It is the policy of the Directorate of Labour that employees show their colleagues courtesy and respect in communication. All employees of the Directorate of Labour have the right to feel comfortable in their workplace. They should be safe in the workplace and not be subjected to bullying, gender-based harassment, sexual harassment or violence of any kind. The Directorate of Labour does not tolerate that kind of behaviour. To prevent the abovementioned behaviour from thriving, this policy should be introduced to employees annually and also to new employees when they begin working at the Directorate of Labour. The Directorate of Labour's definition of bullying, sexual harassment, gender-based harassment and violence in the workplace is based on regulation 1009/2015.

Bullying: repeated behaviour that is generally conducive to distress for the victim, such as demeaning, insulting, hurting, threatening or causing fear. Opinion differences or differences of interest are not covered.

Sexual harassment: Behavior related to the sex of the victim, is in the person of the victim and has the purpose or effect of distorting the person's dignity and creating situations that are threatening, hostile, humiliating, humiliating or offensive to the victim.

Sexual harassment: Any sexual behaviour that is in spite of the fact that it is being harmed and has the purpose of offending the dignity of the person concerned, especially when the behaviour leads to threatening, hostile, humiliating, humiliating or insulting situations. The behaviour can be verbal, symbolic and/or physical.

Violence: Any behaviour that leads to, or could lead to, physical or psychological harm or suffering of the victim, including threat of such harm, coercion or arbitrary deprivation of liberty.

The aim of this plan is to:

• It is clear to employees that the above behavior is not tolerated in the workplace.

• Employees of the Directorate of Labour know where to turn if these situations occur in the workplace.

• Employees are aware of the procedures for handling such matters within the workplace.

Responsible parties

• The Department of Human Resources appoints three to four individuals from different areas of the institution to work in the institution's bullying team. The bullying team is responsible for the professional handling of cases involving bullying, sexual harassment, sexual harassment or other violence. The bullying team shall be responsible for managing the response within the workplace. It is important to get the case straight and not to try to resolve the cases without the involvement of the team, which shall ensure fair and neutral treatment. The members of the bullying team shall have the necessary knowledge to work professionally to resolve the cases. It is the responsibility of the Department of Human Resources to ensure that the members of the bullying team have access to appropriate and necessary education. The bullying team is also responsible for the information on procedures being stored in a manner that is kept confidential.

• Managers. Responsible for promoting good and recognized behavior within each unit as well as for practicing good governance. They shall work to ensure that the basic rules of communication in their establishment are respected and take action if they fail to do so. They shall be able to resolve conflicts and conflicts of interest in their establishment, but if there is suspicion of bullying, sexual harassment, sexual harassment or violence, the head shall inform the bullying team. The continued treatment of the case is then decided in consultation with the bullying team.

• Security officers. They shall assist employees who seek them to put matters right. When the bullying team and managers consider that the matter is over on their behalf, the security officer of the institution shall be informed.

• All employees shall inform the next superior, bullying team or security trustee if they witness bullying, sexual harassment, sexual harassment or violence.

Procedure

If bullying, sexual harassment, sexual harassment or violence occurs in the workplace, victims or employees who witness this unwanted behavior shall contact the next supervisor. The supervisor informs the bullying team that is in charge of the procedure. If the supervisor is the perpetrator, ignores the problem or the employee finds it difficult to contact him directly, it is possible to contact members of the bullying team or security trustees directly. The names of security trustees and members of the bullying team can be found on the information page of the Human Resources Department, Human Resources. These parties shall show the victim full confidentiality.

The Directorate of Labour will take action against employees who bully others, e.g. by reminding, transferring the work or, if necessary, dismissing. Serious incidents will possibly be brought to court, after consultation with the victim and the bully will be held responsible.

Procedures can be either informal or formal, depending on their severity.

Informal procedure

Such procedures include seeking information from the victim and providing support through confidential conversation or counselling. The bullying team, the victim and the next superior subsequently make a decision on continuing the procedure. The utmost confidentiality shall always be maintained in the handling of cases.

Formal procedure

Cases are reviewed by a bullying team or an outside independent body and the case is reported to the Administration of Occupational Safety and Health. The victim, the perpetrator and others who can provide information on the case are discussed. It is important to seek information about timing and obtain data if any, such as emails, text messages or other information that can shed light on the case.

The Directorate of Labour may take action against employees who bully others and take into account the severity of the violation and the willingness to change their behaviour. Such actions can be, for example, reprimand, transfer of work or, where applicable, termination.

Serious incidents may be brought to the attention of the victim. The perpetrator of the bullying will be held responsible. All means shall be used to find an appropriate solution, which may include changes in the workplace, work practices or work organisation. The perpetrator will be given guidance and warning; he/she may also receive formal reminder, be moved to a new job or, depending on the nature of the case, be dismissed. If there is no violence but a communication problem, a settlement will be sought in the case.

The case will be followed up and discussed again with its parties after a certain time. The communication between the parties to the case will be monitored. During the proceedings, it is necessary to ensure appropriate support for both parties.

It is in everyone’s interest to create conditions in the workplace where everyone feels comfortable, it is important to have open communication and have clear rules. The well-being and health of employees is key to a good and healthy work community.