Policy on Combating Violence and Harassment
The Holy Monastery under the name “Holy Monastery of the Ursulines Religious Legal Body” complies fully with all measures and obligations arising from Law No 4808/2021 on the prevention and combating of all forms of violence and harassment, including gender-based and sexual harassment.
• “Violence and harassment” refers to any form of conduct, act, practice or threat intended to cause, resulting in, or likely to result in, physical, psychological, sexual or economic harm.
• “Harassment” refers to conduct that aims to or has the effect of violating a person’s dignity and creating an intimidating, hostile, degrading, humiliating or offensive environment, including harassment on the grounds of sex.
• “Gender-based harassment” refers to behaviour related to gender, sexual orientation, gender expression or gender characteristics.
Purpose of the Policy
The purpose of this policy is to create and uphold a working environment that respects, promotes and protects human dignity and the right to work free from violence and harassment. The Monastery affirms that it does not tolerate any such behaviour
This policy applies to all employees and collaborators, regardless of contractual status, including volunteers, apprentices, trainees and job applicants.
A. Prevention and Combating of Violence and Harassment
a) Risk Assessment: The Monastery takes into account factors such as gender, age and the nature of each activity in order to identify potential risks of violence and harassment.
b) Prevention and Response Measures:
Promoting respect, cooperation and mutual support.
Encouraging open communication with the employer, supervisors and colleagues.
Establishing procedures for reporting and handling complaints.
Providing staff training to identify and prevent such incidents.
Implementing technical measures, such as: emergency alerts and improved lighting.
Conducting awareness-raising activities on healthy patterns of behaviour.
Offering guidance and support to victims of domestic or workplace violence.
Continuously evaluating the effectiveness of the implemented measures.
c) Staff Awareness Activities:
Organising meetings and seminars with mental health professionals.
Involving employee representatives in training programmes.
d) Rights and Obligations of Employees and Employer:
The Monastery provides information on the right to judicial protection and on the procedures for submitting complaints to the Labour Inspectorate, the Ombudsman and the judicial authorities.
e) Designation of a Reference Person: A designated reference person is appointed to provide guidance and information. This person must be easily accessible and is obliged to ensure the protection of personal data.
f) Support for Victims of Domestic Violence: Provision may be made for special leave, flexible working arrangements and support for reintegration.
B. Procedure for Receiving and Examining Complaints
a) Communication Channels – Responsible Persons:
• Daycare Centre, Kindergarten, Primary school: Ms Sophia Mylonas (tel. +30 210 8028888, mylona@e-ursulines.gr
).
• Middle school, high school: Ms Ioanna Kontostanou (tel. +30 210 6712228, kontostanou@e-ursulines.gr
).
b) Investigation with Impartiality and Confidentiality:
c) Prohibition of Retaliation Against Affected Persons:
d) Consequences of a Breach: change of duties, working hours, or workplace, or termination of the employment contract.
e) Cooperation with Competent Public Authorities:
