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Seafood North Primary School POLICY DOCUMENT BULLYING (including cyberbullying) and HARASSMENT POLICY and PROCEDURES Written by Date Approved by School Council Welfare Committee & Educations Committee

How to fill out bullying amp harrassment policy

How to fill out bullying & harassment policy:

1. Start by gathering information: Collect any existing policies or guidelines related to bullying and harassment in your organization. Review local laws and regulations regarding workplace harassment to ensure compliance.
2. Define the purpose and scope: Clearly state the purpose of the policy, which is to prevent and address bullying and harassment in the workplace. Identify who and what the policy applies to – employees, contractors, customers, etc.
3. Develop a statement of commitment: Express the organization's commitment to creating a safe and respectful workplace free from bullying and harassment. This statement should be signed by top management or executives to show their support.
4. Define key terms: Clearly define what constitutes bullying and harassment according to your organization's perspective. This can include examples of behaviors that are unacceptable, such as verbal abuse, physical intimidation, cyberbullying, etc.
5. Communicate reporting procedures: Provide clear instructions on how employees can report incidents of bullying and harassment. Identify the appropriate channels to report to, such as human resources, a designated contact person, or an anonymous reporting system.
6. Establish investigation procedures: Detail how incidents will be investigated in a fair and objective manner, ensuring confidentiality for all parties involved. Clearly state the consequences for substantiated cases of bullying and harassment.
7. Outline support mechanisms: Inform employees about the available resources and support systems for victims of bullying and harassment. This may include counseling services, employee assistance programs, or training programs to prevent future incidents.
8. Provide training and awareness: Implement training programs to educate employees on the policy, promoting awareness about what constitutes bullying and harassment, and emphasizing the importance of a respectful workplace.
9. Regularly review and update: Recognize that the policy should be a living document that adapts to changing circumstances and legal requirements. Regularly review and update the policy to ensure its effectiveness over time.

Who needs a bullying & harassment policy:

1. All organizations: Bullying and harassment can occur in any workplace, regardless of size or industry. Having a policy in place ensures that employees are aware of what constitutes unacceptable behavior and the procedures for reporting incidents.
2. Human resources department: HR professionals are responsible for implementing and enforcing the policy, as well as conducting investigations into reported incidents. They must ensure the policy is communicated effectively and train employees on its content.
3. Managers and supervisors: These individuals play a vital role in preventing and addressing bullying and harassment in the workplace. They should be familiar with the policy, recognize signs of inappropriate behavior, and take appropriate action to address incidents.
4. Employees: All employees should be aware of the policy and their rights and responsibilities in the workplace. They should understand what constitutes bullying and harassment and know how to report incidents if they occur.
5. Customers and clients: In cases where bullying or harassment involves external parties, the policy can provide guidelines on how to address such incidents, ensuring a safe environment for all involved.

It is crucial for all organizations, regardless of their size or industry, to have a bullying and harassment policy in place. This policy outlines the procedures for reporting incidents, defines unacceptable behaviors, and emphasizes the organization's commitment to maintaining a safe and respectful workplace. HR professionals, managers, supervisors, employees, and even external parties should be aware of the policy and their role in preventing and addressing bullying and harassment. Regularly reviewing and updating the policy ensures its ongoing effectiveness.

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