BULLYING AND ANTI-HARASSMENT POLICY

1. PURPOSE

"MXT" is committed to providing a safe, respectful, and inclusive work environment for all employees, free from bullying, harassment, and discrimination. We believe that all individuals have the right to be treated with dignity and respect, and we will not tolerate any form of bullying or harassment within the organization.

2. PURPOSE

This policy aims to:

• • Ensure all employees understand what constitutes bullying and harassment.

  • Set clear expectations for acceptable behavior.

  • Outline the process for reporting incidents of bullying or harassment.

  • Provide a framework for addressing and resolving complaints.

3. SCOPE

This policy applies to all employees, contractors, consultants, interns, and visitors of [Your Company Name]. It covers behaviors occurring:

• In the workplace (including virtual workspaces and online communication).

• At work-related events, conferences, or social functions.

• During work-related travel or business trips.

4. DEFINITIONS

4.1. BULLYING

Bullying is repeated, unreasonable behaviour that intimidates, offends, degrades, or humiliates an individual or group of individuals. This includes but is not limited to:

• Verbal abuse or insults.

• Intentionally excluding or isolating someone.

• Deliberately undermining a person's work performance.

• Spreading rumors or malicious gossip.

• Making threats or using coercion.

4.2. HARASSMENT

Harassment is any unwanted conduct, whether verbal, physical, or visual, that offends, humiliates, or intimidates a person based on their:

• Race, gender, age, disability, religion, sexual orientation, or any other protected characteristic.

Examples include:

• 1. Unwanted physical contact or gestures.

  2. Offensive jokes, remarks, or comments.

  3. Displaying offensive images or emails.

  4. Unwelcome advances or inappropriate questions.

4.3. SEXUAL HARASSMENT

Sexual harassment includes unwanted sexual advances, requests for sexual favours, or other verbal, non-verbal, or physical conduct of a sexual nature.

Examples include:

• Unwelcome physical contact, such as touching or patting.

• Sexual jokes, innuendos, or suggestive comments.

• Sending sexually explicit messages or materials.

• Quid pro quo harassment (e.g., offering benefits in exchange for sexual favors).

5. RESPONSIBILITIES

MANAGEMENT

• Ensure all employees understand the policy and consequences of bullying and harassment.

• Take all complaints seriously and act promptly.

• Maintain confidentiality during the investigation process.

• Foster a culture of respect and professionalism.

EMPLOYEES

• Treat all colleagues with dignity, respect, and professionalism.

• Refrain from engaging in any form of bullying or harassment.

• Report any incidents promptly and truthfully.

• Cooperate fully in any investigations.

6. REPORTING PROCEDURES

If you experience or witness bullying or harassment:

1.   INFORMAL RESOLUTION: Where appropriate, try to address the issue directly with the person involved by explaining how their behavior affects you.

2.   REPORT TO MANAGEMENT/HR: If the issue persists or an informal resolution is not possible, report the incident to your immediate supervisor, manager, or the HR department.

3.   FORMAL COMPLAINT: Submit a written complaint to the HR department detailing:

• • • • The nature of the incident(s).

      • Names of the parties involved.

      • Dates, times, and locations of the incident(s).

      • Names of any witnesses.

7. INVESTIGATION PROCESS

• All complaints will be treated seriously, confidentially, and fairly.

• An investigation will be conducted promptly.

• Both parties will have an opportunity to provide their account of the incident(s).

• Appropriate action will be taken based on the findings, which may include:

  • 1. Mediation or counselling.

    2. Disciplinary action (up to termination).

    3. Referrals to external authorities, if necessary.

8. PROTECTION AGAINST RETALIATION

"MXT" strictly prohibits retaliation against anyone who reports bullying, harassment, or discrimination in good faith. Any acts of retaliation will be treated as a serious violation of this policy.

9. CONFIDENTIALITY

All reports and investigations will be handled sensitively and confidentially. Information will only be shared with individuals who need it to address the complaint.

10. CONSEQUENCES OF POLICY VIOLATIONS

Employees found to have violated this policy may face disciplinary action, up to and including termination of employment, depending on the severity of the offense.

11. REVIEW OF POLICY

This policy will be reviewed annually to ensure it remains relevant, effective, and compliant with applicable laws.