Workplace Harassment Policy

1. Purpose and Scope

The Business Nepal (TBN) is committed to fostering a professional and respectful work environment, free from harassment, discrimination, or any form of misconduct. This policy applies to all employees, contractors, freelancers, interns, and stakeholders who interact with TBN.

2. Definition of Workplace Harassment

Workplace harassment includes, but is not limited to:

• Sexual Harassment: Unwelcome sexual advances, requests for sexual favors, or any verbal or physical conduct of a sexual nature.
• Bullying: Repeated aggressive behavior intended to intimidate or demean.
• Discrimination: Unfair treatment based on race, gender, age, religion, disability, marital status, or other protected characteristics.
• Hostile Work Environment: Creating an intimidating, offensive, or oppressive atmosphere.

Examples include:

• Verbal abuse, offensive jokes, or slurs.
• Non-consensual physical contact or gestures.
• Sharing inappropriate or explicit materials.
• Demeaning comments about personal characteristics or abilities.

3. Zero-Tolerance Policy

TBN maintains a zero-tolerance stance toward harassment. Any substantiated incident will result in disciplinary action, up to and including termination of employment or contracts.

4. Reporting Mechanism

TBN encourages prompt reporting of harassment to ensure swift resolution. Reports can be made via:

• Immediate Supervisors: Employees are encouraged to report concerns to their direct supervisor unless the supervisor is involved in the alleged harassment.
• Human Resources Department: Reports can be emailed to [email protected] or submitted in person.
• Anonymous Reporting Channels: A secure and confidential mechanism is available for employees wishing to report anonymously.
• General Reporting Email: [email protected]

5. Investigation Procedure

• Initial Review: Upon receiving a report, the HR department will assess the validity of the complaint.
• Confidentiality: All investigations are conducted with the utmost discretion, ensuring privacy for all parties.
• Interim Measures: TBN may implement temporary measures to prevent further incidents during the investigation.
• Conclusion and Action: Investigations are completed promptly. Based on findings, appropriate disciplinary action is taken.

6. Prohibition of Retaliation

TBN strictly prohibits retaliation against individuals who:

• Report harassment in good faith.
• Participate in investigations as witnesses or respondents.

Any act of retaliation is treated as a separate violation and will be met with severe consequences.

7. Awareness and Training

• Regular Training: TBN organizes mandatory training sessions to educate staff about workplace harassment and reporting mechanisms.
• Policy Dissemination: Copies of this policy are provided to all employees and are accessible on the company intranet.

8. Responsibilities

• Management: Ensure a harassment-free workplace and act on reported complaints.
• Employees: Act respectfully, report incidents promptly, and cooperate in investigations.
• Human Resources: Lead investigations, maintain confidentiality, and enforce policy compliance.

9. Support and Resources

TBN is committed to providing support for individuals impacted by harassment, ensuring their well-being and productivity:

• Counseling Services: Access to confidential counseling services to support affected individuals.
• Support Groups: Opportunities to connect with peers or professionals for guidance and understanding.
• Workplace Adjustments: Temporary changes to workplace arrangements, if required, to provide a safe environment.

10. Monitoring and Accountability

To ensure compliance with this policy, TBN will:

• Conduct periodic reviews of workplace culture and employee feedback.
• Monitor patterns of complaints to address systemic issues.
• Engage external auditors or consultants, if necessary, to evaluate adherence to harassment policies.

11. External Reporting Options

If an individual feels unsatisfied with the internal resolution process, they are encouraged to seek redress through external legal or regulatory channels. TBN will cooperate fully with any authorized investigations while maintaining confidentiality.

12. Policy Updates

This policy is reviewed annually to ensure alignment with evolving legal standards and workplace expectations.

13. Acknowledgment and Agreement

All employees and stakeholders are required to:

• Acknowledge receipt and understanding of the Workplace Harassment Policy.
• Agree to abide by the policy as a condition of their association with TBN.