# V2 Inclusion And Harassment Policy

V2 enforces a zero-tolerance harassment policy for employees, contractors,
external studios, vendors, talent, community-facing contributors, and visitors.

## Reporting Channels

Reports can be submitted to HR/people operations, the independent ombudsperson,
the anonymous reporting channel, legal, or the direct manager of the reporter's
choice. Anonymous reports receive the same intake SLA, evidence preservation,
and retaliation protection as named reports.

## Investigation SLA

- Intake acknowledgment: 1 business day for named reports.
- Safety triage: same day for threats, stalking, harassment-in-progress,
  discrimination, sexual harassment, child-safety concerns, or retaliation.
- Investigator assignment: 2 business days.
- Initial action plan: 5 business days.
- Standard investigation target: 20 business days, with written extension reason
  when more time is required.

## Enforcement

Confirmed violations trigger corrective action up to removal from the project,
vendor termination, platform-access removal, or employment termination.
Retaliation is a separate violation and is investigated even when the original
report is unsubstantiated.

## Bystander Training

Bystander training is mandatory at onboarding and annually. Leads receive
additional training on power dynamics, contractor vulnerability, talent
settings, community harassment spillover, and documentation quality.

## Independent Ombudsperson

The ombudsperson is independent from production reporting lines. They can advise
reporters, monitor pattern risk, audit investigation timeliness, and escalate
process failures to the studio GM, HR, and legal.