Bullying policy

SCOPE

The policy document covers all of Slippsin's operations. It is Slippsin's policy that employee interactions are always characterized by courtesy, respect, and helpfulness. The same values apply to Slippsin's interactions with customers. Employees should be protected against mental and physical harassment, and harassment is not tolerated in the company's workplace under any circumstances. Employee complicity in bullying is condemned.


WARRANTY

Managers are not only responsible for the performance of their employees, but also for ensuring that the basic principles of workplace communication are respected. New employees are introduced to the company's bullying policy and response plan immediately upon starting work.


Workplace bullying:

Disputes and conflicts of interest can arise in the workplace and can cause inconvenience. It is important to resolve such issues promptly before they escalate.


The company's definition of bullying and sexual harassment is based on Regulation No. 1000/2004,


ACTIONS

The company will take action against employees who bully others, for example by reprimanding, transferring to another position, or terminating the employment relationship. Serious incidents may be prosecuted after consultation with the victim. Perpetrators of bullying will be held accountable.


REACTION

An employee who is subjected to or has knowledge of bullying or sexual harassment must immediately contact the CEO or Quality Manager of Slippissinn or their immediate superior and report the incident. These parties must maintain complete confidentiality with the victim.


When managers become aware of bullying, they must respond according to the following response plan.


  • The victim's need for immediate support is assessed and provided immediately.
  • Emphasis should be placed on resolving the issue as soon as possible and preventing further bullying.
  • Working conditions assessed.
  • Take appropriate measures.
  • Ensure that bullying does not recur in the workplace.
  • The party contacted then decides, in consultation with the victim, what to do next. You can choose between an informal or formal procedure.


Informal procedure

Informal proceedings involve seeking information from the victim and providing support through confidential conversation or counseling. Others within the workplace are not informed about the case.


Formal procedure

An impartial examination of the facts of the case is conducted. The victim, perpetrator and others who can provide information about the case are interviewed. It is important to seek information about timing and obtain documents if any, such as emails, text messages or other information.


A solution will be found, which may include changes to the workplace, work methods or work organization. The perpetrator will receive guidance and a warning, or will be transferred to another job.


The case shall be followed up and discussed with the parties after a certain period of time. Communication between the parties to the case shall be monitored.


If the perpetrator does not speak out and continues the bullying, it will lead to his dismissal from his job.