Dlogic Europe GmbH’s Policy on Workplace Harassment
Policy brief & purposeDlogic Europe GmbH is committed to maintaining a workplace environment that is free from harassment, So employees can feel safe and work freely. We don’t allow anyone to intimidate, humiliate or sabotage other’s in our workplace and we take strict actions against wilful discrimination based on age, sexual orientation, ethnicity, race, religion or disability as per prevailing laws.
ScopeDlogic Europe GmbH’s policy about harassment applies to all stakeholders including employees, contractors, public visitors, customers and anyone else whom employees come into contact at work.
Policy ContentsHarassment is a broader term but Dlogic Europe GmbH has defined this on the basis of the following factors. It should be considered harassment if anyone found doing this
How to cope with Harassment is Dlogic Europe GmbHIf anyone is being harassed, whether by a colleague, customer or vendor, he/she can choose to talk to any of the following people.
Policy brief & purposeDlogic Europe GmbH is committed to maintaining a workplace environment that is free from harassment, So employees can feel safe and work freely. We don’t allow anyone to intimidate, humiliate or sabotage other’s in our workplace and we take strict actions against wilful discrimination based on age, sexual orientation, ethnicity, race, religion or disability as per prevailing laws.
ScopeDlogic Europe GmbH’s policy about harassment applies to all stakeholders including employees, contractors, public visitors, customers and anyone else whom employees come into contact at work.
Policy ContentsHarassment is a broader term but Dlogic Europe GmbH has defined this on the basis of the following factors. It should be considered harassment if anyone found doing this
- Sabotaging someone’s work on purpose
- Engaging in frequent or unwanted advances of any nature
- Commenting derogatorily on a person’s ethnic heritage or religious beliefs
- Starting or spreading rumours about a person’s personal life.
- Ridiculing someone in front of others or singling them out to perform tasks unrelated to their job (e.g. bringing coffee) against their will
How to cope with Harassment is Dlogic Europe GmbHIf anyone is being harassed, whether by a colleague, customer or vendor, he/she can choose to talk to any of the following people.
- Offenders. If you suspect that an offender doesn’t realize they are guilty of harassment, you could talk to them directly in an effort to resolve the issue. This tactic is appropriate for cases of minor harassment (e.g. inappropriate jokes between colleagues.) Avoid using this approach with customers or stakeholders.
- Your manager. If customers, stakeholders or team members are involved in your claim, you may reach out to your manager. Your manager will assess your situation and may contact HR if appropriate.
- HR. Feel free to reach out to HR in any case of harassment no matter how minor it may seem. For your safety, contact HR as soon as possible in cases of serious harassment (e.g. sexual advances) or if your manager is involved in your claim. Anything you disclose will remain confidential.
