Policy Prohibiting Discrimination, Harassment, and Retaliation - Word & PDF Template Form
✓ Valid in United States
Create your Policy Prohibiting Discrimination, Harassment, and Retaliation - Word & PDF Template Form for use in United States. Answer a few plain-English questions and the document fills in automatically as you go — then download it in Word and PDF, ready to sign or share.
- Answer 2 simple questions — the document fills in as you go
- Live preview: watch your document update in real time
- Download as Word (.docx) and PDF
- Edit your answers and re-download anytime
Fill in the details
0/2Type below — the document on the right updates as you go.
Policy Prohibiting Discrimination, Harassment, and Retaliation
Company: ________
Date of Implementation: ________
The Company is committed to providing a safe, respectful, and lawful workplace that promotes equality and is free of any form of discrimination, harassment, and retaliation. In furtherance of this commitment, the Company has implemented this Policy Prohibiting Discrimination, Harassment, and Retaliation (the "Policy").
The Company does not permit any instance of harassment, discriminatory conduct, or retaliation by or towards anyone.
This Policy applies to all employees, including managers, officers, and directors, as well as, if applicable, temporary staff, volunteers, or interns (all listed here will be collectively referred to as "employees"). Employees are prohibited from harassment, discrimination, or retaliation towards other employees, independent contractors, vendors, suppliers, or any others doing business with the Company. Any employee in violation of this Policy will be subject to immediate and severe disciplinary action, up to and including termination.
The Company also prohibits third parties doing business with the Company from engaging in harassment, discriminatory conduct, or retaliation against its employees. Employees who believe that they have been the victim of discrimination, harassment, or retaliation from any third party doing business with the Company, such as the Company's independent contractors, vendors, suppliers, or others, should contact their immediate supervisor as soon as possible. Any complaints made in this regard will be dealt with in a prompt and confidential manner.
Training: All employees are required to undertake the Company's comprehensive training on discrimination, harassment, and retaliation. New employees will not be permitted to begin in their roles until this training is complete. For any questions regarding the training, please see your direct supervisor.
Sexual Harassment: Sexual harassment includes a range of conduct that is unwelcome and offensive. Sexual harassment is conduct that is so pervasive or offensive that it interferes with an employee's performance. Sexual harassment is also conduct that creates an intimidating or hostile environment.
Sexual harassment can be based on sex, gender, gender identity or expression, and sexual orientation. Sexual harassment may include in-person interactions or those that occur via text message or the Internet, and violations of this Policy are not only those which occur on the Company's physical premises or during working hours. Sexual harassment can be physical or psychological.
A single instance of conduct that may, on its own, not be considered sexual harassment can become so if several incidents are perpetrated against the same individual by the same person or persons.
Sexual harassment can include any of the following examples (sexual harassment can also be conduct that is not on the below list, which are intended as non-exhaustive examples only):
- unwanted sexual comments, sexual advances, or propositions
- "quid pro quo" requests offered in exchange for benefit or advancement
- non-verbal conduct, such as sexual gestures or displaying suggestive visuals
- threatening an employee for rejecting sexual advances
- sending sexually suggestive or derogatory text messages, videos, emails, or social media posts
- making degrading remarks about an individual, their body, or their gender, gender identity, or gender expression
- sexual assault, including touching or groping
How to Make a Complaint: Employees who feel they have been subject to harassment or discrimination are encouraged to document such conduct and should immediately report the incident to their supervisor or, if the complaint is concerning their supervisor, to a superior supervisor. Those acting on behalf of employer who have received a report of such conduct are advised to document everything thoroughly.
Employees can also file a complaint with a government agency or in court under federal, state or, local anti-discrimination laws.
If employees are not comfortable bringing a complaint to their supervisor or someone directly above their supervisor, employees may report to any senior member of the Company they feel comfortable with. Employees should be aware, however, that the senior member they report to may bring the complaint to employee's direct supervisor or other senior employees in the Company.
The Company encourages all employees to report violations of this Policy, no matter against whom. No individual member of the Company is exempt from this Policy.
Upon completion of the investigation, the Company will take any action deemed fit, based on the evidence collected, including termination of the offending employee or reports to law enforcement.
If the Company finds that the behavior does not rise to the level of legally-actionable discrimination or harassment, but may do so if left unchecked, the Company will respond appropriately.
If any employee reporting a complaint under this section believes the Company's response has not been adequate, that employee may involve law enforcement as they deem necessary in their sole and exclusive discretion. Employees may also make complaints to the Equal Employment Opportunity Commission (EEOC), in their sole and exclusive discretion.
Retaliation:
Retaliation against any employee who, in good faith, reports a violation of this Policy, files a complaint, or participates or cooperates in an investigation of alleged discrimination or harassment is strictly prohibited. Retaliation is itself a violation of this Policy and is unlawful.
Prohibited retaliation may include, but is not limited to, termination, demotion, suspension, reduction in pay or hours, denial of a promotion or benefit, undesirable reassignment, intimidation, threats, or any other adverse action taken against an employee because they engaged in protected activity under this Policy. This prohibition applies regardless of whether the underlying complaint is ultimately substantiated, provided the complaint was made in good faith.
Any employee who engages in retaliation in violation of this Policy will be subject to immediate and severe disciplinary action, up to and including termination. Employees who believe they have been subjected to retaliation should report the conduct in accordance with the complaint procedures described above.
False Complaints:
Communication: It is critical that all Employees communicate with the Company regarding any instances of discrimination, harassment, or retaliation. We are only able to assist Employees if we are made aware of the problem. It is your responsibility to bring these concerns to us.
No Limitation: Nothing in this Policy is designed to replace or limit any legal rights employees may have to seek remedies under applicable law or rule.
Fields you complete are inserted into the document live. This template is general guidance only — not legal advice.