No Retaliation Policy Template

No Retaliation Policy Template

This template provides a basic structure for your retaliation in the workplace policy. And it works as a starting point for building your company’s policy. We highly suggest adding, changing, or rearranging content to make it your own! 

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Purpose

We want you to speak up when you see issues, have new ideas, or just want to talk something out. And more importantly, we want you to feel safe doing so.

So, here, we’ll break down what retaliation looks like in the workplace and how we’ll address it.

Next : Scope >

Scope

This policy applies to [all prospective, current, and former employees].

Next : What is retaliation? >

What is retaliation?

Retaliation refers to any action (verbal, physical, or otherwise) taken with harmful intent for personal gain. AKA “getting back” at someone.

Next : Why a “no retaliation” policy? >

Why a “no retaliation” policy?

As we said, we want everyone to feel safe and welcome at work. And that can’t happen if employees are in constant fear that their actions might face retaliation.

With a no retaliation policy comes the expectation that everyone involved in a disagreement will work quickly and amicably to resolve the matter. And it will not affect the workplace or company culture moving forward.

Next : Our no retaliation policy >

Our no retaliation policy

Here at [company name], we have a strict no retaliation policy. Meaning that no person is allowed to retaliate against any other person for any reason. Period.

Some common actions that bring about retaliation include:

  • Requesting leave (such as parental leave)
  • Filing a harassment or discrimination complaint
  • Lawsuits for wrongful termination

This list is by no means exhaustive. If you have questions about whether something is or is not retaliation (even if you are not ready to file a complaint), feel free to reach out to [your manager/HR].

Next : How to report retaliation >

How to report retaliation

You may file a retaliation complaint internally at any time with [your manager/HR]. Depending on the severity, legal actions may be taken against the employee mentioned in the complaint.

HR will conduct a full and discreet investigation into the alleged misconduct. All while taking measures to protect the employee who filed the report from further retaliation.

Complaints will be kept confidential as much as possible to protect all parties involved. When a conclusion is reached, HR will let all involved parties know the final decision and any further disciplinary actions.

Next : Disciplinary actions for retaliating >

Disciplinary actions for retaliating

If someone reports that you are retaliating against them, HR will fully investigate that matter.

The following may trigger disciplinary action:

  • Repeatedly filing false claims or unreasonable complaints about a coworker
  • Intentionally singling someone out
  • Unlawfully terminating an employee or taking away benefits
  • Leaving a stakeholder out of essential meetings or company gatherings
  • Vilifying an employee (including former employees)

Please note that this list is not exhaustive. And if you are found retaliating in any capacity, we will apply our regular disciplinary action process to resolve the issue.

Next : Questions? Comments? Concerns? >

Questions? Comments? Concerns?

Have a question about this policy? Reach out to [HR contact].

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