Code of Good Conduct for Preventing and Combating Harassment in theWorkplace
PREAMBLE
TFPBOX Unipessoal, Lda, with registered office at Rua dos Arneiros nº33 Pataias-Gare, taxpayer no. 507 383 990, in order to comply with the employer's duties, namely those set out in article 127, no. 1, paragraph K) of the Labor Code, as amended by Law no. 73/2017 of August 16, and rectified by Declaration of Rectification 28/2017 of October 2, has adopted this Code of Good Conduct for Preventing and Combating Harassment in the Workplace, applicable to all its employees:
SCOPE AND GENERAL PRINCIPLES
CLAUSE 1
(Purpose)
This document establishes the guidelines for the professional conduct of employees, suppliers and service providers, as well as the disciplinary procedure applicable to non-compliance, in matters relating to preventing and combating harassment at work, with a view to creating and maintaining a working environment in which everyone is treated with dignity, decency and respect.
CLAUSE 2ª
(General Principles)
1. In carrying out their activities, duties and powers, the persons identified in the previous clause must act with a view to pursuing the interests of TFP Box, Unipessoal, Lda. in compliance with the principles of non-discrimination and combating harassment at work.CLAUSE 3ª
(Harassment)
a) "Harassment" means unwanted behavior, particularly based on discrimination, practiced when accessing a job, or in the job itself, work or vocational training, with the aim or effect of disturbing or embarrassing the person, affecting their dignity, or creating an intimidating, hostile, degrading, humiliating or destabilizing environment.
b) "Sexual harassment" means unwanted behavior of a sexual nature, in verbal, non-verbal and/or physical form, with the aim and/or effect mentioned in the previous paragraph.
c) "Discriminatory harassment" means unwanted and hostile behavior based on a discriminatory factor other than sex, such as sexual orientation or race (discriminatory harassment).
d) "Non-discriminatory bullying" means bullying in which the unwanted behavior is not based on a discriminatory factor, but which, due to its connotation and insidiousness, has the same effects and aims to drive the worker out of the company (mobbing).
CLAUSE 4ª
(Unlawful behavior)1. The following behaviors that could be considered harassment at work are designated and expressly prohibited:
- Systematically devaluing and disqualifying the work that is carried out;
- Promoting social isolation;
- Directly or indirectly ridiculing a physical or psychological characteristic;
- Making repeated threats of dismissal; Not assigning any professional duties, which constitutes a violation of the right to effective occupation of the job;
- Systematically setting targets and work objectives that are impossible to achieve or deadlines that are unachievable;
- Systematically assigning duties that are foreign or inappropriate to the professional category;
- Systematically appropriating ideas, proposals, projects and work without identifying the author; Systematically spreading rumors and malicious comments or repeatedly criticizing workers;
- Systematically giving urgent work instructions without necessity;
- Transferring workers from one sector or workplace to another with the clear intention of isolating them;
- Constantly shouting in order to intimidate people;
- Systematically creating objective situations of "stress", in order to cause the worker's conduct to get out of control, such as: systematic changes or transfers of workplaces.
DISCIPLINARY OFFENSES, SANCTIONS AND SPECIAL PROVISIONS
CLAUSE 5ª
(Procedures)
CLAUSE 6ª
(Whistleblower and Witness Protection Scheme)
CLAUSE 7ª
(Formal Procedure)
CLAUSE 8ª
(Consequences and penalties)
CLAUSE 9ª
(Communication of Complaints in the Workplace and General Information)
Situations which, under the terms of the Law, may constitute harassment, may be the subject of a complaint to the Authority for Working Conditions, CITE and the competent entity for receiving the complaint, depending on the nature of the behavior in question.
CLAUSE 10ª
(Disclosure)
FINAL PROVISIONS
CLAUSE 11ª
(Entry into force)
This Code of Conduct shall enter into force immediately and shall be available for consultation on paper in the place where information is to be publicized to all employees of TFP Box, Unipessoal, Lda. Pataias-Gare , January 02, 2018 The Company TFPBOX Unipessoal, Lda