The law introduces a system of employers’ responsibility as well as of employees’ for behaviour constituting harassment. The Code recalls that according to current legislation, the employer has the obligation to do all in his power to prevent any forms of harassment at work. This practical guide helps identify such forms of violence and offers solutions for the implementation of prevention policies at work. Furthermore, the code encourages amicable ways and informal procedures for conflict resolution. It is only when internal procedures have failed that cases can be referred to the Labour Relations Commission, (a body for counsel and mediation in work disputes). The new law comes into force on May 1, 2007.
that the employer must assess and prevent it employees from. It is defined as “repeated inappropriate forms of behaviour, direct or indirect, whether verbal, physical or other, by one or several persons against another at work and/or in job performance, which may be reasonably regarded as an assault on dignity in the workplace. An isolated incident may well be qualified as an assault on dignity at work without being considered as moral harassment”. It has a broader scope inasmuch as it acknowl
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