HR Policies
compliance
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Anti-Harassment & Anti-Discrimination Policy
EEOC + state-aligned anti-harassment policy. Defines prohibited conduct, reporting channels, investigation, and anti-retaliation.
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What's inside this template
Zero Tolerance
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[Company] has zero tolerance for harassment or discrimination based on any protected characteristic. This applies to all employees, contractors, vendors, customers, and visitors. Violations may result in disciplinary action up to and including termination.
Prohibited Conduct
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Prohibited conduct includes but is not limited to: unwelcome sexual advances, requests for sexual favors, verbal or physical conduct of a sexual nature, derogatory comments based on protected characteristics, displays of offensive material, and threats or intimidation. Conduct does not need to be 'severe' in isolation — repeated minor incidents can create a hostile environment.
Quid Pro Quo Harassment
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Any conduct conditioning employment, promotion, or other benefit on submission to sexual or other prohibited advances is strictly forbidden. This applies whether the offer is explicit or implied.
Hostile Work Environment
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Conduct that, when viewed objectively, creates an intimidating, hostile, or offensive work environment is prohibited even if no specific employment decision is made. This includes conduct on company communication channels and at company events outside the office.
Reporting Procedure
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Any employee who experiences or witnesses harassment should report it immediately. Multiple channels are available: (1) your manager, (2) any HR representative, (3) the ethics hotline, (4) the EEO Officer. You are not required to confront the harasser before reporting.
Investigation
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All complaints are investigated promptly, thoroughly, and as confidentially as possible. The complainant, accused, and witnesses will be interviewed. The investigation is typically completed within 30 days. Findings are documented and shared with the parties as appropriate.
Anti-Retaliation
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Retaliation against anyone who reports harassment in good faith, participates in an investigation, or refuses to participate in prohibited conduct is itself a violation of this policy. Retaliation may include termination, demotion, schedule changes, exclusion, or any other adverse action.
Training
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All employees complete anti-harassment training upon hire and annually thereafter. Managers receive expanded training including investigation handling and prevention. Specific state requirements (CA AB 1825, NY §201-g, IL Public Act 101-0221) are met or exceeded.
Common use cases
Federal + state compliance
Manager training
Investigation procedure
Frequently asked questions
What if the harasser is my manager?
You can bypass them and go directly to HR, the ethics hotline, or the EEO Officer. The investigation process protects you from retaliation regardless of who you report.
Can I make an anonymous report?
Yes — the ethics hotline accepts anonymous reports. However, anonymous reports are harder to investigate. If you are willing to identify yourself, the company can protect you better and conduct a more thorough investigation.
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