It is the policy of the Directorate of Labour that employees always show their colleagues courtesy and respect in communication. Bullying and sexual harassment will under no circumstances be tolerated in the workplaces of the Directorate. The co-operation of employees in bullying is condemned.

Definition

The definition of bullying and sexual harassment by the Centre is based on the regulation no. 1000/2004, which states in Article 3:

Bullying: Harassment or repeated unreasonable behaviour, i.e. acts or behaviour that are designed to humiliate, degrade, insult, hurt, discriminate or threaten and cause distress for those to whom they are directed. Sexual harassment and other mental or physical violence are included.

Managers are responsible not only for the work of their employees but also for the respect of the basic rules of communication in the workplace. New employees are introduced to the agency’s policy and response plan in bullying cases immediately at the beginning of their work.

The strategy and the response plan are regularly reviewed at staff meetings.

At work, conflicts and conflicts of interest can occur that can cause discomfort. It is important to seek the next superior or trustee and try to resolve such matters without delay before they develop to a worse end.

Counterfeit accusations of bullying will be dealt with with the same rigor as bullying in general.

If bullying occurs, victims should contact their next superior. If the superior is the perpetrator or is disturbed, two other parties can be approached (see next section). These parties must show the victim full confidentiality.

The Directorate of Labour will take action against employees who bully others, e.g. by reminding, transferring the job or dismissing. Serious incidents may be brought to the attention of the victim. The bully will be held responsible.

Reactions

An employee who is bullied or sexually assaulted shall first contact the next superior and report the incident. If the next superior is the perpetrator or does not, it is possible to contact two other confidential parties.

When the head or the company's trustees are aware of bullying, they will respond according to the following response plan. The need for immediate support by the victim is immediately assessed and provided. The focus will be on resolving the matter as soon as possible and preventing further bullying.

In addition to the company’s superiors, the confidential staff are ready to discuss alleged workplace bullying with employees.

The contacted party will then decide in consultation with the victim what the proceedings will be. You can choose between an informal or formal procedure.

Informal procedure

Such procedures involve seeking information from the victim and providing support through confidential conversation or counselling. Others within the workplace are not informed about the case.

Formal procedure

A neutral examination of the facts is conducted by an external independent body. 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.

A solution will be found that can include changes in the workplace, work practices or work organisation. The maker will be given guidance and warning; he/she could also be moved to a new job.

The case will be followed up and discussed with its party after a certain period of time. Relations between the parties to the case will be monitored.

If the bully does not speak out and maintains the bullying, it leads to his dismissal from his job, see Law No. 70/1996 on the Rights and Obligations of State Employees.