Policy on the Prevention of Workplace Harassment

SIGLA, aware of the importance of establishing mechanisms to prevent workplace harassment, has created the Workplace Harassment Committee. This committee, in conjunction with all employees of the organization, will establish activities aimed at generating a collective awareness of healthy coexistence, promoting work in dignified and fair conditions; harmony among those who share their work life within the company; and a positive work environment. It will also protect the privacy, honor, mental health, and freedom of individuals at work through the implementation of a workplace harassment prevention plan, which will be integrated into the existing management system.. 

With the purpose of ensuring that all employees of this organization have a work environment in which the dignity of the person is respected, it is committed to implementing and monitoring compliance with the rules aimed at preventing any conduct or behavior that constitutes workplace harassment, safeguarding the information that is collected, and promptly processing complaints that may arise regarding workplace harassment through the WORKPLACE COEXISTENCE COMMITTEE, whose actions are carried out in accordance with current regulations.

The Committee serves as a preventative, guidance, mediation, and referral body, and has no authority to determine whether or not workplace harassment has legally occurred. Its role is to promote dialogue, establish commitments, and formulate recommendations aimed at improving the workplace environment.

The Committee will guarantee in its actions the principles of confidentiality, speed, efficiency, impartiality, respect and due process.

Aware of the importance of establishing mechanisms to prevent workplace harassment, which, together with all the workers of the organization, will establish mechanisms aimed at generating a collective awareness of healthy coexistence and the elimination of any intimidating, hostile and humiliating behavior, both for the victims and for third parties, maintaining work environments where personal dignity, privacy and sexual freedom are respected.

Any case that constitutes workplace harassment should be reported to the email address provided. convivenciasigla@gmail.com where the confidentiality of the reported situation will be maintained in order to carry out the respective investigation in each case and take the actions that may be necessary to improve and maintain healthy conditions of coexistence in our work environment.

SIGLA has an internal procedure for receiving, processing and preventively addressing complaints related to alleged workplace harassment, which establishes the stages, responsible parties, confidentiality mechanisms and applicable terms in each case.

This procedure is coordinated with the functions of the Workplace Harassment Committee and is carried out in accordance with the timeframes established in current regulations.

In particular, the procedure includes the minimum terms established for:

• Receive and process complaints.
• To examine confidentially the facts and documents provided.
• Listen individually to the parties involved.
• To create spaces for dialogue and promote commitments aimed at resolving disputes.
• Formulate and monitor the corresponding commitments and improvement plans.

 

The preventive procedure for resolving workplace harassment complaints may not exceed sixty-five (65) calendar days, counted from the date of receipt of the formal complaint. The timeframes established for the different actions are not cumulative and will be defined and applied in each case according to the circumstances and capabilities of the Committee, ensuring due diligence at all times and avoiding unjustified delays.

The monitoring of commitments made by the parties will be carried out periodically, in accordance with the provisions of the internal procedure and current regulations.