{"id":5062,"date":"2025-08-04T09:46:26","date_gmt":"2025-08-04T09:46:26","guid":{"rendered":"https:\/\/dev.devdizzy.eu\/?page_id=5062"},"modified":"2025-08-26T00:24:28","modified_gmt":"2025-08-25T21:24:28","slug":"violence-and-aggression-at-work-policy","status":"publish","type":"page","link":"https:\/\/thermicsol.gr\/en\/violence-and-aggression-at-work-policy\/","title":{"rendered":"Policy to prevent and combat violence at work"},"content":{"rendered":"
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Thermic SOL Solar Systems<\/h1>\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/div>\r\n\t\t
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POLICY FOR THE PREVENTION AND COMBATING OF VIOLENCE AND HARASSMENT AT WORK AND THE HANDLING AND MANAGEMENT OF INTERNAL COMPLAINTS OF INCIDENTS OF VIOLENCE AND HARASSMENT IN THERMYK.<\/p>

I. The company THERMYK Ltd.<\/p>

Integrity and respect for all contribute to our success, it is
vital and are an integral part of our corporate environment.
We have created a workplace in which the personality of all employees is valued and they are given equal opportunities for development and growth. The respect and dignity of each individual employee is our immediate priority.<\/p>

Our corporate social policy is based on human rights. These define minimum working standards and serve as a complement to our corporate values.<\/p>

The Company, demonstrating zero tolerance to incidents of violence and harassment
in the workplace, adopts this policy in compliance with Articles 9 and 10
of the Greek law number 4808\/19.06.2021, which ratified the International Convention
190\/21.06.2021 of the International Labour Organization (ILO), concerning the elimination of
on violence and harassment in the world of work, the text of which is attached
in the text of the Act, and which shall henceforth apply in parallel with the above-mentioned
policies mentioned.<\/p>

II. Purpose<\/p>

The purpose of this policy is to create and consolidate a working environment that respects, promotes and safeguards human dignity and the right of every person to a world of work free from violence and harassment. THERMYK Ltd. declares that it recognizes and respects the right of every employee to a work environment free of violence and harassment and that it will not tolerate any such conduct, in any form, by any person.<\/p>

III. Scope of application<\/p>

The scope of this policy includes all personnel associated with the Company:<\/p>

- with a contract of employment (permanent or fixed-term, full-time or part-time)<\/p>

part-time),<\/p>

- with a project contract,<\/p>

- staff seconded from an EU Member State or from a third country<\/p>

countries,<\/p>

- under an independent service contract,<\/p>

- by proxy,<\/p>

- with an apprenticeship contract,<\/p>

- with a loan agreement,<\/p>

- employed through third party service providers,<\/p>

- volunteers,<\/p>

- people applying for work,<\/p>

- persons whose employment with the company has ended.<\/p>

IV. Prohibited forms of conduct - Definitions<\/p>

Violence and harassment<\/p>

It means any form of conduct, acts, practices or threats of such conduct, which is intended to cause, results in or is likely to result in physical, psychological, sexual or economic harm, whether occurring in isolation or repeatedly.<\/p>

Harassment<\/p>

This includes forms of conduct which have the purpose or effect of violating the dignity of a person and of creating an intimidating, hostile, degrading, humiliating, degrading or offensive environment, whether or not they constitute a form of discrimination, and includes harassment on the grounds of sex or other grounds of discrimination.<\/p>

Sexual harassment<\/p>

This refers to the forms of behaviour associated with a person's gender, the
which has the purpose or effect of violating the dignity of that person
and the creation of an intimidating, hostile, degrading, humiliating or offensive
environment. These forms of behaviour include sexual
harassment of n. 3896\/2010, as well as forms of behaviour related to the sexual orientation, expression, identity or gender characteristics of the person.<\/p>

What constitutes an incident of violence and harassment<\/p>

Such behaviours that may occur include, but are not limited to, the following
below:<\/p>

- Intended or actual physical violence<\/p>

- Intimidation, oppression, persecution<\/p>

- Aggressive or threatening behaviour that causes reasonable fear in another person<\/p>

person<\/p>

- Verbal hostility<\/p>

- Unveiled threats<\/p>

- Threats related to the position and working conditions<\/p>

- Offensive comments or jokes that are about another person<\/p>

- Hyperbolic, derogatory and demeaning comments<\/p>

- Retaliatory acts<\/p>

- Domestic violence transmitted in the workplace<\/p>

- Sexual comments, jokes, gestures<\/p>

- Unethical and\/or offensive comments about gender or sexuality<\/p>

orientation<\/p>

- Indiscriminate questions about personal or sex life<\/p>

- Sexual innuendo<\/p>

- Invitations for dating or sexual intercourse<\/p>

- Unwanted touching, whistling, caressing, kissing<\/p>

- Persistent or lustful looks<\/p>

- Sending erotic or sexual messages (via<\/p>

by phone or e-mail)<\/p>

What does NOT constitute an incident of violence and harassment<\/p>

- Direct employee supervision, including setting performance expectations<\/p>

- Taking measures to correct the performance, such as installing a<\/p>

employee in a performance improvement plan<\/p>

- Delegation of tasks and guidance on how and when to do them<\/p>

- Request for updates or progress reports<\/p>

- The approval or refusal of an authorisation<\/p>

- Request for documentation of absence for health reasons based on the applicable<\/p>

Provisions<\/p>

- The moral and\/or financial reward for excellent performance of an employee<\/p>

- Providing constructive feedback on the performance of the work<\/p>

Workplace<\/p>

A wider spatial context in which incidents of violence and harassment can take place, namely:<\/p>

- In the workplace, including public and private places and places where the worker provides work, receives pay, takes a break or rests, personal hygiene and care.<\/p>

- Travel to and from work, other travel, business trips, training, and work-related events and social activities.<\/p>

- In work-related communications, including those made through information and communication technologies (company e-mails and mobile phones).<\/p>

Domestic violence<\/p>

All acts of physical, sexual, psychological or economic violence that take place within the family or the home, regardless of biological or legal family ties, or between former or current spouses or partners, and regardless of whether the perpetrator shares or has previously shared the same home with the victim.<\/p>

Domestic violence carried out in the workplace, for example through
physical violence, sexual harassment and stalking by current or former
comrades, is a serious form of violence in the workplace. Acts of domestic violence
violence, including stalking, can also be perpetrated by people in the same work environment with whom they have (or have had in the past) close relationships.<\/p>

Domestic violence, in any of the above forms, inflicted on the worker during telework.<\/p>

V. Company obligations - Measures to prevent incidents of violence and harassment.<\/p>

The Company declares, once again, its zero tolerance to any incident of violence and harassment, in whatever form it may take, including sexual harassment and gender-based violence, which occurs at work or on the occasion of work, by an employee against another employee, by a supervisor, by an authorized person, which is understood as an employer, by a customer, visitor, supplier and any third party.<\/p>

The Company takes all appropriate and necessary measures in order to prevent, on the one hand, and to deal with and manage such incidents and forms of behaviour, on the other hand.<\/p>

More specifically, the Company:<\/p>

- It provides information and appropriate training to its employees on how to deal with incidents of violence and harassment, how to manage them, their responsibilities and rights.<\/p>

- Collaborate with the relevant Occupational Physician to update the Occupational Risk Assessment Study to include psychosocial risks, including the risks of violence and harassment at work, and to prevent incidents of violence and harassment in the workplace.<\/p>

- Monitor the implementation of this policy and take action against employees who do not comply.<\/p>

- It ensures a safe and fair working environment.<\/p>

- Impose the necessary and appropriate sanctions in the event of a finding<\/p>

the manifestation of a prohibited form of behaviour by any employee, customer, visitor, supervisor.<\/p>

VI. Rights and Obligations of Employees<\/p>

Every worker is entitled to:<\/p>

- be treated with respect and courtesy<\/p>

- not to be the recipient of violent behaviour, harassment,<\/p>

including sexual and gender-based violence, discrimination and bullying<\/p>

- to report any incident of a prohibited event
conduct in the workplace (in accordance with this policy, as detailed in
below), without being victimised or suffering any other adverse consequence or
retaliation<\/p>

Every employee is obliged to:<\/p>

- to comply with this policy and all applicable and valid procedures in order to protect his\/her personal safety and that of other employees of the company<\/p>

- immediately report any incident of violence and harassment to his\/her superior<\/p>

- to cooperate in the investigation of any complaint which may have been lodged in accordance with the procedure set out below<\/p>

- to participate in the Company's actions and training programs regarding incidents of violence and harassment<\/p>

VII. Additional obligations of Directors and supervisors<\/p>

In particular, Directors and supervisors of the company must also:<\/p>

- ensure the implementation of this policy in the area of responsibility
their<\/p>

- formulate appropriate standards of behaviour in the area of responsibility
their<\/p>

- not to engage in unwanted and prohibited conduct in the performance of their duties<\/p>

- act promptly when they become aware of any manifestation of prohibited conduct<\/p>

- encourage employees to report any problems that they may have<\/p>

incidents of violence and harassment which they themselves have suffered or come to know about
their<\/p>

- immediately inform the Company's Management of any incidents of violence and harassment that have occurred in their area of responsibility<\/p>

VIII. Guidelines for preventing and responding to incidents of violence and harassment<\/p>

In order to prevent and respond to incidents of violence and harassment in the workplace, it is advisable for employees to:<\/p>

- They seek to provide comprehensive and objective information on the
legislation on violence and harassment and protection mechanisms. \u0397
Company can provide assistance and information on these matters<\/p>

- Participate in actions and programmes aimed at combating stereotypes, prejudice and discrimination<\/p>

- Correct their behaviour when they perceive that it is annoying or offensive to a colleague or partner<\/p>

- They set their individual boundaries to those around them<\/p>

- Do not ignore incidents of violence and harassment<\/p>

- Do not feel uncomfortable, ashamed or blame themselves for the<\/p>

behaviour of the offender<\/p>

- Do not excuse the offender's behaviour<\/p>

- Reject or deal calmly and decisively with violent or violent<\/p>

harassing behaviour<\/p>

- Keep a diary with details of incidents of violence and harassment<\/p>

- Inform their supervisor or the company through informal, open and frank dialogue<\/p>

- Submit a written complaint, via email, for further support at: info@thermicsol.com in case no solution was reached, regarding
the complaint concerning conduct involving violence or harassment at work<\/p>

IX. Procedure for Filing and Managing Internal Complaints - Person<\/p>

Reference<\/p>

Any worker who has been subjected to any incident of violence and
harassment, may lodge an oral or written complaint with the person responsible for
Human Resources Mr. EMMANUEL ANTONOGIANNAKIS who is also defined as the \u00abreference person\u00bb for this policy. The complaint may be submitted in person or by email, specifically to info@thermicsol.com. The complaint cannot be made anonymously.<\/p>

The complaint should include the details of the complainant, i.e. the person who has engaged in a form of prohibited conduct, as well as the specific incident(s) that substantiate it.<\/p>

The HR Manager thoroughly investigates each complaint and collects any information necessary in relation to it. Complaints and investigations are kept strictly confidential to the maximum extent possible, taking into account the sensitivity of the case and the confidentiality of all parties involved.<\/p>

In particular, it may hold discussions with the complainant and the complainant, and may
examine witnesses, request the production of any documents that may exist and from
evidence that any incident of violence and harassment did or did not take place
and to contact the heads of each department, in the event that the complainant
addressed to them.<\/p>

Once the HR Manager has completed her investigation, she shall submit
a written report to the management of the company, stating the result of the
research. The results of the investigation shall be communicated to the complainant at the same time
and to the complainant in order to take note of them. Completion of the investigation
and the submission and communication of the HR Officer's findings, must
take place as soon as possible and in any case not later than
within a period of 3 weeks from the date of submission of the complaint by the
complainant.<\/p>

In the event that an incident of violence does occur and
harassment, the Company's Management shall, on a case-by-case basis, take all necessary, appropriate and proportionate measures against the complainant. These measures may include, but are not limited to:<\/p>

(a) the compliance recommendation,<\/p>

(b) a change in his\/her place of work, working hours, place and manner of performing his\/her work,<\/p>

c) the termination of the employment or cooperation contract with the company.<\/p>

X. Rights of victims<\/p>

According to the legislation in force, any person who suffers an incident of violence
and harassment against him\/her, he\/she has the right to leave the workplace for
reasonable time, without loss of pay or other adverse consequence, if, in the reasonable
in his or her opinion there is an imminent serious danger to life, health or safety
in particular, where the employer is the perpetrator of such conduct or where it does not take the
necessary appropriate measures to restore industrial peace, or when the measures
these are not enough to stop the behaviour of violence and harassment.<\/p>

In such a case, the leaver must inform the \u00abreporting person\u00bb in writing beforehand, stating the incident of violence and harassment and the circumstances that justify his\/her belief that there is a serious risk to his\/her life, health or safety.<\/p>

In addition, workers who experience incidents of violence and harassment
at work, they have the right to appeal to the competent authorities, as defined by law
(a. the right to judicial protection; b. the right of recourse and the right to lodge a complaint; and
an application to the Labour Inspectorate for the conduct of an industrial dispute, within the framework of the
its statutory powers, c. reporting to the Ombudsman, within the framework of its statutory powers, d.
its responsibilities).<\/p>

XI. Duty of impartiality and confidentiality<\/p>

The HR Manager is required to act in the process of
investigating complaints in an objective and impartial manner. In addition, it must
behave with respect to all parties involved and in a confidential and discreet manner. The disclosure or disclosure to non-involved parties of any information relating to the complaint under consideration is strictly prohibited.<\/p>

The above obligations shall also be borne by the company's Management at the final stage of taking measures and decisions.<\/p>

XII. Prohibition of retaliation - victimisation of the complainant<\/p>

Retaliation and victimisation of the complainant, who, as an aggrieved person, has asserted his\/her rights and submitted a written complaint about an incident of violence and harassment, is prohibited. Retaliation and victimisation of the complainant shall constitute a serious breach of this policy and shall entail consequences for the person acting in this way.<\/p>

XIII. Cooperation with administrative and judicial authorities<\/p>

If the affected person has reported the incident of violence and harassment to any administrative or judicial authority, the company undertakes to provide any necessary assistance and support, as well as any information that it may have to the competent authorities.<\/p>

XIV. Cases of domestic violence<\/p>

The Company shall, as far as possible, take measures to protect employment and support employees who are victims of domestic violence.<\/p>

Any employee who has suffered domestic violence, which has an impact on the workplace, may report this fact orally or in writing to his\/her supervisor or the Director of Human Resources in order to inform the company and take the appropriate and necessary measures.<\/p>

XV. Derogations<\/p>

Deviations from the application of this Policy may not take place.<\/p>

Employees who need more information or have questions about this policy may contact their supervisor or the Human Resources Manager.<\/p>

Annex - External Information Sources of Pan-Hellenic Scope<\/p>

Contact details of the competent authorities<\/p>

SEPE complaints hotline<\/p>

- Call the 1555 citizen helpline (open 24\/7)<\/p>

Greek police<\/p>

- Call 100 (works 24\/7)<\/p>

Domestic violence<\/p>

- Call 911 (open 24\/7).<\/p>

- If you can't talk, send an SMS to 911.<\/p>

- For more information, visit the following<\/p>

Greek Police website on domestic violence<\/p>

http:\/\/www.astynomia.gr\/index.php?option=ozo_content&perform=view&id=2030&I
temid=421&lang<\/p>

- Call 15900 (open 24\/7)<\/p>

General Secretariat for Demographic and Family Policy and Gender Equality (DG INF):<\/p>

- Call 15900 (open 24\/7)<\/p>

- If you cannot speak, please send an e-mail to sos15900@isotita.gr<\/p>

Useful Websites<\/p>

- https:\/\/isotita.gr<\/p>

- http:\/\/womensos.gr<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\r\n\t\t\t\t<\/div>\r\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"

Thermic SPLLC Solar Systems POLICY FOR THE PREVENTION AND PREVENTION OF VIOLENCE AND MALICE AT WORK AND THE RESPONSE AND MANAGEMENT OF INTERNAL INCIDENTS OF VIOLENCE AND MALICE THERMYK LTD. I. THE THERMYK COMPANY Integrity and respect for all contribute to our success, are vital to our success and are an integral part of our [...]<\/p>","protected":false},"author":2,"featured_media":0,"parent":0,"menu_order":21,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"footnotes":""},"class_list":["post-5062","page","type-page","status-publish","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/thermicsol.gr\/en\/wp-json\/wp\/v2\/pages\/5062","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/thermicsol.gr\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/thermicsol.gr\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/thermicsol.gr\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/thermicsol.gr\/en\/wp-json\/wp\/v2\/comments?post=5062"}],"version-history":[{"count":0,"href":"https:\/\/thermicsol.gr\/en\/wp-json\/wp\/v2\/pages\/5062\/revisions"}],"wp:attachment":[{"href":"https:\/\/thermicsol.gr\/en\/wp-json\/wp\/v2\/media?parent=5062"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}