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Cease And Desist Letter For Harassment Template for Belgium

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Key Requirements PROMPT example:

Cease And Desist Letter For Harassment

"I need a Cease and Desist Letter For Harassment to address a coworker who has been making inappropriate comments and creating a hostile work environment in our Brussels office since January 2025; the letter should reference Belgian workplace harassment laws and include documentation of three specific incidents."

Document background
The Cease and Desist Letter For Harassment is a crucial legal instrument in Belgian civil and criminal law, designed to address and stop harassing behavior through formal written communication. This document is typically used when informal attempts to stop harassment have failed or when the severity of the situation requires immediate formal intervention. It must comply with Belgian legal requirements, particularly Article 442bis of the Criminal Code and the Law of 4 August 1996 for workplace cases. The letter documents specific instances of harassment, establishes a formal record of the demand to cease such behavior, and serves as evidence of the sender's attempt to resolve the situation before pursuing further legal action. It's particularly relevant in cases of personal harassment, workplace harassment, stalking, or digital harassment, and can be used by individuals, legal representatives, or organizations.
Suggested Sections

1. Sender and Recipient Details: Full names and addresses of both parties, including the date

2. Subject Line: Clear indication that this is a formal Cease and Desist Letter regarding harassment

3. Documentation of Harassment: Detailed description of the harassing behavior, including specific incidents, dates, times, and locations

4. Legal Basis: Reference to relevant Belgian laws being violated, including Criminal Code Article 442bis and other applicable legislation

5. Formal Demand: Clear statement demanding immediate cessation of all harassing behavior

6. Consequences: Description of legal actions that will be taken if the harassment continues

7. Deadline: Specific timeframe for compliance with the demands

8. Signature: Formal signature block, potentially including legal representative's details

Optional Sections

1. Workplace Context: Include when harassment occurs in a professional setting, referencing the Law of 4 August 1996 and involving relevant workplace authorities

2. Digital Harassment Specifics: Include for cases involving online harassment, referencing relevant privacy laws and digital communication channels

3. Third Party Notification: Include when other parties (employers, platforms, authorities) have been or will be notified

4. Previous Communications: Include when there have been prior attempts to address the harassment

5. Preservation of Rights: Include to explicitly reserve all legal rights and remedies available under Belgian law

Suggested Schedules

1. Evidence Log: Chronological list of harassment incidents with dates, times, and descriptions

2. Communications Record: Copies of relevant messages, emails, or other communications demonstrating harassment

3. Witness Statements: Statements from witnesses who have observed the harassing behavior

4. Photo/Video Evidence: Any visual evidence of harassment incidents

5. Previous Correspondence: Copies of any previous attempts to address the harassment

Authors

Alex Denne

Head of Growth (Open Source Law) @ tiktok成人版 | 3 x UCL-Certified in Contract Law & Drafting | 4+ Years Managing 1M+ Legal Documents | Serial Founder & Legal AI Author

Relevant legal definitions





























Clauses




















Relevant Industries

Professional Services

Healthcare

Education

Retail

Hospitality

Technology

Manufacturing

Financial Services

Public Sector

Entertainment

Construction

Transportation

Non-Profit Organizations

Media and Communications

Relevant Teams

Human Resources

Legal

Compliance

Employee Relations

Health and Safety

Risk Management

Ethics and Conduct

Personnel Administration

Corporate Security

Management

Industrial Relations

Relevant Roles

Human Resources Manager

Legal Counsel

Compliance Officer

Employee Relations Manager

Prevention Advisor

Confidential Counsellor

Department Manager

Chief Executive Officer

Operations Director

Risk Manager

Personnel Administrator

Workplace Safety Coordinator

Union Representative

Ethics Officer

Industries






Teams

Employer, Employee, Start Date, Job Title, Department, Location, Probationary Period, Notice Period, Salary, Overtime, Vacation Pay, Statutory Holidays, Benefits, Bonus, Expenses, Working Hours, Rest Breaks, 聽Leaves of Absence, Confidentiality, Intellectual Property, Non-Solicitation, Non-Competition, Code of Conduct, Termination, 聽Severance Pay, Governing Law, Entire Agreemen

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