WORKPLACE ANTI-HARASSMENT POLICY

[Company Name] (the “Company”)
Effective as of: [EFFECTIVE DATE]
Jurisdiction: State of Texas

TABLE OF CONTENTS

I. Document Header
II. Definitions
III. Operative Provisions
IV. Representations & Warranties
V. Covenants & Restrictions
VI. Default & Remedies
VII. Risk Allocation
VIII. Dispute Resolution
IX. General Provisions
X. Execution Block

I. DOCUMENT HEADER

1.1 Purpose. This Workplace Anti-Harassment Policy (the “Policy”) sets forth the Company’s zero-tolerance position on unlawful harassment, including sexual harassment, and establishes comprehensive prevention, reporting, training, and investigative procedures consistent with (a) Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e et seq.; and (b) Texas Labor Code Chapter 21, TEX. LAB. CODE § 21.001 et seq.

1.2 Coverage. This Policy applies to:
(a) all employees, officers, directors, temporary workers, interns (paid or unpaid), and applicants for employment (collectively, “Employees”);
(b) vendors, contractors, customers, and other third parties while on Company premises or engaged in Company business; and
(c) conduct occurring on-site, off-site, or online when connected to Company business or affecting the workplace environment.

1.3 At-Will Status. Nothing herein alters the at-will employment relationship. This Policy is not an employment contract.

[// GUIDANCE: Insert any collective bargaining provisions that must coexist with or supersede this Policy.]

II. DEFINITIONS

For ease of reference, capitalized terms are defined alphabetically.
“Complainant” – The individual who makes a complaint under this Policy.
“Harassment” – Unwelcome conduct based on a Protected Characteristic that either: (i) is made a term or condition of employment, or (ii) unreasonably interferes with work performance or creates an intimidating, hostile, or offensive environment.
“Investigator” – An impartial individual (internal or external) appointed pursuant to § 3.4 to conduct a fact-finding inquiry.
“Protected Characteristic” – Race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age (40 or older), disability, genetic information, military/veteran status, or any other characteristic protected under applicable law.
“Respondent” – The individual alleged to have engaged in Prohibited Conduct.
“Retaliation” – Any adverse action against an Employee for reporting, supporting, or participating in an investigation under this Policy.
“Sexual Harassment” – Harassment that is sexual in nature or is directed at an individual because of that individual’s sex, sexual orientation, gender identity, or gender expression.

III. OPERATIVE PROVISIONS

3.1 Prohibited Conduct. The Company strictly prohibits Harassment, Sexual Harassment, and Retaliation (“Prohibited Conduct”).

3.2 Scope. All Employees must:
(a) refrain from Prohibited Conduct;
(b) cooperate fully in investigations; and
(c) complete mandatory training per § 3.6.

3.3 Reporting Procedures.
(a) Internal Reporting. Employees may report concerns to any of the following, orally or in writing, 24/7:
i. Immediate supervisor or next-level manager;
ii. Human Resources (“HR”) Department;
iii. Ethics & Compliance Hotline: [HOTLINE NUMBER];
iv. Dedicated email: [EMAIL ADDRESS].
(b) External Reporting. Nothing herein limits an Employee’s right to file directly with the Texas Workforce Commission Civil Rights Division or the U.S. Equal Employment Opportunity Commission.
(c) Anonymity and Confidentiality. Anonymous reports are permitted. The Company will maintain confidentiality to the extent consistent with a thorough investigation and legal obligations.

3.4 Investigation Protocols.
(a) Appointment. Within five (5) business days of receipt, HR will appoint an Investigator.
(b) Neutrality & Impartiality. The Investigator shall have no conflict of interest with the Complainant or Respondent.
(c) Process. The Investigator shall:
i. provide written notice to parties;
ii. conduct interviews and collect evidence;
iii. produce a written report with findings under a preponderance-of-the-evidence standard; and
iv. present findings to HR and Management within thirty (30) calendar days, subject to extension for good cause.
(d) Recordkeeping. All materials shall be retained for not less than seven (7) years or as required by law.

3.5 Corrective Action. Upon a substantiated finding, the Company will impose appropriate discipline up to and including termination, training, counseling, written warnings, suspension, demotion, and/or reassignment.

3.6 Training Requirements.
(a) New Hire Training. Each new Employee shall complete harassment-prevention training within thirty (30) calendar days of hire.
(b) Annual Training. All Employees shall complete refresher training annually.
(c) Manager-Level Training. Supervisors and managers shall receive enhanced supervisory obligations training, including duty to act and escalate.
(d) Certification. Completion certificates shall be maintained in the Employee’s personnel file.

3.7 No Retaliation. Any Employee engaging in Retaliation will be subject to discipline independent of the merits of the underlying complaint.

IV. REPRESENTATIONS & WARRANTIES

4.1 Company Representation. The Company represents that it has adopted this Policy in good faith, after due consideration of applicable federal and Texas law, and will allocate sufficient resources to its implementation.

4.2 Employee Acknowledgment. By signing the acknowledgment in § 10.2, each Employee warrants that the Employee has read, understands, and agrees to abide by this Policy.

[// GUIDANCE: Attach separate schedules for multi-state operations to address state-specific variances.]

V. COVENANTS & RESTRICTIONS

5.1 Affirmative Covenants of Employees. Employees shall:
(a) comply with this Policy in all work-related contexts;
(b) promptly report observed or suspected Prohibited Conduct; and
(c) participate honestly and fully in investigations.

5.2 Negative Covenants. Employees shall not:
(a) engage in Prohibited Conduct;
(b) interfere with investigations; or
(c) disclose confidential investigative information except as authorized.

5.3 Notice & Cure (Supervisory Personnel). Supervisors who fail to act upon known Prohibited Conduct shall have five (5) business days from notice of default to cure by initiating appropriate remedial action.

VI. DEFAULT & REMEDIES

6.1 Events of Default. The following constitute defaults:
(a) commission of Prohibited Conduct;
(b) willful failure to report;
(c) retaliation;
(d) breach of confidentiality obligations.

6.2 Graduated Remedies. Depending on severity and prior history, discipline may include: verbal counseling; written warning; final written warning; suspension (with or without pay); demotion; and termination.

6.3 Attorney’s Fees & Costs. To the fullest extent permitted by law, in any action to enforce this Policy, the prevailing party shall be entitled to recover reasonable attorney’s fees and costs.

VII. RISK ALLOCATION

7.1 Employer Indemnification. The Company shall indemnify and defend Employees against third-party claims arising out of good-faith compliance with this Policy, except for claims attributable to the Employee’s willful misconduct or gross negligence.

7.2 Limitation of Liability. Nothing in this Policy shall be construed to waive or limit any liability that cannot lawfully be waived under Title VII or the Texas Labor Code, including statutory caps on compensatory and punitive damages.

7.3 Insurance. The Company shall maintain Employment Practices Liability Insurance (“EPLI”) with coverage limits not less than [COVERAGE AMOUNT].

7.4 Force Majeure. In the event of natural disasters, governmental orders, or similar events making compliance impossible, deadlines under §§ 3.4(c) and 3.6 may be tolled for the duration of the event.

VIII. DISPUTE RESOLUTION

8.1 Governing Law. This Policy shall be governed by and construed in accordance with the laws of the State of Texas, without regard to conflict-of-laws principles.

8.2 Forum Selection. Subject to § 8.3, any civil action arising under this Policy shall be brought exclusively in the state courts located in [COUNTY], Texas.

8.3 Limited Arbitration.
(a) Covered Claims. Individual wage or hour claims may be submitted to binding arbitration upon mutual written consent.
(b) Non-Arbitrable Claims. Claims alleging Harassment, discrimination, or Retaliation under federal or Texas law shall not be subject to mandatory arbitration.
(c) Arbitration Rules. Where used, arbitration shall proceed under the Employment Arbitration Rules of the American Arbitration Association then in effect.

8.4 Jury Waiver. Nothing herein shall be construed to waive any constitutional right to a jury trial where applicable law provides such right.

8.5 Injunctive Relief. Either party may seek immediate injunctive or other equitable relief in state court to prevent ongoing or imminent Prohibited Conduct.

IX. GENERAL PROVISIONS

9.1 Amendments. This Policy may be amended only by written instrument signed by the Company’s Chief Executive Officer or designee and distributed to Employees.

9.2 Waiver. Failure to enforce any provision shall not constitute a waiver of future enforcement.

9.3 Assignment. Employees may not assign their rights or obligations under this Policy. The Company may assign in connection with a merger, acquisition, or sale of assets.

9.4 Severability. If any provision is held unlawful or unenforceable, such provision shall be severed, and the remainder shall remain in full force, with the invalid provision reformed to the minimum extent necessary to comply with law.

9.5 Integration. This Policy constitutes the entire policy concerning its subject matter and supersedes all prior inconsistent policies.

9.6 Electronic Signatures. Electronic acknowledgments executed via DocuSign, Adobe Sign, or similar platforms shall be deemed originals.

X. EXECUTION BLOCK

10.1 Company Authorization.

[AUTHORIZED SIGNATORY NAME]
[Title]
For and on behalf of [Company Name]
Date: ________

10.2 Employee Acknowledgment.

By signing below, I acknowledge that I have received, read, understand, and agree to comply with the Workplace Anti-Harassment Policy.

[EMPLOYEE NAME]
Date: ________

[// GUIDANCE: For large workforces, consider digital click-through acknowledgment with back-end reporting to track completion.]