Details of Employer – Legal representative SURNAME: BOULIONIS NAME: VASILIOS FATHER’S NAME: DIOMIDES VAT number: 036170951 D.O.Y NEON MOUDANI RESIDENTIAL ADDRESS: CHANIOTI, CHALKIDIKI 0 Postal code 63085

Asserter: BOULIONIS VASSILEIOS

“MBOULIONIS GROUP MONOPROSOPI IKE”, which employs 3 people, complies with all measures and obligations related to the implementation of the provisions of Part II of Law 4808/2021 for the prevention and treatment of all forms of violence and harassment, including violence and harassment based on gender and sexual harassment.

The purpose of this information is to create and consolidate a work environment that respects, promotes and ensures human dignity and the right of every person to a world of work free of violence and harassment.

“MBOULIONIS GROUP MONOPROSOPI IKE” through its legal representative declares that it recognizes and respects the right of every employee to a work environment free of violence and harassment and that it does not tolerate any such behavior, of any form, by any person.

This information is posted in the workplace and made accessible to all employed personnel in accordance with Article 5 d) of Law 4808/2021 and covers the persons referred to in Paragraph 1 of Article 3 of Law 4808/2021, i.e. employees and employed by the company regardless of their contractual status.

A. Preventing and combating violence and harassment at work

a) measures to prevent, control, limit and deal with these risks, as well as to monitor such incidents or forms of behavior.

Indicative measures and administrative practices to prevent and control the risks of violence and harassment may include:
• Encouragement to maintain a working climate where respect for human dignity, cooperation and mutual assistance are key values.
• Open communication with the employer and direct supervisors and colleagues.
• Report/complaint management process.
• Ensuring that employees have the necessary training/information to perform their duties, particularly in jobs that have a higher risk of incidents of violence and harassment.
• Measures of a technical nature, such as installation of an emergency notification, improvement of lighting, etc.
• Actions to raise employees’ awareness of healthy behavioral patterns (eg avoiding addictions), but also for issues concerning vulnerable categories of employees.
• Guidance and support for victims of violence and harassment or victims of domestic violence to reintegrate into the workplace.
• Training of employees in the procedures for handling incidents of violence.
• Assessing on a regular basis the effectiveness of applied preventive and countermeasures and reviewing / updating the risk assessment and measures.

b) actions to inform and raise awareness among staff.

For example, the information may state 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 professionals or counseling service providers, representatives of voluntary organizations, etc. To encourage the participation of employee representatives and management executives in training programs and educational seminars on the recognition and management of the risks of violence and harassment at work.

c) information on the rights and obligations of the employees and the employer, as well as the persons exercising managerial authority or representing the employer, to the extent and to the extent of their own responsibility, in the event of occurrence or reporting or reporting of such incidents, as well and for the related procedure.

Regarding the potential of the victim: Through the information, the employer informs the staff that in case 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 in context in which the incident is alleged to have occurred or the conduct has ended, has: a) the right to judicial protection, b) an appeal, filing a complaint and an application for a labor dispute to the Labor Inspectorate, within the framework of its statutory powers, c) reference to the Citizen’s Advocate, within the framework of his statutory powers, as well as d) complaints within the company in accordance with the complaints management policy. In any case, when such behavior is reported within the company, the affected person retains every right to appeal to any competent authority.

Regarding contact details: Also, the employer informs the staff and has in a prominent place the details of the competent administrative authorities, to which any affected person has the right to appeal (Labour Inspectorate, Ombudsman), and in particular to inform about the telephone complaint line of the Labor Inspectorate through the citizen service line 1555, as well as for the immediate psychological support and counseling service for female victims of gender-based violence to be able to contact the SOS Line 15900.

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

d) designation of a reference person (“liaison”) to guide and inform employees regarding the prevention and treatment of violence and harassment at work.

e) employment protection and the support of working victims of domestic violence, if possible, by any appropriate means or reasonable adjustment.

B. Procedure for receiving and reviewing complaints

a) safe and easily accessible communication channels for receiving complaints and identifying competent persons for their examination.
b) investigating and examining complaints impartially and protecting the confidentiality and personal data of victims and complainants.
c) prohibition of retaliation against the affected person (Article 13 of Law 4808/2021).
d) description of the consequences upon detection of violations (article 12 par. 2 Law 4808/2021).
e) cooperation and provision of any relevant information to the competent authorities, if requested.