Anti-Harassment Policy

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This Anti-Harassment Policy is a comprehensive company statement that defines harassment in the workplace. It sets out the definition of harassment, rights of all employees and how the policy will be applied.

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An Anti-Harassment Policy is a comprehensive statement by a company that defines harassment in the workplace. This policy sets forth the definition of harassment, rights and duties of all employees, how the policy will be applied and special duties or responsibilities of supervisory personnel to ensure the policy is enforced and violations are disciplined. It also sets forth that the company will not tolerate harassment at any level.

This Anti-Harassment Policy contains:
  • Policy Statement: Company is committed to maintaining a productive workplace and that harassment of any kind will not be tolerated;
  • Definition: Sets out a comprehensive definition of acts which are considered as harassment;
  • Rights and Duties of Employees: Employees should report harassment immediately, even if the conduct was reported by another employee;
  • Commitment: Management has made every effort to draft a policy which is effective and accessible.

Protect your rights and your company by using our attorney-prepared forms.

This attorney-prepared packet contains:
  1. General Information
  2. Instructions and Checklist
  3. Anti-Harassment Policy
State Law Compliance: This form complies with the laws of all states
Number of Pages7
DimensionsDesigned for Letter Size (8.5" x 11")
EditableYes (.doc, .wpd and .rtf)
UsageUnlimited number of prints
Product number#43641
This is the content of the form and is provided for your convenience. It is not necessarily what the actual form looks like and does not include the information, instructions and other materials that come with the form you would purchase. An actual sample can also be viewed by clicking on the "Sample Form" near the top left of this page.
Anti-Harassment Policy


1.   Statement of Policy
______ ("Company") is committed to creating and maintaining a positive, productive work environment in which all employees are free to put forth their best effort and have an opportunity to succeed as a result.  Therefore, the Company will not tolerate workplace harassment of any employee, either by fellow employees or non-employees, based on race, sex, religion, color, national origin, age, disability, the exercise of a protected activity (like filing a complaint), or any other reason deemed impermissible under the law.
2.   Definition of Harassment
Harassment occurs when:  (a) submission to such conduct is made, either explicitly or implicitly, a term or condition of an individual's employment; (b) submission to or rejection of such conduct by an individual is used as the basis for tangible job decisions affecting such individual; or (c) such conduct unreasonably interferes or is intended to interfere with an individual's work performance or creates an intimidating, hostile, or offensive working environment.
Harassment can include offensive verbal conduct such as foul or obscene language, epithets, suggestive statements or innuendo, derogatory comments, or "jokes."  Harassment may further include touching, gestures, or other offensive physical conduct, or creating, displaying, or reading offensive graphic or written materials in the workplace that relate to the sex, race, religion, color, national origin, age, or disability of an employee.  Any of these behaviors is considered harassment if it would make a reasonable person experiencing the conduct uncomfortable in the workplace, or if it could hinder the person's job performance.
3.   Application and Violation of Policy
This policy applies to all Company employees at every level.  Violation of the policy will result in disciplinary action, up to and including discharge.  Therefore, it is important that you ask any questions you may have about the policy, the definition of harassment, or the application of the policy.  The Company fully expects that you may at times have such questions, and you should know that you are able to discuss these questions with your supervisor or the Human Resources Manager freely and without fear of reprisal.
4.   Special Duties and Responsibilities of Supervisors
All employees are covered by and subject to the Company's AntiHarassment Policy.  However, supervisors should be aware that their unique role in directing and managing others places them in a position in which their behavior is particularly critical to the work environment.
A supervisor is anyone having the authority to either direct another employee's daytoday work activities, or undertake or recommend tangible job decisions.  A "tangible job decision" includes, but is not limited to, hiring, firing, demoting, disciplining, and reassigning employees.  You are considered an employee's supervisor at any time you have this authority, even on a temporary basis.
Be aware that, occasionally, while you may not actually be a particular employee's supervisor under the Company's chain of command, an employee may nonetheless reasonably believe that you have supervisory authority over him or her.  This could happen when the employee is not aware of the chain of command, or if you are a relatively highranking management official that employees may perceive as having authority over them.  You should never assume that an employee knows the limits of your authority in your interactions with them, nor should you say or do anything that tends to exaggerate or under-represent the scope of your authority in those interactions.
Employees commonly view their supervisors as representatives of the Company, and may incorrectly believe that the Company condones, or would fail to act if it became aware of, harassment based upon their observations of you as a supervisor.  Therefore, it is particularly important that your interactions with employees be above reproach, and that you effectively address reports of harassment.
As a supervisor, you have another key responsibility.  In the event that an employee reports an incident of harassment to you, or you otherwise have reason to believe that harassment is taking place, you must take immediate action.  The Company promptly investigates all complaints of harassment.  These investigations are conducted by Human Resources personnel who have been trained to conduct such investigations in a confidential and thorough manner.  Therefore, you should inform the employee that, while the Company will take all reasonable steps to preserve confidentiality, you are obligated to report the incident under the Company's investigation policy. At times, it may be necessary for you to intervene before the investigation is initiated. If you have any questions about appropriate responses, you should immediately contact your Human Resources representative.
As a supervisor, you may not in any way take retaliatory action against the complaining employee (whether or not you are the subject of the complaint), and you must take steps to ensure that the employee is not subject to retaliation by other parties involved.  In fact, any tangible job decision arising from harassment, whether it inures to an employee's detriment, or alternatively, confers a benefit on an employee for tolerating harassment, is strictly prohibited.
Although the Company looks to supervisors to help implement and enforce the AntiHarassment Policy, the policy also operates to protect supervisors against harassment in the workplace.  Should you experience harassment from a colleague, supervisor, or any other employee, you should immediately report it to a manager with whom you feel comfortable, and to the Human Resources Manager.
5.   Rights and Duties of NonManagerial Employees
The AntiHarassment Policy is designed to protect you from harassment in the workplace, and to help maintain a pleasant, respectful environment in which you can feel comfortable and productive. However, the policy only works when you use it.  You should report harassment of yourself or of another employee immediately, even if you believe the conduct was reported by someone else.  Do not wait until the behavior becomes severe or is repeated.  Similarly, do not assume that your supervisor is aware of harassment, or that if you were to report the offense, that no corrective action would be taken.  On the contrary, often times, harassing behavior is conducted out of the view or earshot of others.  A coworker whose actions toward you or another employee constitute harassment may behave like a model employee in front of others, especially supervisors.
The Company will devote any and all resources necessary to eliminate harassment in the workplace. The Company will not tolerate improper behavior from any employee, regardless of rank or position, and will investigate each report of harassment.  In every case, the Company will identify and take any and all appropriate remedial steps to prevent further harassment, including disciplinary action. Moreover, because the Company expects you to avail yourself of the protection the policy offers, we will take steps to help ensure that no retaliatory action is taken against you (or the employee you report has been subjected to harassment) for reporting the harassment.
You have several options as to how to report harassment.  You may speak with your immediate supervisor or another manager, and to Human Resources.  Alternatively, you may choose to report the incident to the Human Resources Manager only.  Your Human Resource contacts include:
Once the Company receives your report, it will investigate the complaint.  In conducting the investigation, the Company will disclose the nature and parties involved in the complaint only on a limited, needtoknow basis.  However, after you report harassment, we will follow up to help ensure that you are not subjected to any form of retaliation.  Retaliation, like harassment, violates Company policy, and will not be tolerated.
6.   Our Commitment To An Effective AntiHarassment Policy
We have made every effort to draft an AntiHarassment Policy that is both effective and accessible. However, if you at any time believe that the Company has not met its obligations with respect to implementing the policy, or you believe that the protections of the policy are not readily available to you, please notify the Human Resources Manager.  We value your input, and hope that we can work together to make this an environment free from harassment.

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