Policy against bullying, sexual and gender-based harassment and violence
At Orkuhúsin (OH), there is an emphasis on a good work ethic, where trust, confidentiality, equality and
openness between all employees. Everyone should cultivate courtesy and tact in their conduct and show
each other with due respect and a positive attitude.
Everyone in the workplace needs to do their part to prevent negative behavior and promote
good communication, job satisfaction and a safe environment. This is very important to us all and we
We all have a responsibility in this regard. It is therefore important that employees and contractors report any
negative and difficult communication so that issues can be addressed.
Bullying, sexual harassment, gender-based harassment and violence will not be tolerated under any circumstances.
tolerated in the workplace.
The individual's experience is key when discussing bullying and other inappropriate behavior.
Every sufferer must assess for themselves what behavior they tolerate, from whom, and whether to report it.
offended him.
This policy and response plan is established on the basis of Article 38 of Act No. 46/1980 on Environment,
Health and safety at work and Regulation No. 1009/2015 on measures against bullying,
sexual harassment, gender-based harassment and violence in the workplace. It is based on a similar policy
and a plan put together by the Confederation of Icelandic Employers (SA).
OBJECTIVES AND DEFINITIONS
Objectives of the policy and response plan against bullying, sexual and gender-based harassment and violence
is to prevent harassment in the workplace and ensure that remedies are available if a person believes they have
experienced such violations. The definitions of terms in this policy and response plan are based on
applicable occupational health and safety laws and regulations on measures against bullying, sexual harassment, gender-based
harassment and violence in the workplace no. 1009/2015:
Bullying: Repeated behavior that is generally intended to cause distress to those who experience it.
must, such as belittling, insulting, hurting or threatening the person or causing them fear.
Differences of opinion or differences due to differing interests do not fall under this category.
Gender-based harassment: Behavior related to the gender of the person being subjected to it, which is displeasing to the person and
has the purpose or effect of offending the person's dignity and creating conditions that are
threatening, hostile, degrading, humiliating or offensive to the person concerned.
Sexual harassment: Any type of sexual behavior that is unwelcome to the person experiencing it and
has the purpose or effect of offending the person's dignity, especially when the conduct results in
threatening, hostile, humiliating, humiliating or offensive situations. The behavior can be
verbal, symbolic and/or physical.
Violence: Any behavior that results in, or is likely to result in, physical or psychological harm or suffering
of what is happening to her, including threats of such, coercion or arbitrary deprivation of liberty.
DUTIES OF MANAGERS
Managers should work to ensure a good working environment and that workplace communication is
accordance with OH policy. They shall introduce new employees and contractors to OH policy and
contingency plan at the start of work.
Managers need to be aware of the workplace situations that can encourage bullying,
harassment and violence and prevent inappropriate behavior such as by immediately addressing negative speech, being
role model in behavior and communication and promote a positive work ethic. They shall make employees
clear if their behavior is inappropriate.
Managers must respond in accordance with the response plan if a complaint or tip is received.
bullying, harassment or violence. They shall exercise caution, discretion and confidentiality in all actions.
OBLIGATIONS OF EMPLOYEES AND CONTRACTORS
Employees and contractors are prohibited from bullying, harassing, or exploiting other employees.
violence.
It is the responsibility of all OH employees and contractors to prevent bullying and other inappropriate
behavior, both through their own actions and reporting to the CEO.
An employee must inform the CEO if they believe they have been subjected to bullying, harassment or violence.
or has reasonable suspicion or knowledge of such behavior in the workplace.
It should be kept in mind that a person may be unaware that their behavior is inappropriate.
Therefore, it is important that employees set boundaries and make it clear if they do not like the behavior.
If a person does not feel confident enough to talk to the person, they should seek help and support.
report the incident.
IMPLEMENTATION
New employees should be introduced to OH's policy and response plan to prevent bullying,
sexual harassment, gender-based harassment and violence immediately upon commencement of employment. The policy and
The response plan is reviewed regularly. Bullying, sexual harassment, gender-based harassment and violence
is not the team at OH, but false allegations of bullying, harassment or violence will also be addressed.
If the managing director becomes aware of bullying, harassment or violence, he must respond in accordance with
with a contingency plan.
OH will take action against employees who bully, harass or abuse others,
for example, by a warning or dismissal. The perpetrator will be held accountable. The victim's need for support is
assessed and support provided as needed.
If an assessment of the situation leads to the conclusion that bullying, harassment or violence is not occurring or has not occurred
However, action must be taken to eliminate the conditions that
had been complained about or pointed out, whether the circumstances still exist, as well as in order to establish
prevent the situation from recurring.
RESPONSE PLAN
PROCEDURE FOR RESPONDING TO BULLYING, SEXUAL OR GENDER-BASED HARASSMENT AND VIOLENCE
COMPLAINT / NOTIFICATION
An employee who has been subjected to or is aware of bullying, harassment or violence in the workplace shall
inform the managing director of their company about it. If the managing director is the perpetrator or
does not address the Chairman of the Board or the CEO of OH.
In consultation with the victim, it is decided whether an informal procedure can be used or whether legal action is required.
and rules in the field of occupational health and safety require a formal procedure. In all cases, the manager must
respond to and fulfill the obligations that rest on the employer according to laws and regulations, including
to prevent inappropriate behavior from recurring in the workplace.
During the proceedings, the terms "alleged victim" and "alleged perpetrator" should be used.
Informal procedure
If the victim requests an informal procedure, and the administrator considers it permissible to do so,
information is sought from the victim and support is provided through confidential conversation or counseling
consultation with the Managing Director. Appropriate action is taken in consultation with the victim.
Others within the workplace are not informed about the matter.
Formal procedure
If an incident requires formal proceedings, the Director shall act in accordance with
the following procedure:
1. Research
a) Talk to the alleged victim, carefully review their experience and description of the incidents. Investigate who, in the victim's opinion, witnessed the specified incidents.
b) Talk to the alleged perpetrator, review his experience of the specified incidents and his description of them. Investigate who, in the perpetrator's opinion, witnessed the incidents.
c) Offer the alleged victim and alleged perpetrator counseling and, where appropriate, external counsel.
d) Speak with alleged witnesses to incidents if necessary, obtain information about their experience of the incidents, a description of the incidents, and who was present.
e) All information related to the handling of the case shall be recorded and the relevant staff shall be kept informed during the handling. Access to the data shall be limited to those working on the investigation of the case.
2. With
a) Review the assessment of what happened.
b) Assess whether it can be considered bullying, harassment or violence according to the definition.
3. Actions
a) If the conclusion is that there is a communication problem and not bullying, harassment or violence within the meaning of this policy:
1. Clear communication.
2. Provide clear messages about workplace communication.
3. Monitoring and follow-up.
b) If bullying, harassment or violence is believed to be occurring within the meaning of this policy:
1. Get help from an outside consultant.
2. Assess the consequences for the perpetrator.
a. Reprimand/dismissal. The perpetrator may be given a reprimand or may be dismissed, depending on the assessment of the seriousness of the case.
Contractor issues are brought to the attention of each company's board of directors.
b. A decision on how to handle a case if the perpetrator remains in the workplace to prevent further bullying.
3. Follow-up.
a. Support for the victim.
b. Monitor the victim's mental well-being.
c. Evaluation of the effectiveness of actions.
d. Assess whether changes are needed in the workplace, work practices, work organization or other aspects to reduce the likelihood of recurrence.
e. When a case is considered closed, the relevant employees shall be informed accordingly.
All information obtained regarding the case will be treated as confidential and will become written records.
stored in a secure location under the employer's responsibility in accordance with data protection laws.
Relevant employees are granted access to data as they request and the law on
privacy of households. If the facts of the case concern an individual who is not an employee of OH or a contractor, but
the communication occurs in connection with OH activities, the Director will immediately initiate an investigation into
circumstances of the case.
After the investigation, action will be taken to prevent this from happening again. This includes:
Measures and actions will be taken to protect employees from such stimuli.
A solution will be found, which may include changes to the workplace, working methods or
work organization.
When a case is considered closed, the relevant employees shall be informed accordingly.
This policy and response plan shall be reviewed and revised as often as necessary by the safety and
OH quality committee.
