This policy states the commitment of Company name (the "Company") to a workplace free from harassment and discrimination, explains what conduct is prohibited, and describes how to raise a complaint and what happens when you do. Your signature confirms that you have read and understood it.

1. Scope

This policy protects and applies to everyone in the Company's work environment: employees, contractors, candidates, interns, and visitors. It covers conduct in offices, in remote and online work settings, at client sites, during business travel, and at Company-organized events.

2. Prohibited conduct

1. Discrimination — treating someone less favorably because of a personal characteristic such as race, color, national origin, sex, gender identity or expression, sexual orientation, religion, age, disability, or family status.
2. Harassment — unwelcome conduct related to such a characteristic that creates an intimidating, hostile, degrading, or offensive environment. It can be verbal, physical, written, or visual, and it can occur in person or through digital channels.
3. Sexual harassment — unwelcome sexual advances, requests for sexual favors, and other unwelcome conduct of a sexual nature, including suggestive comments, messages, or images, and any suggestion that a work benefit depends on accepting such conduct.
4. Bullying and intimidation — repeated hostile behavior such as humiliation, sabotage of someone's work, or abusive language, even when not tied to a protected characteristic.

A single serious incident can violate this policy; a pattern is not required.

3. How to raise a complaint

1. If you feel safe doing so, you may tell the person that their conduct is unwelcome and ask them to stop. This step is optional — you are never required to confront anyone.
2. Report the conduct to your manager, to the people team, or through the Company's designated reporting channel. If your concern involves your manager, go directly to the people team or the designated channel.
3. Reports may be made verbally or in writing. Sharing details — what happened, when, where, who was involved, and any witnesses — helps the Company respond effectively, but an incomplete report is still a valid report.

4. Investigation

1. The Company will review every report promptly, fairly, and as confidentially as a proper investigation allows.
2. Both the person reporting and the person named will have an opportunity to be heard. Interim measures, such as adjusting reporting lines or schedules, may be applied while the review is ongoing.
3. At the end of the investigation, the people involved will be informed of the outcome to the extent appropriate.

5. Consequences and no retaliation

1. Anyone found to have violated this policy faces corrective action proportionate to the conduct, up to and including termination of employment or engagement.
2. Retaliation against anyone who reports a concern in good faith, or who participates in an investigation, is itself a violation of this policy and will be treated with the same seriousness as the underlying conduct.
3. Knowingly false accusations made in bad faith are also a violation. This does not apply to reports made honestly that are not substantiated.

6. Responsibilities of managers

Managers must model the standards in this policy, take every report seriously, escalate reports through the proper channel without delay, and never discourage anyone from reporting.

Acknowledgment

I, Employee full name, confirm that I have read and understood this anti-harassment and anti-discrimination policy, including the complaint procedure and the protection against retaliation, and that I agree to follow it.

Signatures

Signature: ✍ Employee signature Date: Signature date