Your policy should include five essential elements.

The rules.

State clearly that bullying is not acceptable in the workplace and will be dealt with. Then, state what the rules are in the company. Make sure that these rules are in line with the laws in your area.

Specific behaviors, examples, and circumstances.

The document should spell out what behaviors are and are not acceptable. Providing specific examples that are relevant to the workplace will help guide employees’ behavior. (For example, saying that yelling is always a bullying behavior might be an issue if employees work on a loud factory floor where they may need to raise their voices in order to be heard.)

Safe from reprisal.

Make sure the policy clearly states that no one will be acted against for bringing a claim to the employer’s attention or attesting to details within that claim.

The consequences.

Make sure you include the possible solutions and consequences for a bullying incident, including what disciplinary action may be taken. Also include consequences for false claims.

A complainant’s rights.

Make sure victims know what will happen if they file a complaint and what rights they have, including confidentiality, privacy, and the right to a fair hearing. They should also know their avenues of complaint: the union, internal Human Resources department, appropriate government department, police, or the legal system.

Above all, ensure the policy is clear, up to date, and reviewed and revised periodically.