The objective of this study was to identify and analyze how preventive work is done on issues related to moral harassment in two agricultural cooperatives in Paraná. The locus chosen for analysis was justified by the need for actions that curb harassment in organizations and by the peculiarity of the environment, in addition to the two cooperatives surveyed being large employers in their region. A qualitative case study approach was taken. Descriptive data was collected through document research and interviews with four managers of the two cooperatives. Findings revealed that both cooperatives analyzed have no records of moral harassment in the Regional Labor Court and use some prevention methods. In addition, statements by personnel management professionals presented some discrepancies with other professionals interviewed, which may be related to a lack of knowledge on the theme or to cultural aspects. The Green Cooperative presented more preventive methods to moral harassment than the Blue Cooperative, including a code of ethics, denunciations via e-mail, organization environment research, a denunciation box and harassment prevention training for future leaders. The Blue Cooperative uses formal channels of communication and employee dialogue, but nothing specifically directed towards situations of harassment, organization climate research, or a code of ethics. Areas of personnel management are suggested to invest more in communicating prevention actions with those involved, which encourages dialogue and the dissemination of knowledge on what harassment is and how to prevent it.