Anti Harassment and Bullying Policy

“If you are neutral in situations of injustice, you have chosen the side of the oppressor. If an elephant has its foot on the tail of a mouse, and you say that you are neutral, the mouse will not appreciate your neutrality.”
Desmond Tutu

Anti Harassment & Bullying Policy

Why do employers need policies and procedures?

There are many reasons why an employer should have a suite of professionally drafted, legally compliant policies and procedures. Below are just three of those reasons:

1. They aid in the smooth running of an organisation. Well-drafted and compliant workplace policies and procedures provide employees and managers with clarity when dealing with issues that may arise on a day-to-day basis.

2. Up to date policies and procedures ensure compliance with current legislation and regulations and facilitate fast and efficient internal decision making.

3. Policies and procedures provide a clear and certain framework that eliminates discrimination, promotes best practice, improves staff communication and expresses the organisation’s vision.

Do I need a lawyer to draft my policies and procedures?

No, but when running your own business it can be difficult to keep up with changes to legislation and best practice.  We work closely with our clients auditing their policies and procedures on a regular basis or when there has been a significant change in the law. As such our clients are confident that their policies and procedures are up to date and protect and enhance their business.

How can EPR law help?

EPR Law will draft for you an anti-harassment and bullying policy that sets out, in clear terms, how your organisation will deal with harassment and bullying. Our current policy will cover the following: 

  1. A statement setting out the organisation’s policy on harassment and bullying;
  2. A description of harassment and the types of behaviour considered to be unlawful;
  3. A description of bullying;
  4. Procedures for dealing with cases of harassment and bullying including reporting, investigation and support for victims;
  5. Informal processes; and
  6. Formal process.

For more information about staff handbooks or if you require an anti-harassment and bullying policy contact EPR Law today

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