Anagnostou D & Co LTD’s Anti-Violence and Anti-Harassment Policy

 

COMPANY DETAILS

NAME	ANAGNOSTOU D & CO LTD
ADDRESS / PO	11th km ONR THESSALONIKI-KILKIS P.O. Box 54500
TAX ID No / TAX OFFICE	093828690 / IONIA THESSALONIKI
PHONE	2310780430
e-mail	info@anagnostou.co
GENERAL COMMERCIAL REGISTER No	038261705000
LEGAL REPRESENTATIVE	DIMITRIOS ANAGNOSTOU

 

Policy against and response to violence and harassment at work

1. The technical company Anagnostou D & Co. Ltd. complies with all measures and obligations related to the implementation of the provisions of Part B of Law 4808/2021 on the prevention and treatment of all forms of violence and harassment, including gender-based violence and harassment and sexual harassment. Such forms include sexual harassment, gender-based harassment, physical or verbal violence, the offer of benefits (e.g. promotion or salary increase) in exchange for sexual favours, threats, derogatory comments, intimidation and any other form of diminishing the personality and dignity of the victim.
2. The purpose of this policy is to create and maintain a work environment that respects, promotes and safeguards human dignity and the right of every employee to work free from violence and harassment. No such expression of negative behaviour will be accepted or tolerated by the company.
3. Anagnostou D & Co. 4808/2021 applies this policy according to art. 9 and 10 of 4808/2021 law and the regulatory legislation implementing them (law 82063/22-10-2021 of the Education and Religious Affairs Ministry, and Tourism – Government art. 5059B/01-11-2021) and includes the persons referred to in par. 1 of article 3 of Law No. 4808/2021.

The company is committed to operating in accordance with the rules of ethics and the current legislative framework for the protection of labour, seeking to enforce high standards of professional and ethical conduct.

 

Preventing and combating violence and harassment at work

The persons covered by the protection are workers and employees, regardless of their contractual status, contract of employment, independent services or paid mandate.

Their protection concerns not only the workplace, but also their travel to and from the place of work, other travel, their communications via technology (e-mail, texting, teleconferencing) and at work-related events and social activities.

Information – raising awareness among employees

This policy is freely accessible online on the Company’s website and printed as an annex to the internal rules of procedure delivered to all employees.

The Company, in regular meetings with its staff, provides information on this Policy to make employees aware of and sensitise them to issues of violence and harassment.

It informs on how to respond to anyone who may be a victim of such behaviour, either by filing a complaint within the Company, or by recourse to specialised bodies, such as telephone complaints to 1555 (SEPE complaint line), as well as to 15900 (SOS Line – psychological and counselling support for women victims of gender violence)

 

Reception and examination of complaints

The Company encourages its employees and any third party associated with it to report incidents of discrimination, violence and harassment in the workplace that they may witness.

The Company’s reporting person, responsible for receiving and managing complaints or complaints of incidents of violence and harassment, information and guidance, is designated as the respective human resources manager. He or she shall also be responsible for the protection of personal data disclosed to him or her from reports of relevant incidents.

While the investigation of the complaint is ongoing, the company may relocate employees involved or modify their working hours as long as this is in accordance with labour legislation.

In the event that this Policy has been violated, the Company will take the necessary legal measures, as appropriate, to investigate the report against the complainant and to prevent a similar incident from occurring again. These actions may include a change in hours or work location, a recommendation for compliance, termination of employment, or legal action.

It shall also ensure that retaliation against the complainant is prevented and shall be available to cooperate and provide relevant information to the competent authorities if requested.