"Workplace bullying" refers to situations where a worker, while performing duties at the workplace, is subjected to offensive, threatening, neglectful, isolating, insulting, or other inappropriate words or actions by personnel of their employing unit, who exploit their position or power. These actions exceed the necessary and reasonable scope of business and cause harm to the worker's physical and mental health. When a worker believes they are experiencing workplace bullying, they can file a complaint through the employing unit's complaint channels, such as in writing, via email, verbally, or by other methods designated by the unit. They should provide details of the incident, conversation records, audio recordings, or other relevant materials for investigation. If the information is insufficient, the employing unit must notify the worker to supplement it and cannot directly refuse to accept the complaint. If the perpetrator is the highest-ranking official of the employing unit, the worker can file a complaint directly in writing with the local competent authority. If a worker disagrees with the company's investigation results, they can file an appeal in writing with the company within 30 days from the day after receiving the written notice, supplementing the reasons for disagreement or new evidence. Each incident is limited to one appeal. Upon receiving the appeal, the company must convene an appeal review meeting within 10 working days and give the worker an opportunity to state their opinion. Even if a worker has resigned, if the respondent is a person who used their power to bully, the employing unit must still handle the case in accordance with the law as long as it is within the statutory period of "within 1 year after resignation" or "within 3 years after the bullying behavior ends." The unit must initiate an investigation after accepting the complaint and cannot refuse to handle it simply because there is no longer an employment relationship between the part