According to the regulation, public authorities should adopt an internal policy to prevent and combat violence and/or harassment in the workplace. The document should contain the powers and duties of authorized persons or a commission of inquiry, a clear procedure for reporting and investigating cases of violence, protection measures and mechanisms for monitoring and evaluating effectiveness.
The Regulation applies to central and local public authorities, autonomous public authorities, as well as to organizational structures within their competence (subordinate administrative bodies, decentralized public services, as well as public institutions in which they have founding status).
The Regulation applies to all persons in an employment relationship or other directly related relationship within a public body and applies to acts performed in the performance of official duties in the workplace, including in public or private premises actually used for the performance of official duties, such as auxiliary premises provided by the employer, such as those intended for pay, rest and meals, in sanitary groups, in locker rooms or other sub
Thus, in order to ensure that reports are received and recorded, each public authority shall designate, by order of the manager, a responsible person or a competent internal structure to carry out the duties of receiving, recording and processing reports of acts that may constitute violence and/or harassment in the workplace.
The designated person or entity shall register the report in a special register on the same day or, at the latest, on the first working day after its receipt. Reports of conduct that may constitute workplace violence and/or harassment shall be submitted in writing, on paper or electronically, signed by the person or designated representative involved, and forwarded to the person or entity designated to process them within the public body. Upon completion of the investigation, the person or entity designated to investigate the case or the investigative committee shall prepare a report of findings.
If, during the reporting, investigation and resolution procedure of a case of violence, an immediate threat of harm, intimidation or pressure is detected, the supervisor shall take temporary protective measures, such as temporarily changing the workplace or work schedule of the person concerned, limiting, restricting or suspending direct interaction between the parties involved or granting, as an exception, at the request of the person concerned, a leave of absence.
Disciplinary liability of persons working within the framework of an employment relationship or individual employment contract shall be carried out in accordance with the legislation applicable to the employment relationship or internal acts of the public body, and in the event that the acts committed may correspond to the constituent elements of an offense or crime, the head of the public body shall notify the competent authorities.
