Workplace Harassment Policy

Nepal News is committed to providing a safe, professional, and respectful work environment for all employees, freelancers, interns, and stakeholders. Our newsroom will be free from harassment, discrimination, intimidation, or any form of misconduct. This policy outlines definitions, reporting mechanisms, investigation procedures, and support systems to protect all members of our community while upholding journalistic integrity.

1. Purpose and Scope

• To ensure a professional, inclusive, and harassment-free workplace.
• Applies to all employees, contractors, freelancers, interns, contributors, and anyone interacting with Nepal News.
• Covers all work-related settings, including the newsroom, offices, reporting assignments, events, and online or social media engagement representing Nepal News.

2. Definition of Workplace Harassment

• Workplace harassment is any behavior that demeans, humiliates, threatens, or creates a hostile or unsafe environment. Harassment may be intentional or inadvertent, but either is unacceptable. Forms include:
  

  
  a. Sexual Harassment:

• Unwelcome sexual advances or requests for sexual favors.
• Verbal, physical, or non-verbal sexual conduct that creates discomfort.
  

  b. Bullying:
  

• Repeated aggressive or intimidating behavior aimed at diminishing an individual.
  

  c. Discrimination:

• Unfair treatment based on gender, race, ethnicity, religion, age, disability, sexual orientation, marital status, or other protected characteristics.
  

  d. Hostile Work Environment:

• Creating an intimidating, offensive, or oppressive atmosphere.
  

  
  Examples:

• Verbal abuse, offensive jokes, or slurs.
• Non-consensual physical contact or gestures.
• Displaying inappropriate or explicit material.
• Derogatory comments about personal characteristics, appearance, or abilities.
  

3. Forms of Harassment

Physical Conduct:

• Unwanted touching, patting, pinching, hugging, stroking, kissing, or inappropriate contact.
• Physical abuse or threats, including sexual assault.
• Exploiting authority to solicit favors or intimidate.

Verbal Conduct:

• Offensive remarks on appearance, background, gender, race, religion, sexual orientation, age, or ability.
• Repeated unsolicited invitations, flirting, or suggestive comments.
• Intimidation, bullying, or abuse of authority.
• Spreading rumors, belittling, or creating discomfort in professional settings.

Non-Verbal Conduct:

• Displaying sexually explicit or offensive material.
• Suggestive gestures, leering, whistling, or inappropriate eye contact.

Inadvertent Harassment:

Even unintentional harassment is unacceptable. Employees are encouraged to communicate politely if behavior makes them uncomfortable and to report persistent incidents.

4. Zero-Tolerance Policy

• Nepal News maintains a zero-tolerance stance toward all harassment.
• Violations may lead to disciplinary action, including demotion, suspension, withholding of promotion, or termination.
• Severe harassment or false complaints filed intentionally will be treated as serious violations.

5. Reporting Mechanism

Internal Reporting:

• Employees are encouraged to report harassment to their Coordinator of Department (COD) or supervisor.
• If unresolved or uncomfortable reporting to COD, contact Administration Executive (contact details available internally).
• Prompt reporting is encouraged to ensure timely and effective resolution.

External Reporting:

• Employees may escalate complaints to government authorities under Nepal’s Sexual Harassment at Workplace (Prevention) Act, 2015.
• Nepal News will cooperate fully with authorized investigations while maintaining confidentiality.

Anonymous Reporting:

• Secure, confidential mechanisms are available for those who prefer anonymity.

6. Investigation Procedure

• Initial Assessment: HR reviews the complaint and evaluates the need for interim measures.
• Confidentiality: All proceedings are handled with strict discretion to protect all parties.
• Interim Measures: Temporary actions may be implemented to prevent further incidents.
• Resolution: Investigations are completed promptly, and appropriate disciplinary actions are taken based on findings.

7. Protection Against Retaliation

• Retaliation against anyone reporting harassment or participating in investigations is strictly prohibited.
• Retaliatory behavior is considered a separate violation and may result in disciplinary action.

8. Responsibilities

Management:

• Foster a harassment-free workplace.
• Act promptly on reported complaints.

Employees:

• Behave professionally, treat colleagues respectfully, and report harassment.
• Cooperate in investigations and support a safe workplace culture.

Human Resources:

• Lead investigations, maintain confidentiality, enforce compliance, and provide guidance and support.

9. Support and Resources

• Counseling Services: Confidential assistance for affected individuals.
• Peer Support Groups: Access to guidance and emotional support.
• Workplace Adjustments: Temporary changes in work arrangements to ensure safety.

10. Reporting and Preventing Harassment During Fieldwork

• Choose safe, public meeting locations.
• Avoid being alone with unknown or untrusted individuals.
• Maintain professional boundaries through communication, tone, and attire.
• Alert colleagues or supervisors about your location during assignments.
• Network with trusted peers for guidance and protection.
• Act as an active bystander when witnessing harassment.
• Evaluate risks before assignments and prioritize personal safety.

11. Awareness and Training

• Mandatory training sessions on workplace harassment, prevention, and reporting procedures.
• Policy is available internally and reviewed regularly for updates.

12. Monitoring and Accountability

• Regular review of workplace culture and feedback.
• Monitoring patterns of complaints to identify systemic issues.
• External audits or consultant reviews may be conducted to ensure compliance.

13. Policy Updates

• Reviewed annually to align with evolving legal standards, newsroom practices, and international media best practices.

14. Acknowledgment

• All employees, freelancers, and interns must acknowledge receipt and understanding of this policy.
• Commitment to comply with this policy is mandatory for all members of Nepal News.