CSR

Anti-bullying policy

ANTI-BULLYING POLICY AT SCARLETT SP. Z O.O. SP. K.

Chapter I

General provisions

§ 1

The purpose of establishing an Anti-Harassment Policy at Scarlett Sp. z o.o. sp. k. is to counteract the phenomenon of harassment. 

§2

Whenever the Anti-Mobbing Policy refers to:

  1. Anti-Mobig Policy, hereinafter referred to as "PA", shall be understood to mean the anti-bullying policy of Scarlett Sp. z o.o. sp. k.;
  2. Bullying - It is understood, in particular, as actions or behaviour concerning an employee or directed against an employee, consisting of persistent and prolonged harassment or intimidation of an employee, causing or likely to cause an employee's appraisal of his or her professional usefulness to be lowered, causing or intended to cause humiliation or ridicule of an employee, isolating or eliminating him or her from the team of co-workers or frightening the employee;
  3. Anti-Mobbing Commission, hereinafter referred to as the "Commission" - means the panel set up by the employer to deal with complaints of bullying;
  4. Employers - is to be understood as Scarlett Sp. z o.o. sp. k. represented by the President of the Management Board;
  5. Employee - means a person who is in an employment relationship with Scarlett Sp. z o.o. sp. k.. 

Chapter II

Objective of the Anti-Mobbing Policy

§ 3

  1. The priority objective of the introduction of PA is to support activities11 that foster positive relationships between Scarlett Sp. z o.o. sp. k. employees.
  2. The employer shall take all measures permitted by law, including those described in the PA, to prevent harassment in the workplace or in connection with the work performed by Scarlett Company employees.
  3. The employer does not condone bullying or any other form of psychological violence.
  4. The employer is .actively working against bullying in the workplace and in relation to work by creating information materials and providing training on bullying issues and prevention.
  5. The employer shall oblige employees not to take actions that bear the hallmarks of bullying and to prevent bullying by others.
  6. Creating situations that encourage bullying or the use of bullying can be considered a breach of fundamental employee duties.

Chapter III

Anti-bullying procedures

§4

  1. An employee who feels that he or she has been subjected to bullying may report this fact in writing in the form of a complaint to the person designated by the President of the Management Board, i.e. the Health and Safety Specialist Mr Bogusław Zawada, or, if the matter concerns that person, directly to the President.
  2. The complaint should include a statement of the facts, evidence to support the circumstances asserted and identification of the perpetrator(s) of the bullying.

§ 5

  1. An Anti-Harassment Committee appointed by the Chairman of the Board of Directors shall investigate a complaint of harassment.
  2. The Commission consists of:
    1. two employer representatives,
    2. a representative of the company professional organisation designated by the complainant or an employee designated by the complainant,
    3. employee representative.
  3. The Commission shall be appointed by the Chairman of the Management Board for the duration of the term of office. The Commission shall be chaired by the President of the Management Board or a representative appointed by him/her.
  4. No member of the Commission may be the person who is the subject of the complaint of harassment or the head of the organisational unit where the complaining employee is employed.
  5. The Commission shall commence proceedings within 14 working days of the written complaint.
  6. After hearing the complainant and the employee accused of mobbin gu and any witnesses, after considering the evidence submitted by them, the Committee shall assess the merits of the complaint and forward this assessment, together with its conclusions, if any, with recommendations for necessary action, to the Chairman of the Management Board.
  7. 7, Members of the Commission shall, for the duration of the work of the Commission, be granted leave from work with pay by their employer.
  8. The administrative service of the Commission's meetings is provided by the Staff Affairs Department, which in particular:
    1. minutes of Commission meetings,
    2. collects and retains documentation, including minutes of the Commission, relating to the proceedings for a period of 3 years.

§6

If the complaint is found to be well-founded, the employer shall take measures to eliminate the irregularities found and prevent their recurrence.

Chapter IV

Confidentiality

§7

  1. All persons carrying out anti-bullying procedures are obliged to keep confidential all facts learned in the course of the procedures.
  2. Commission members may not copy or distribute documents relating to the bullying case under consideration. 
  3. The data contained in the Commission's materials and documents are subject to the protection envisaged for the protection of personal data.

Chapter V

Final provisions

§ 8

  1. The employee is required to make a statement that he/she has read the Anti-Mobbing Policy at Scarlett Ltd. sp. k. This statement is kept in the personal file.
  2. Each time new employees are hired, the Human Resources Department familiarises them with the regulations on bullying by collecting a written statement.
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