1. Purpose
This policy sets out Hybrid Core BV's commitment to maintaining a working environment that is free from harassment, bullying, and all forms of undignified treatment. It provides clear guidance on what constitutes unacceptable behaviour, the rights of individuals affected, and the mechanisms available to address concerns.
2. Scope
This policy applies to all employees, directors, contractors, trainees, and any other individuals engaged by Hybrid Core BV. It covers conduct in the workplace, at work-related events and travel, and in any digital or virtual communications environment used for work purposes. It also applies to conduct by or towards clients, partners, and other third parties in a work context.
3. Policy statement
Every person at Hybrid Core BV has the right to be treated with dignity and respect. Harassment, bullying, and any form of undignified treatment are unacceptable and will not be tolerated, regardless of the seniority, relationship, or role of those involved. All concerns raised under this policy will be taken seriously and investigated promptly.
4. Definitions
4.1 Harassment
Harassment is unwanted conduct related to a protected characteristic - including gender, race, disability, age, sexual orientation, religion, or nationality - that has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment.
4.2 Sexual harassment
Sexual harassment is unwanted conduct of a sexual nature that has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, or offensive environment. It includes unwanted physical contact, verbal comments, jokes, or the display or sharing of sexual material.
4.3 Bullying
Bullying is persistent, offensive, intimidating, or abusive behaviour that undermines an individual and makes them feel threatened or humiliated. It can take many forms, including verbal abuse, unreasonable workload demands, exclusion, and misuse of authority.
4.4 Third-party harassment
Hybrid Core BV takes reasonable steps to protect employees from harassment by clients, partners, or other third parties encountered in a work context. Employees who experience such conduct should report it to management, who will take appropriate action.
5. Principles
- All complaints will be treated seriously and investigated in a timely and fair manner
- Confidentiality will be maintained to the extent possible throughout the process
- Both the complainant and the respondent are entitled to be treated fairly and with respect
- No one will be penalised for raising a concern in good faith, even if it cannot be substantiated
- Where a complaint is upheld, appropriate action will be taken regardless of seniority
- This policy is applied consistently and without favour
6. Informal resolution
In some cases, a concern can be resolved informally. If the individual is comfortable doing so, they may speak directly to the person whose behaviour is causing concern. Management or HR can provide support in facilitating an informal conversation. Informal resolution does not prejudice the right to make a formal complaint.
7. Formal complaints process
If informal resolution is not appropriate or has not resolved the concern, the affected individual may submit a formal written complaint to their line manager or, if the complaint involves their line manager, to a senior manager. The complaint should describe the behaviour in question, the dates and circumstances, and the impact on the individual.
A formal investigation will be conducted by an appropriate and impartial person. Both parties will have the opportunity to present their account and will be kept informed of progress. A written outcome will be provided to both parties within a reasonable timeframe.
8. Responsibilities
8.1 Management
Management is responsible for setting a positive tone, addressing concerns promptly, ensuring that this policy is understood by all team members, and taking appropriate action where harassment or bullying is identified.
8.2 All employees
All employees are responsible for treating colleagues and others with respect, for not engaging in harassing or bullying behaviour, and for supporting colleagues who raise concerns. Bystander intervention is encouraged.
9. Reporting and compliance
Concerns may be raised directly with a manager, a member of the management team, or via the Whistleblowing Policy. Allegations of harassment or bullying that are substantiated following investigation will be dealt with under the company's disciplinary procedure and may result in dismissal. The company will not retaliate against individuals who raise concerns in good faith.
10. Monitoring and review
The operation of this policy will be reviewed periodically to assess its effectiveness. This includes monitoring the number and outcomes of complaints raised. This policy is reviewed at least every two years or following significant incidents.
11. Communication and awareness
This policy is communicated to all employees at induction. Awareness of respectful workplace standards is reinforced through training and management practice. The policy is published on the company's internal systems.
12. Review cycle
This policy is reviewed every two years by the Hybrid Core Management Team or sooner if required by legal changes or significant workplace incidents.
13. Version control
Version: 1.0
Owner: Hybrid Core Management Team
Approved by: Hybrid Core Management
Effective Date: 01.06.2026
Review Period: Every 2 Years