Our Policy against sexual harassment - violence

Our Policy against sexual harassment - violence

Summary of the Anti-Violence and Harassment Policy in the Workplace – PASEPE

The Panhellenic Association of Ship Suppliers & Exporters (PASEPE), in compliance with Law 4808/2021, has adopted a zero-tolerance policy against all forms of violence and harassment in the workplace, including gender-based and sexual harassment. This policy aims to ensure a safe, respectful, and discrimination-free working environment for all.

Violence and harassment—whether physical, psychological, verbal, sexual, or online—are deemed unacceptable and incompatible with the concept of decent work. Conversely, reasonable workplace demands or disagreements within the framework of managerial rights do not constitute harassment, provided they are exercised lawfully and respectfully.

The Association’s policy includes:

• Definition of key concepts and examples of violent or harassing behavior.

• Risk assessment of potential threats within the workplace from colleagues, supervisors, partners, or external parties.

• Obligation to inform and raise awareness among staff through training and regular communication.

• Support for employees who are victims of domestic violence.

• Appointment of a designated contact person for receiving and managing complaints (currently Angeliki Petropoulou, Secretariat Support Department).

• A confidential and secure complaints process, in writing or via email, ensuring privacy and protection from retaliation.

Violation of the policy constitutes a disciplinary offense, which is taken seriously and addressed promptly. The Association is committed to protecting victims and fully complying with Law 4808/2021 to eliminate such phenomena in the workplace.

1. Policy Statement

PASEPE acknowledges that violence and harassment in the workplace represent serious violations of human rights and are incompatible with the notion of decent work. The Association is committed to ensuring a safe, respectful, and inclusive environment, free from any form of violence, bullying, or discrimination. A clear system for informing, preventing, and managing complaints forms a key pillar of this policy.

2. Definitions and Key Concepts

The policy extensively outlines the following concepts:

• Violence and Harassment: Acts or behaviors that cause or may cause physical, psychological, sexual, or economic harm.

• Sexual Harassment: Verbal, physical, or psychological behaviors of a sexual nature without consent.

• Gender-Based Harassment: Harassment due to gender, gender identity, or sexual orientation.

• Bullying and Mobbing: Repeated psychological pressure, exclusion, or humiliation aimed at undermining the employee.

The policy clearly distinguishes what does not constitute violence or harassment, such as constructive feedback, fair performance evaluations, or lawful managerial directives.

3. Forms of Harassment and Violence

The policy lists specific examples of unacceptable behaviors, including:

• Physical Violence: Unwanted touching, physical assaults.

• Verbal Abuse: Threats, offensive comments.

• Non-verbal Misconduct: Obscene gestures or visual materials.

• Cyber Harassment: Bullying, threats, or trolling via digital platforms.

• Sexual Violence: Propositions, pressure, touching, or persistent advances despite rejection.

4. Prevention and Response Mechanisms

The Association applies a series of preventive and corrective measures:

• Risk assessment involving colleagues, supervisors, or third parties.

• Employee obligation to report policy violations.

• Defined disciplinary consequences for breaches.

• Staff training and awareness through regular updates.

• Special care and support for victims of domestic violence, including flexible arrangements.

5. Designated Contact Person

The designated contact person is Angeliki Petropoulou, employee of the Secretariat Support Department. She is responsible for guiding, informing, and receiving complaints from staff.

6. Complaint Procedure

The procedure is transparent and ensures confidentiality:

• Employees may submit written or electronic complaints to the designated contact person.

• Each complaint is registered and reviewed without prejudice.

• Retaliation against complainants is strictly prohibited.

• Employees retain the right to seek legal recourse through the courts, the Labor Inspectorate, or the Ombudsman.

7. Legal Framework

This policy is based on Articles 9 and 10 of Law 4808/2021, which integrates modern European standards to safeguard human dignity in the workplace and outlines employer obligations and employee rights.

Conclusion
PASEPE adopts a zero-tolerance stance toward violence and harassment. It aims to foster a culture of respect, transparency, and prevention, promoting fair and safe working conditions for all members of its staff.

Your can download and read the full text here Anti-Violence and Harassment Policy in the Workplace – PASEPE (docx)