POLICY FOR THE PREVENTION AND COMBATING OF VIOLENCE AND HARASSMENT AT WORK AND THE RESPONSE AND MANAGEMENT OF INTERNAL INCIDENTS OF VIOLENCE AND HARASSMENT IN CASES OF “P.SFYRIDOU LP” I. The Company “P.SFYRIDOU LP”:
Integrity and respect for all contribute to our success, are vital to our success and are an integral part of our corporate environment.
We have created a workplace in which the personality of all employees is valued and they are given equal opportunities for development and growth. The respect and dignity of each individual employee is our immediate priority.
Our corporate social policy is based on human rights. These define minimum working standards and act as a complement to our corporate values.
The Company, demonstrating zero tolerance to incidents of violence and harassment in the workplace, adopts this policy in compliance with articles 9 and 10 of Greek law number 4808/19.06.2021, which ratified the International Labor Convention 190/21.06.2021 of the International Labor Organization (ILO), concerning the elimination of violence and harassment in the world of work, the text of which is annexed in full to the text of the law, and which is henceforth in force alongside the above-mentioned Policies.
II. Purpose
The purpose of this policy is to create and consolidate a working environment that respects, promotes and safeguards human dignity and the right of every person to a world of work free from violence and harassment. P.SFYRIDOU LP declares that it recognizes and respects the right of every employee to a work environment free of violence and harassment and that it does not tolerate any such behavior, in any form, by any person.
III. Scope of application
The scope of this policy includes all personnel associated with the Company:
– with a contract of employment (permanent or fixed-term, full-time or part-time),
– with a project contract,
– staff seconded from an EU Member State or from a third country,
– under an independent service contract,
– by remunerated mandate,
– with an apprenticeship contract,
– by means of a loan agreement,
– employed through third party service providers,
– volunteers,
– persons applying for work,
– persons whose employment with the company has ended
IV. Prohibited forms of conduct – Definitions
Violence and harassment
It means any form of conduct, acts, practices or threats of such conduct, which is intended to cause, results in or is likely to result in physical, psychological, sexual or economic harm, whether occurring in isolation or repeatedly.
Harassment
This includes forms of conduct which have the purpose or effect of violating the dignity of a person and of creating an intimidating, hostile, degrading, humiliating, demeaning or offensive environment, whether or not they constitute a form of discrimination, and includes harassment on the grounds of sex or other grounds of discrimination.
Gender harassment
This means forms of conduct related to the gender of a person which have the purpose or effect of violating the dignity of that person and of creating an intimidating, hostile, degrading, humiliating, demeaning or offensive environment. This means forms of conduct related to the gender of a person which have the purpose or effect of violating the dignity of that person and of creating an intimidating, hostile, degrading, humiliating, demeaning or offensive environment. These forms of conduct include the sexual harassment of L. 3896/2010, as well as forms of behavior linked to
a person’s sexual orientation, expression, identity or gender characteristics.
What constitutes an incident of violence and harassment
Such behaviors that may occur are indicatively the following:
– Intended or actual physical violence
– Intimidation, oppression, stalking
– Aggressive or threatening behavior that causes reasonable fear in another person
– Verbal hostility
Unveiled threats
– Threats related to the position and working conditions
– Offensive comments or jokes that are about another person
– Arrogant, derogatory and demeaning comments
– Retaliatory acts
– Domestic violence transmitted in the workplace
– Sexual comments, jokes, gestures
– Unethical and/or offensive comments about gender or sexual orientation
– Indiscriminate questions about personal or sex life
– Sexual innuendo
– Invitations for dating or sexual intercourse
– Unwanted touching, whistling, caressing, kissing
– Persistent or lustful looks
– Sending erotic or sexual messages (by phone or e-mail)
What does NOT constitute an incident of violence and harassment
– Direct employee supervision, including setting performance expectations
– Taking steps to correct performance, such as putting an employee on a performance improvement plan
– Delegation of tasks and guidance on how and when to do them
– Request for updates or progress reports
– The approval or refusal of an authorization
– Request for documentation of absence for health reasons based on the applicable provisions
– The moral and/or financial reward for excellent performance of an employee
– Providing constructive feedback on the performance of the work
Workplace
A wider spatial context in which incidents of violence and harassment can take place, namely:
– In the workplace, including public and private places and places where the worker provides work, receives pay, takes a break or rests, personal hygiene and care.
– Travel to and from work, other travel, business travel, education, and work-related events and social activities.
– In work-related communications, including those made through information and communication technologies (company e-mails and mobile phones).
Domestic violence
All acts of physical, sexual, psychological or economic violence that take place within the family or the home, regardless of biological or legal family ties, or between former or current spouses or partners, and regardless of whether the perpetrator shares or has previously shared the same home with the victim.
Domestic violence carried out in the workplace, for example through physical violence, sexual harassment and stalking by current or former partners, is a serious form of workplace violence. Acts of domestic violence, including stalking, can also be committed by people in the same work environment with whom they have (or have had in the past) a close relationship.
Domestic violence, in any of the above forms, inflicted on the worker during telework.
V. Company obligations – Measures to prevent incidents of violence and harassment.
The Company declares, once again, its zero tolerance to any incident of violence and harassment, in whatever form it may take, including sexual harassment and gender violence, which occurs at work or on the occasion of work, by an employee against another employee, by a supervisor, by an authorized person, which is understood as an employer, by a customer, visitor, supplier and any third party.
The Company takes all appropriate and necessary measures in order to prevent, on the one hand, and to deal with and manage such incidents and forms of behavior, on the other hand.
More specifically, the Company:
– Provides information to its employees on how to deal with incidents of violence and harassment, how to manage them, their responsibilities and their rights.
– Monitor the implementation of this policy and take action against employees who do not comply.
– It ensures a safe and fair working environment.
– Impose the necessary and appropriate sanctions in the event of a finding of a prohibited form of behaviour by any employee, customer, visitor, supervisor.
VI. Rights and Obligations of Employees
Every employee is entitled to:
– be treated with respect and courtesy
– not be subjected to violent behaviour, harassment, including sexual and gender-based violence, discrimination and intimidation
– report any incident of prohibited conduct in the workplace (in accordance with this policy, as explained below), without being victimized or suffering any other adverse consequence or retaliation
Every employee is obliged to:
– to comply with this policy and all applicable and valid procedures in order to protect his/her personal safety and that of other employees of the company
– immediately report any incident of violence and harassment to his/her superior
– to cooperate in the investigation of any complaint which may have been lodged in accordance with the procedure set out below
– to participate in the Company’s actions and training programs regarding incidents of violence and harassment
VII. Additional obligations of Directors and supervisors
In particular, the Directors and supervisors of the company must also:
– ensure the implementation of this policy in their area of responsibility
– set appropriate standards of behavior in their area of responsibility
– refrain from engaging in unwanted and prohibited conduct in the performance of their duties
– act promptly when they become aware of any manifestation of prohibited conduct
– encourage employees to report any incidents of violence and harassment that they have suffered or become aware of
VIII. Guidelines for preventing and responding to incidents of violence and harassment
In order to prevent and respond to incidents of violence and harassment in the workplace, it is advisable for employees to:
– seek comprehensive and objective information on the legislation on violence and harassment and on protection mechanisms. The Company may provide assistance and information on these matters
– Participate in actions and programs aimed at combating stereotypes, prejudice and discrimination
– Correct their behavior when they perceive that it is annoying or offensive to a colleague or partner
– set their individual boundaries to those around them
– not ignore incidents of violence and harassment
– not feel uncomfortable, ashamed or blame themselves for the offender’s behavior
– not excuse the offender’s behavior
– Resist or deal calmly and firmly with violent or harassing behavior
– Keep a diary with details of incidents of violence and harassment
– Inform their supervisor or the company through informal, open and frank dialogue
– Submit a written complaint, by email, for further support to: j.sfiridou@synthesis-doors.gr in case no resolution is reached, regarding the complaint of violence or harassment at work
IX. Internal Complaints Submission and Management Procedure – Reporting Person
Any employee against whom any incident of violence and harassment has occurred may submit a verbal or written complaint to Panagiota Sfyridou, who is also referred to as the “reporting person”, regarding this policy. The complaint may be submitted in person or by e-mail, in particular to j.sfiridou@synthesis-doors.gr. The complaint cannot be made anonymously.
The Responsible Person shall thoroughly investigate each complaint and collect any information necessary in relation to it. Complaints and investigations are kept strictly confidential to the maximum extent possible, taking into account the sensitivity of the case and the confidentiality of all parties involved.
In the event that an incident of violence and harassment actually occurs, the company’s management will, on a case-by-case basis, take all necessary measures to Complaints and investigations are kept strictly confidential to the maximum extent possible, taking into account the sensitivity of the case and the confidentiality of all parties involved.
In the event that an incident of violence and harassment actually occurs, the company’s management will, on a case-by-case basis, take all necessary measures to necessary,
appropriate and proportionate measures against the offender. These measures may include, but are not limited to:
(a) the compliance recommendation,
(b) a change in his/her place of work, working hours, place and manner of performing his/her work,
c) the termination of the employment or cooperation contract with the company.
X. Rights of victims
According to the legislation, any person who suffers an incident of violence and harassment against him or her has the right to leave the workplace for a reasonable period of time, without loss of pay or other adverse consequence, if in his or her reasonable belief there is an imminent serious risk to life, health or safety, in particular where the employer is the perpetrator of such conduct or where the employer fails to take the necessary appropriate measures to restore industrial peace, or where such measures are not sufficient to stop the violent and harassing conduct.
In this case, the person leaving must inform the ‘reporting person’ in writing beforehand, stating the incident of violence and harassment and the facts that justify his/her belief that there is a serious risk to his/her life, health or safety.
Furthermore, employees who face incidents of violence and harassment at work have the right to appeal to the competent authorities, as defined by law (a. the right to judicial protection, b. the right to appeal and submit a complaint and a request for an industrial dispute to the Labour Inspectorate, within the framework of its statutory powers, c. the right to report to the Ombudsman, within the framework of his/her statutory powers).
XI. Duty of impartiality and confidentiality
The Responsible Person is obliged to act in an objective and impartial manner during the investigation of complaints. In addition, it must behave with respect to all parties involved and in a confidential and
discreet way. The publication or disclosure to non-parties of information relating to the complaint under consideration is completely prohibited.
The above obligations shall also be borne by the company’s Management at the final stage of taking measures and decisions.
XII. Prohibition of retaliation – victimization of the complainant
Retaliation and victimization of the complainant, who, as an aggrieved person, has asserted his/her rights and submitted a written complaint about an incident of violence and harassment, is prohibited. Retaliation and victimization of the complainant is a serious breach of this policy and will result in consequences for the person who does so.
XIII. Cooperation with administrative and judicial authorities
In case the affected person has reported the incident of violence and harassment to any administrative or judicial authority, the company undertakes to provide any necessary assistance and support, as well as any information that it may have to the competent authorities.
XIV. Cases of domestic violence
The Company shall, as far as possible, take measures to protect employment and support employees who are victims of domestic violence.
Any employee who has suffered domestic violence, which has an impact on the workplace, may report this fact orally or in writing to his/her supervisor or the Director of Human Resources in order to inform the company and take the appropriate and necessary measures.
XV. Derogations
Deviations from the application of this Policy may not take place.
Employees who need more information or have questions about this policy may contact their supervisor or the Human Resources Manager.
Contact details of the competent authorities
SEPE complaints hotline
– Call the 1555 citizen helpline (open 24/7)
Hellenic police
– Call 100 (open 24/7)
Domestic violence
– Call 100 (open 24/7)
– If you can’t talk, send an SMS to 100.
– For more information, visit the following website of the Hellenic Police on domestic violence http://www.astynomia.gr/index.php?option=ozo_content&perform=view&id=2030&Itemid=421&lang
– Call 15900 (open 24/7)
General Secretariat for Demographic and Family Policy and Gender Equality (GGIF):
– Call 15900 (open 24/7)
– If you cannot speak, please send an e-mail to sos15900@isotita.gr
Useful Websites
• https://isotita.gr
• http://womensos.gr
