INFORMATION ON THE PREVENTION AND ADDRESSING OF VIOLENCE & HARASSMENT IN THE WORKPLACE

Business – Branch: Charilaou Trikoupi 20, Alimos

Employer – Legal Representative Details

COMPANY NAME: SPORT CAFE S.A.
TAX ID: 094507253
TAX OFFICE: FAE ATHENS
REGISTERED ADDRESS: 76 Pentelis Avenue, Vrilissia

POSTAL CODE: 15235

Certified by: LOULOUDIS MICHAEL …..

The company “SPORT CAFE S.A.” complies with all measures and obligations concerning the implementation of the provisions of Part II of Law 4808/2021 for the prevention and addressing of every form of violence and harassment, including gender-based violence and harassment and sexual harassment.

1. Purpose of this information

The purpose of this information is the creation and establishment of a work environment which respects, promotes and ensures human dignity and the right of every person to a world of work free from violence and harassment.

The company “SPORT CAFE S.A.” through its legal representative declares that it recognizes and respects the right of every employee to a working environment free from violence and harassment and that it does not tolerate any such behavior, of any form, from any person.

2. Publication of this information

This information is posted in the workplace and is accessible to all employed personnel in accordance with article 5 paragraph d) of Law 4808/2021 and applies to the persons of paragraph 1 of article 3 of Law 4808/2021, namely employees and persons employed in the company regardless of their contractual status.

A. Prevention and combating of violence and harassment in the workplace

a) Measures for prevention, control, limitation and addressing of these risks, as well as monitoring such incidents or forms of behavior.

Indicatively, the measures and administrative practices for the prevention and control of the risks of violence and harassment may include:

• Encouragement to maintain a work climate where respect for human dignity, cooperation and mutual assistance are basic values.

• Open communication with the employer and direct supervisors and colleagues.

• Procedure for handling reports/complaints.

• Ensuring that employees have the necessary training/information to perform their duties, particularly in jobs that present higher risk for the occurrence of incidents of violence and harassment.

• Technical measures such as installation of emergency notification systems, improvement of lighting, etc.

• Actions for raising employee awareness on healthy behavior standards (e.g. avoidance of dependencies), as well as on issues concerning vulnerable categories of employees.

• Guidance and support to victims of violence and harassment or victims of domestic violence for their reintegration into the workplace.

• Training of employees in procedures for handling violence incidents.

• Regular evaluation of the effectiveness of the implemented preventive and response measures and revision/update of the risk assessment and the measures.

b) Information and awareness actions for staff.

Indicatively, in the information it may be stated that in the context of staff awareness the employer may, among other things: organize targeted staff meetings to discuss relevant issues and address potential risks in a timely manner. Conduct seminars with mental health specialists or counseling service providers, representatives of volunteer organizations, etc. Encourage the participation of employee representatives and management executives in training programs and educational seminars related to the recognition and management of risks of violence and harassment in the workplace.

c) Information on the rights and obligations of employees and the employer, as well as persons exercising managerial authority or representing the employer, to the extent and degree of their responsibility, in the event of occurrence or reporting or complaint of such incidents, as well as the relevant procedure.

Regarding the options of the affected person:
Through this information the employer informs staff that if a person is affected by an incident of violence and harassment during access to employment, during the employment relationship or even if the contract or employment relationship within which the incident or behavior allegedly occurred has ended, they have:

a) the right to judicial protection
b) the right to appeal, submit a complaint and request the conduct of a labor dispute procedure to the Labor Inspectorate, within the framework of its legal competencies
c) the right to report to the Ombudsman, within the framework of its legal competencies
d) the right to file a complaint within the company according to the complaint management policy

In any case, when a report or complaint of such behavior arises within the company, the affected person retains every right to appeal to any competent authority.

Regarding contact details:
The employer also informs the staff and places in a visible location the details of the competent administrative authorities to which every affected person has the right to appeal (Labor Inspectorate, Greek Ombudsman), in particular informing about the Labor Inspectorate complaint hotline through the citizen service line 1555, as well as the immediate psychological support and counseling service for women victims of gender-based violence through the SOS Line 15900.

Regarding rights and consequences of non-compliance within the employment relationship, as provided for in articles 12–15 of Law 4808/2021 and supplemented at company level.

d) Appointment of a reporting person (“liaison”) for guidance and information of employees regarding the prevention and addressing of violence and harassment in the workplace.

e) Protection of employment and support of employees who are victims of domestic violence, where possible, with any appropriate means or reasonable adjustment.

B. Procedure for receiving and examining complaints

a) Safe and easily accessible communication channels for receiving complaints and designation of responsible persons for their examination.

b) Investigation and examination of complaints with impartiality and protection of the confidentiality and personal data of victims and the accused.

c) Prohibition of retaliation against the affected person (Article 13 Law 4808/2021).

d) Description of the consequences upon confirmation of violations (Article 12 paragraph 2 Law 4808/2021).

e) Cooperation and provision of any relevant information to the competent authorities if requested.