{"id":37319,"date":"2025-04-01T15:02:27","date_gmt":"2025-04-01T13:02:27","guid":{"rendered":"https:\/\/www.hegelmann.com\/?p=37319"},"modified":"2025-04-23T09:51:50","modified_gmt":"2025-04-23T07:51:50","slug":"violence-and-harassment-prevention-policy","status":"publish","type":"post","link":"https:\/\/www.hegelmann.com\/lt\/violence-and-harassment-prevention-policy\/","title":{"rendered":"Violence and harassment prevention policy"},"content":{"rendered":"\n


CHAPTER I
INTRODUCTION<\/strong><\/p>\n\n\n\n

    \n
  1. The aim of the Violence and Harassment Prevention Policy of the Company is to create a
    working environment in which an employee or a group of employees will not be subjected to
    any hostile, unethical, degrading, humiliating, aggressive, abusive, insulting or offensive actions
    which violate the honour and dignity of an individual or a group of employees, or the physical
    or psychological integrity of a person, or which are intended to intimidate, embarrass, or reduce
    the individual or a group of employees to a defenceless and helpless position.<\/li>\n\n\n\n
  2. The Company is guided by the principle that every employee of the Company shall respect the
    dignity of another person, shall interact with others in a courteous and respectful manner, and
    shall ensure by his\/her conduct a working environment in which the other person is not
    subjected to any hostile, unethical, degrading, humiliating, aggressive, abusive, insulting or
    insulting actions.<\/li>\n\n\n\n
  3. All employees of the Company are required to comply with this Violence and Harassment
    Prevention Policy (the Policy) in their day-to-day work, and the Company’s employees are
    required to play an active role in creating a work environment that is welcoming, respectful of
    human dignity, and ensures equal opportunities and non-discrimination.<\/li>\n\n\n\n
  4. The policy sets out how to identify violence and harassment, the possible forms of violence and
    harassment, the procedures for familiarising people with measures to prevent violence and
    harassment, the procedures for reporting and dealing with reports of violence and harassment,
    the measures to protect and assist those who report violence and harassment and the assistance
    provided to them, and any other information relating to the prevention of violence and
    harassment.

    CHAPTER II
    TERMS USED, WAYS OF RECOGNISING VIOLENCE AND HARASSMENT<\/strong>

    <\/li>\n\n\n\n
  5. Violence and harassment, including psychological violence, gender-based violence and
    harassment (violence and harassment directed against persons on the basis of their sex or
    disproportionately affecting persons of a certain sex, including sexual harassment) means any
    unacceptable behaviour or threat thereof, whether the unacceptable behaviour is aimed at, once
    or repeatedly, causing physical, psychological, sexual or economic impact, or whether the
    unacceptable behaviour results in, or is likely to result in, a violation of a person’s dignity or
    creates an intimidating, hostile, degrading or offensive environment, and\/or whether physical,
    property and\/or non-pecuniary damage has occurred or is likely to occur.<\/li>\n\n\n\n
  6. Violence and harassment means unacceptable behaviour by one or more persons, which may
    take many forms, some of which are easier to detect than others, and which is behaviour where
    one or more managers or employees seek to insult or violate the dignity of an employee, seek to
    affect or adversely affect the employee’s emotional health and\/or seek to create or create a
    hostile working environment.<\/li>\n\n\n\n
  7. Violence is defined as the intentional infliction, by act or omission of a person(s) on another
    person(s), of physical, mental, sexual or economic harm in connection with work, which causes
    or is likely to cause non-material or material damage to the employee.<\/li>\n\n\n\n
  8. Harassment is unwanted conduct which, on the grounds of sex, race, nationality, citizenship,
    language, origin, social status, religion, belief or opinion, age, sexual orientation, disability,
    ethnic origin, religion, is intended to insult or violate the dignity of a person and is intended to
    create or creates an intimidating, hostile, degrading or offensive environment.<\/li>\n\n\n\n
  9. Harassment can take the form of oral and written harassment, and less often of physical acts.
    Harassment can include offensive comments, jokes, humiliation, withholding important
    information, isolating the person from colleagues, meetings or briefings, ignoring them,
    assigning them to tasks that are not related to their job, etc.<\/li>\n\n\n\n
  10. The main difference between violence and harassment is that harassment is a continuous
    process, i.e. repeated unacceptable behaviour, while violence is usually a one-off, sudden
    (acute) outbreak of abuse.<\/li>\n\n\n\n
  11. Sexual harassment is unwanted abusive behaviour of a sexual nature, whether verbal, written or
    physical, towards a person, intended to harm that person’s dignity, in particular by creating an
    intimidating, hostile, degrading or offensive environment.<\/li>\n\n\n\n
  12. Threat is understood as an imminent situation or danger, including a range of threatening events,
    where behaviour is not yet considered unacceptable but there is a realistic possibility that it will
    be (e.g. verbal attacks by an employer, line manager, other employees or third parties, various
    behaviours of concern).<\/li>\n\n\n\n
  13. The threat can be imminent to a single employee or to a group of employees, it can be obvious
    or not, but the key element is the consequences of the threat. This can include various forms of
    violence, punishment, ignoring, isolation, harassment, oppression, bullying, etc.<\/li>\n\n\n\n
  14. Violence and harassment are prohibited:
    14.1. In workplaces, including public and private places, where the employee is at the
    employer’s disposal or performing duties under an employment contract.
    14.2. During rest and meal breaks, or when using household, sanitary and hygiene facilities.
    14.3. During work-related outings, trips, travel, training, events or social activities.
    14.4. During work-related communication, including communication using information and
    electronic communication technologies.
    14.5. In accommodation provided by your employer.
    14.6. On the way to or from work.


    CHAPTER III
    FORMS OF VIOLENCE AND HARASSMENT<\/strong>
    <\/li>\n\n\n\n
  15. Violence and harassment can take many forms, such as:
    15.1. Unwanted physical contact (e.g. flicking, patting, stroking, fondling, nibbling, reaching
    out to kiss, kissing, etc.) or requesting such contact.
    15.2. Verbal or written humiliation (offensive jokes and witticism, persistent remarks, hate
    speech, talking in an elevated tone, gossip, rumours, slander, etc.).
    15.3. Demonstration, publicity, offensive gestures of offensive pictures, notes or other materials.
    15.4. Demonstration or transmission by electronic means of pornographic or sexist images,
    images or texts.
    15.5. Unethical, unwanted comments on appearance, body shape, clothing.
    15.6. Intrusive communication, tracking a person or gathering information about an employee
    when it is unrelated to the work functions performed, without the employee’s consent or
    reasonable grounds.
    15.7. Threatening or other intimidating behaviour aimed at restricting a person’s freedom of
    self-determination.
    15.8. Effect on an employee of the company for the purpose of achieving certain conduct,
    services or sexual services unrelated to the performance of their job functions.
    15.9. Uneven distribution of work tasks when assessing the workload of other employees
    engaged in analogous work or assignment of tasks not related to work functions.
    15.10. Unjustified deterioration of working conditions compared to other employees.
    15.11. Deliberate isolation or non-communication of the employee in work activities, separation
    from social activities.
    15.12. Other forms, not covered here, where certain behaviour creates an undesirable,
    unpleasant, intimidating, humiliating or offensive working environment.<\/li>\n\n\n\n
  16. This list of forms of violence and harassment is not exhaustive and is assessed on a case-by-case
    basis.<\/li>\n\n\n\n
  17. Harassment, sexual harassment, physical or psychological violence can also manifest itself in
    other ways that are not obvious but create an unpleasant, intimidating, humiliating or offensive
    environment


    CHAPTER IV
    RECOMMENDED CONDUCT OF THE COMPANY’S EMPLOYEES TO PREVENT
    CASES OF VIOLENCE AND HARASSMENT, PREVENTION MEASURES<\/strong>
    <\/li>\n\n\n\n
  18. The Company’s employees are recommended to comply with the following principles:
    18.1. Analyse their behaviour and assess whether it complies with the provisions of the Policy.
    18.2. Being aware of, knowing or anticipating potential behaviour that could be considered
    harassment, sexual harassment and violence.
    18.3. Be considerate and sensitive to other employees of the Company, respect their privacy,
    views, beliefs, their physical and mental integrity, to try to understand whether their verbal,
    written or physical behaviour may cause unpleasant, undesirable, humiliating consequences,
    may interfere with another person in the work environment, which may result in his or her
    inability to perform his or her functions properly, for example:
    18.3.1. Disrespectful way of greeting.
    18.3.2. Compliments unrelated to the employee’s professional qualities.
    18.3.3. Comments on the employee’s physical appearance or attire, characteristics of human
    identity.
    18.3.4. Unethical comments about the employee’s views, weaknesses or strengths, their private
    life.
    18.3.5. Unethical calls to the employee (e.g. name abbreviations, nicknames, diminutive calls,
    etc.).
    18.3.6. Jokes or witticism of a sexual nature, offensive or disrespectful to the employee.
    18.3.7. Physical touching of an employee of the company, causing physical or psychological
    discomfort without observing a respectful physical distance.
    18.3.8. Showing intrusive attention to the employee, visual inspection of their physical
    appearance.
    18.3.9. Tone of speech, sounds and movements which may injure, humiliate, degrade or
    sexually intimidate the employee.
    18.3.10. Use of visual means that degrade the honour and dignity of the employee (posters,
    photos, drawings, objects, etc.).
    18.3.11. Sending or otherwise publicising messages, communications or notes of a defamatory
    nature, which are derogatory to the honour and dignity of the employee.
    18.4. In order to avoid unpleasant and unacceptable behaviour of the employee and the negative
    consequences of this behaviour, in case of doubt that certain behaviour may be undesirable or
    may make another person feel uncomfortable, degrade their dignity, it is advisable to ask in
    advance, discuss with the Company’s employees whether certain behaviour, the form of
    communication, is acceptable.
    18.5. If an employee of the Company demonstrates, verbally, by actions or lack of response, that
    certain behaviour that is unrelated and\/or not necessary for the performance of their job
    functions is not acceptable to them, they must immediately stop such behaviour and limit
    communication to that required for the performance of their job functions.
    18.6. Not to be a passive observer of the conduct of an employee in violation of the Policy, but
    to take active action to stop such conduct. If such behaviour occurs, do not tolerate it, do not
    consider it a jesting remark or a lame joke, do not encourage such behaviour by supporting
    smile, laughter or other actions supporting such behaviour.
    18.7. If you experience behaviour that appears to be harassment, sexual harassment or violence,
    it is advisable to calmly, in a polite tone of voice, tell or inform the person who is behaving in
    such a way that the behaviour is unacceptable and must stop. This can also be done by email or
    text message. It is advisable to explain which gestures, words, comments, physical behaviour or
    other actions are unpleasant, create a humiliating, offensive working or study environment.
    18.8. It is advisable to record all acts (behaviour) of harassment, sexual harassment and violence
    in lawful ways and means, to record the time, witnesses and other significant circumstances.
    18.9. If the harassment, sexual harassment or violence took place against another employee of
    the Company, it is advisable to encourage them to speak up about it, to encourage the person
    who committed these acts to contact them and to immediately inform them that such behaviour
    is unwelcome.<\/li>\n\n\n\n
  19. In order to create a safe and friendly environment within the Company, this Policy should be
    assessed and implemented in parallel with the Company’s approved Rules of Procedure,
    Code of Ethics and Equal Opportunities Policy.<\/li>\n\n\n\n
  20. When creating an emotionally favourable work environment for employees, the Company
    shall provide training, send and\/or demonstrate information materials aimed at awareness,
    recognition and intolerance of forms of violence and harassment, as well as the procedure
    for submission and examination of reports of violence and harassment.



    CHAPTER V
    PROCEDURE FOR SUBMISSION AND EXAMINATION OF REPORTS\/COMPLAINTS
    ON VIOLENCE AND HARASSMENT, DECISION MAKING<\/strong>
    <\/li>\n\n\n\n
  21. The investigation of a notification or complaint shall be based on the following principles:
    21.1. Non-culpability \u2013 the Complainant shall be presumed innocent until a decision is made on
    the violation of the Policy.
    21.2. Promptness \u2013 the investigation is carried out within the shortest possible time.
    21.3. Immediacy \u2013 the victim, the complainant, the witness(es) are given every opportunity to
    provide explanations and to give their version of their actions and their interpretation.
    21.4. Assistance to the victim \u2013 upon receipt of a complaint about a violation of the Policy, safe
    working conditions are created.
    21.5. Proactive preventive measures \u2013 upon detection of a violation, appropriate individual
    preventive measures shall be applied, ensuring safe and dignified working conditions for the
    Company’s employees.
    21.6. Objectivity and impartiality \u2013 the investigation is carried out objectively, without
    preconditions for the assessment of the circumstances.<\/li>\n\n\n\n
  22. Reports\/complaints regarding possible cases of violence or harassment are examined by forming
    a Commission. The Commission is established in accordance with the procedure set by the
    Company only after the registration of the report\/complaint and investigates the specific case of
    violence or harassment in the workplace.<\/li>\n\n\n\n
  23. The Commission is composed of at least 3 members, including one representative from the
    employees and one from the employer. Persons with family ties or any potential conflict of
    interest cannot be appointed to the Commission. Members of the Commission must be impartial
    and objective.<\/li>\n\n\n\n
  24. An employee of the Company who believes that they or another person is being harassed,
    sexually harassed, or subjected to physical and\/or psychological violence has the right to submit
    a report or complaint to their direct supervisor. If the accused individual is the direct supervisor,
    the report or complaint should be submitted to a higher-level manager. It is recommended that
    the report or complaint be submitted as soon as possible after the alleged actions occurred or
    were discovered.<\/li>\n\n\n\n
  25. A report\/complaint can also be submitted via email by sending it to: report@l-experts.com .<\/li>\n\n\n\n
  26. Anonymous reports\/complaints shall not be dealt with by the Commission.<\/li>\n\n\n\n
  27. A received report\/complaint must be registered no later than the next working day. Following
    this, a Commission is formed in accordance with the procedure established by the Company,
    which then initiates the investigation. In the report\/complaint, the Company’s employee must
    provide the following information:
    27.1. Detailed explanations of the event regarding the situation, manifestations and
    circumstances of the violence, harassment or sexual harassment suffered.
    27.2. Identify potential witnesses.
    27.3. Provide any other information (photos, video or audio recordings, etc.) that is available by
    lawful means.<\/li>\n\n\n\n
  28. Members of the Commission shall be bound to ensure the confidentiality of the investigation.
    Members of the Commission shall be prohibited from disclosing any information relating to the
    investigation to persons and personnel not involved in the investigation procedure.<\/li>\n\n\n\n
  29. When interviewing the victim or complainant, his or her legal representative may also
    participate in the interview.<\/li>\n\n\n\n
  30. Upon completion of the investigation, the Commission shall evaluate the data obtained during
    the investigation and, within 10 working days, prepare and submit to the Company’s manager a
    conclusion containing proposals. If the actions or behaviour of the manager of the Company are
    appealed against, the conclusion with the proposals shall be submitted accordingly to the higher
    management body (board, supervisory board or shareholder) operating in the Company.<\/li>\n\n\n\n
  31. The report and\/or complaint shall be investigated within the shortest possible time, but not more
    than 1 month from the date of receipt of the report\/complaint.<\/li>\n\n\n\n
  32. The time limit for the investigation of the report and\/or complaint may be extended only if due
    to justified circumstances (illness, etc.) it is not possible to interview the victim, the complainant
    or the witness.<\/li>\n\n\n\n
  33. After examining the report\/complaint, the Commission may take the following decisions:
    32.1. Leave the report\/complaint unexamined.
    32.2. Declare the report\/complaint to be unfounded.
    32.3. Acknowledge the report\/complaint as justified. In such a case, the Commission shall
    submit, together with the decision, proposals on the imposition of sanctions on the complainant
    and the need for victim assistance measures.
    34.4. The examination of the report\/complaint shall be terminated if the lack of information
    prevents the investigation or the identification of the persons mentioned in the report\/complaint.<\/li>\n\n\n\n
  34. The Head of the Company, or, in the case of a complaint against the Head of the Company, the
    higher management body of the Company (the Board of Directors, the Supervisory Board or the
    shareholder), shall, upon receipt of the Commission’s conclusions with proposals, decide on the
    necessity of taking measures of influence on the person complained against and\/or the need to
    apply protective or assistance measures to the person who is the subject of the complaint. The
    victim and the person complained against shall be informed of the decisions taken within no
    later than 3 working days. The conclusions and proposals adopted by the Commission to the
    Company’s manager are of a recommendatory nature.<\/li>\n\n\n\n
  35. The Commission shall take into account the impact of each individual case on the emotional
    health of the victim when making proposals for possible protective measures (relocation, job
    rotation, granting of leave, etc.) or the provision of possible assistance (individual
    interviews, specialist advice, etc.) to the victim.<\/li>\n\n\n\n
  36. When making proposals for the imposition of possible sanctions on the complainant, the
    Commission shall take into account the malignancy and seriousness of the conduct
    complained of, its frequency, the consequences for the victim, etc.


    CHAPTER VI
    FINAL PROVISIONS<\/strong>
    <\/li>\n\n\n\n
  37. This Policy is binding and applies to all employees of the Company without exception,
    regardless of the position they hold or the type of employment contract they have entered
    into.<\/li>\n\n\n\n
  38. A violation of this Policy will be considered a violation of work duties for which liability is
    provided for in the Labour Code of the Republic of Lithuania.<\/li>\n\n\n\n
  39. The Company’s employees are informed about the approved Policy through informational
    electronic communication channels in accordance with the Company’s established
    procedures. This Policy and all its amendments are published on the Company’s intranet
    and\/or another platform used by the Company.<\/li>\n<\/ol>\n","protected":false},"excerpt":{"rendered":"

    CHAPTER IINTRODUCTION The aim of the Violence and Harassment Prevention Policy of the Company is to create aworking environment in which an employee or a group of employees will not be subjected toany hostile, unethical, degrading, humiliating, aggressive, abusive, insulting or offensive actionswhich violate the honour and dignity of an individual or a group of […]<\/p>\n","protected":false},"author":6,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[75,87],"tags":[],"class_list":["post-37319","post","type-post","status-publish","format-standard","hentry","category-documents","category-english"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.hegelmann.com\/lt\/wp-json\/wp\/v2\/posts\/37319","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.hegelmann.com\/lt\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.hegelmann.com\/lt\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.hegelmann.com\/lt\/wp-json\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/www.hegelmann.com\/lt\/wp-json\/wp\/v2\/comments?post=37319"}],"version-history":[{"count":2,"href":"https:\/\/www.hegelmann.com\/lt\/wp-json\/wp\/v2\/posts\/37319\/revisions"}],"predecessor-version":[{"id":37321,"href":"https:\/\/www.hegelmann.com\/lt\/wp-json\/wp\/v2\/posts\/37319\/revisions\/37321"}],"wp:attachment":[{"href":"https:\/\/www.hegelmann.com\/lt\/wp-json\/wp\/v2\/media?parent=37319"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.hegelmann.com\/lt\/wp-json\/wp\/v2\/categories?post=37319"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.hegelmann.com\/lt\/wp-json\/wp\/v2\/tags?post=37319"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}