’s performance.

Reasonable Management Action: Actions taken in a fair and reasonable way (including performance management and lawful disciplinary processes) are not considered bullying.

Prohibited Conduct

Prohibited conduct includes, but is not limited to: repeated verbal abuse or insults; spreading malicious rumors; exclusion or isolation of an individual; undermining work performance; deliberately withholding information necessary for effective work performance; threats, intimidation, or coercion; persistent and unjustified criticism; and inappropriate physical contact or gestures. The prohibition extends to electronic communication and social media where conduct impacts the workplace.

Reporting Procedure

Employees are required to report incidents of bullying promptly. Reports may be made to any of the following: immediate supervisor, human resources, or the designated company investigator. Reports can be submitted in writing or verbally. Allegations will be investigated impartially and without undue delay.

Investigation Process

All reports will be assessed and, where appropriate, a formal investigation will be initiated. Investigations will be conducted by impartial investigators, may include interviews and document review, and will adhere to principles of fairness and confidentiality to the extent possible. Investigative findings will be documented and remedial action taken where policy violations are substantiated.

Interim Measures & Protections

During an investigation, the organization may implement interim measures to protect parties, including temporary reassignment, modified work schedules, or no-contact directives. Such measures are not disciplinary actions but are intended to ensure safety and preserve the integrity of the investigation.

Confidentiality & Non-Retaliation

The organization will maintain confidentiality to the maximum extent consistent with a thorough investigation. Retaliation against individuals who report bullying or participate in investigations is strictly prohibited and will result in disciplinary action up to and including termination.

Disciplinary Actions

If an investigation substantiates a violation of this policy, corrective action will be proportionate to the severity and frequency of the conduct and may include counseling, written warnings, demotion, suspension, or termination of employment. Where appropriate, remedial measures to address harm to victims will also be considered.

Training and Prevention

The organization will provide periodic training on respectful workplace behavior, bullying prevention, and reporting obligations. Managers will receive additional training on recognizing problematic conduct and responding effectively and lawfully.

Recordkeeping

All reports, investigative records, and outcomes will be retained in the organization's records in accordance with applicable record retention requirements and with appropriate confidentiality safeguards.

Roles and Responsibilities

Employees: Comply with this policy, report incidents promptly, cooperate with investigations, and treat colleagues with respect. Managers: Model appropriate behavior, address concerns promptly, escalate reports to HR, and not engage in retaliatory conduct. Human Resources: Oversee the implementation of this policy, ensure impartial investigations, and maintain records.

Legal Disclosures

At-Will Employment: Nothing in this policy alters the at-will employment relationship unless documented otherwise in a formal written agreement signed by authorized representatives of the organization.

Equal Opportunity: The organization prohibits discrimination and harassment and provides equal employment opportunity in accordance with applicable laws. This policy is intended to complement those obligations and is enforced without regard to protected characteristics.

Authorization & Background Checks

By signing below, I authorize the organization to contact my previous employers and listed references as part of routine employment verification and to conduct employment-related background checks consistent with applicable law. I understand that any false statements or material omissions may subject me to disciplinary action, including termination.

Employee Certification

I certify that I have received, read, and understand the HR Bullying Policy and that I agree to abide by its provisions. I understand my obligations to report bullying, to cooperate with investigations, and that failure to comply with this policy may result in disciplinary action up to and including termination of employment.

Incident Reporting Preferences

If I report an incident, I request the following (select all that apply):

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