Purpose and Objectives

This section explains why reintegration planning matters after harassment incidents. The aim is to support the employee, preserve safety, and maintain a respectful workplace while restoring normal work functions.

Phased Return and Accommodations

Phased return options include reduced hours, lighter duties, or temporary accommodations. Document approvals, monitor progress, and adjust as needed to prevent overwhelm.

Roles and Timelines

Define responsibilities for HR, the employee, and the manager. Establish a clear timeline for check-ins, workload changes, and documentation to ensure accountability and consistency.

Confidentiality and Safety

Protect sensitive information and minimize exposure to retraumatization. Ensure conversations occur in private settings, with consent, and that retaliation prevention is integrated into every step of the plan.

Communication Plan

Provide a practical plan for ongoing communication. Include primary contacts, escalation paths, and how feedback will be shared, tracked, and reviewed to support a smooth reintegration.