Playroll's Global Anti-Harassment and Sexual Harassment Policy

This policy explains how Playroll prevents, investigates, and addresses harassment and sexual harassment at work, for remote and on-site employees alike.

At Playroll, we're committed to providing a safe and healthy work environment for all employees, regardless of their work location. This policy outlines our commitment to preventing discrimination on any ground, harassment, and sexual harassment in the workplace — whether you work remotely or otherwise — and ensures compliance with applicable laws and regulations in the territories where Playroll operates. Playroll operates a zero-tolerance policy for any form of harassment in the workplace, treats all incidents seriously, and promptly investigates all allegations of harassment. We take all reasonable steps to prevent harassment and protect the dignity and wellbeing of our workforce.

Given the nature of remote work, Playroll also requires that you take reasonable steps to maintain a respectful working environment and to look after your personal and psychological wellbeing while working, whether remotely or otherwise.

Anyone found to have harassed another person will be dealt with appropriately, which may include dismissal. All complaints of harassment are taken seriously and treated with respect and in confidence. No one will be victimised for making such a complaint.

Who this policy applies to

This policy applies to remote employees and on-site employees of Playroll and any Playroll Partner (a local entity that employs an employee directly on Playroll's instruction).

What this policy aims to do

• Define the meaning of harassment and the types of harassment.
• Prevent, punish, and put measures in place to try to eradicate harassment in the workplace, to protect the dignity and wellbeing of individuals. This is based on the principles of respect for freedom, work and equality, equity, mutual respect, and confidentiality.
• Establish a procedure to raise, analyse, and address complaints.

Definitions

• Playroll means Playroll Limited UK and any of its subsidiaries globally.
• Playroll Partner means any entity that Playroll has partnered with, which employs an employee directly on the instruction of Playroll.
• OHS Regulations means any applicable occupational health and safety regulations that apply within any territories where Playroll or a Playroll Partner operates.
• This policy means this Anti-Harassment and Sexual Harassment Policy.
• Remote Working Employee means any individual employed directly by a Playroll entity or a Playroll Partner who works remotely or at any other remote location designated by Playroll or a Playroll Partner.
• On-Site Employee means any individual employed directly by a Playroll entity or a Playroll Partner who works on-site at a client's office or another work location designated by Playroll or a Playroll Partner.
• Harassment means any behaviour that degrades, demeans, or discriminates against another person, as may be defined under applicable local laws.
• Sexual harassment means any unwanted sexual behaviour or gestures, or any other verbal, non-verbal, or physical conduct of a sexual nature that harms a person's dignity.

What harassment and sexual harassment can look like

Sexual harassment may show up in different ways. This list is not exhaustive:

Physical conduct

• Unwelcome physical contact, including patting, pinching, stroking, kissing, hugging, fondling, or inappropriate touching.
• Physical violence, including sexual assault.
• Physical contact, such as touching or pinching.
• Using job-related threats or rewards to solicit sexual favours.

Verbal conduct

• Comments on a worker's appearance, age, private life, and similar personal topics.
• Sexual comments, stories, and jokes.
• Sexual advances.
• Unwanted social invitations for dates or physical intimacy.
• Insults based on the sex of the worker.
• Condescending or paternalistic remarks.
• Sending sexually explicit messages, by phone or by email.

Non-verbal conduct

• Display of sexually explicit or suggestive material.
• Sexually suggestive gestures.

How to report harassment or sexual harassment at work

Tell the person the behaviour is unwanted

If you experience sexual harassment, you should, if possible, tell the alleged harasser that the conduct is unwanted and unwelcome, as well as informing Playroll or your direct supervisor.

Tell your supervisor or a Playroll team member

Playroll and our Playroll Partners recognise that harassment or sexual harassment may occur in unequal relationships — for example, between a supervisor and their employee — and that it may not always be possible for you to approach the alleged harasser directly.

If you can't directly approach the alleged harasser, first approach your supervisor or manager. If this isn't possible or appropriate, contact a designated Playroll staff member, such as your Employee Success Manager or a representative from the Legal team at legal@playroll.com.

Playroll or a Playroll Partner may investigate

Playroll or a Playroll Partner will consider the facts of your complaint and, if necessary, may conduct a further investigation.

Informal or formal process

After reviewing your complaint, an informal or formal process may follow.

If you wish to deal with the matter informally, a designated person from Playroll or a Playroll Partner may:

• Give the alleged harasser an opportunity to respond to the complaint.
• Facilitate a discussion between both parties to try to reach an informal resolution acceptable to you, or refer the matter to a designated mediator within Playroll or a Playroll Partner to resolve it.
• Keep a confidential record of what happens.
• Handle the above speedily, in light of the circumstances of your case.

If you wish to deal with the matter formally, a designated person from Playroll or a Playroll Partner may:

• Conduct appropriate interviews or another form of investigation.
• Decide whether an incident (or incidents) of harassment took place.
• If necessary, produce a report detailing the investigation, findings, and any recommendations.
• If harassment is found to have taken place, decide on appropriate remedies. Any sanction imposed on a harasser depends on the gravity and extent of the harassment and the requirements of applicable local law.
• Keep a record of all actions taken.
• Ensure all records concerning the matter stay confidential.
• Handle the above speedily, in light of the circumstances of your case.

Other ways to raise a complaint

If you've been subject to harassment, you're not prevented from making any other complaint, or following any other process outside Playroll, that's permitted under applicable local laws.

Policy updates

Playroll reserves the right to amend or update this policy from time to time.

Status of this policy

This policy serves only as a guideline and may be deviated from at Playroll's discretion.

If any applicable local law conflicts with any section of this policy, that law will apply.

Need more help?

If you have any questions or comments about this policy, contact legal@playroll.com.