Prince Sultan University PSU
Policy Management System
Anti-Harassment Policy

Policy Code: GV0022
Policy Name: Anti-Harassment Policy
Handler: PSU President
Date Created: 15 August 2020
Date of Current Review:
(Click to see previous review dates)
Approved by: University Council
Date of Approval: 10 November 2022

Policy Statement

  • All members of the University community share a responsibility to provide and maintain an environment free of harassment.
  • To maintain a healthy campus, PSU strongly prohibits harassment such as intimidating, insulting, or threatening others, whether verbally, in writing, physically, and/or using social media and similar channels.
  • Engaging in any conduct that dishonors the individual’s gender that could be raised as distressing to the other party’s well-being, e.g., mentally, emotionally, or physically, through spoken words, in writings, interactions, or through electronic means that are sexually offensive in nature is prohibited. All members of the University community must be aware of punishment and penalties as stated in Saudi’s Anti-Harassment Law.
  • All stakeholders covered by this policy who engages in any form of harassment will be subject to remedial and/or disciplinary action.

Background and Justification

In line with KSA’s Anti-Harassment Law, the University is committed to maintaining a workplace free from any kind of harassment. All employees are required to work in a manner that prevents harassment in the workplace. This is to foster a pleasant atmosphere where all can work, learn, innovate, and attain greater achievements for the university.

Scope and Purpose

Principles of the Policy

  • No fighting, bullying, coercion, or use of abusive or threatening words (or via electronic means) directed at anyone. No violent act or discussion committing such offenses, even in a joking manner.
  • No verbal, in writing (or via electronic means), and/or physical assaults or attempts to commit an assault of a sexual nature.
  • No retaliation of any sort for filing a claim of harassment will be tolerated.


Harassment: Any behavior or attempts to offend, harm, or offend a person. This includes verbal, physical, written, or graphic material, including information technology applications and online services such as social media platforms.

According to Saudi Law, “harassment shall mean any utterance, act, or gesture of a sexual nature made by a person that impinges on another person’s body, honor, or modesty by any means, including modern technologies.” (


For the implementation of this policy, the following shall be observed:

  • Communicate this policy to all the university members.
  • Conduct regularly a risk assessment of harassment, which the university may face.
  • Hold responsible all those working for the University or under the university’s control to prevent, detect and report harassment cases and all other forms of harassment.
  • Handle all the reporting cases sensitively and confidentially. The University is committed to ensuring that no member of staff who reports a harassment concern in good faith suffers any detrimental effect for doing so.

Procedures for Handling Policy Violations

Modes of initiation of complaints on violations: (Any one of the following modes will be accepted)

  1. Report to the line managers
    Line managers are responsible for ensuring the implementation of this policy:
    • to record the complaint received from his employees
    • to investigate the complaint and verify the accuracy of the report and evidence
    • to submit the complaint to the disciplinary board through the Compliance Office
  2. Report to the Compliance Office
    The report can be verbal or written.
  3. Report through Google Form
    The form is available online at:

Procedures of the Office of Compliance and Legal Officer

Upon receiving the report of violation from any mode either (1) or (2) or (3) above the Senior Compliance and Legal Officer shall analyze the report and identify the type of cases either it is no basis (no prima facie) or disciplinary or a grievance.

On the other hand, if the report received from the complainant is not complete, the Senior Compliance and Legal Officer may request further evidence from the complainant (if necessary) upon which the complainant shall response within 7 days. Otherwise, the report shall be considered as not valid and consequently it will be closed.

In a situation where the Senior Compliance and Legal Officer is satisfied there is a case (prima facie), it shall be presented either before the Grievance Board or Disciplinary Board, as the case maybe.

The respective Board shall conduct the hearing and gives initial recommendations. Such recommendations shall be forwarded to the Senior Compliance and Legal Officer to finalize the decision.

Within 7 days after the final decision is issued by the Senior Compliance and Legal Officer, the affected party/ies may file an appeal. Such an appeal shall be presented before the Higher Disciplinary & Grievance Board (HDGB). The Senior Compliance & Legal Officer will update the decision/verdict of the HDGB who shall then release the said decision/verdict to the Office of President.

On the other hand, if no appeal is filed, the Senior Compliance & Legal Officer shall release the decision/verdict directly to the Office of the President.