No, there is no need to send it to DIER. In case there is a recognised union at the place of work, such union must be consulted when drafting the policy.

Purpose, definitions, reporting procedures and any applicable disciplinary measures.

There is no legal obligation to have such policy, but it is strongly recommended. A policy helps demonstrate reasonable steps to prevent violence and harassment within the work environment.

No. Violence and harassment are not limited to physical conduct. Depending on the circumstances, they may include verbal, written, psychological, sexual, economic, online or other forms of unacceptable behaviour.

No. The concept of the work environment is broader than the physical workplace. It includes work-related travel, training, professional events, social activities connected with work, work-related online communications, employer-provided accommodation and any trip when a person commutes to and from work.

Yes, in serious cases. Criminal liability now extends to serious breaches of Article 29A.