Company Policy

 

MAURICE FRANCES AE is committed to maintaining a workplace free from discrimination, bullying, and unlawful harassment. This Policy outlines the company's policy prohibiting sexual and other unlawful harassment.

 

This Policy applies to all company employees, in all locations, and to the extent applicable by law.

 

 

1.1. The company is dedicated to providing a working environment free from discrimination, bullying, and unlawful harassment. Harassment is a form of discrimination that is offensive, affects employee participation, compromises the integrity of the company's relationship with employees, and harms the company's productivity and stability.

1.2. Harassment based on gender, race, ethnicity, national origin, age, disability, religion, sexual orientation, gender identity or expression, or other legally protected characteristic will not be tolerated and is prohibited by this Policy.

 

 

2.1. Harassment is persistent and unwelcome behavior or actions based on any of the above-mentioned in paragraph 1.2.

2.2. Sexual harassment is a type of harassment that includes unwelcome sexual advances, unwelcome sexual contact, unwelcome verbal or physical conduct of a sexual nature, unwelcome invitations for sexual favors, and other unwelcome physical, verbal or visual conduct of a sexual nature and/or conduct directed at someone because of their gender.

2.3. Unwelcome physical, verbal or visual conduct of a sexual nature may include any of the following types of behavior:

• explicit sexual suggestions,

• sexual innuendos,

• comments, insults, or derogatory remarks with sexual connotations,

• "teasing" or "jokes" of a sexual nature,

• sexual jokes,

• obscene gestures, or obscene expressions,

• images or drawings with obscene or sexual connotations,

• display of sexually offensive graphic materials not necessary for work,

• physical contact, such as "light tapping", pinching, or touching.

2.4. Harassment on any basis exists whenever the following occur: • submission to harassing conduct is an explicit or implicit term or condition of employment

• submission to or rejection of such conduct is used as the basis for an actual or implied decision regarding employment, which includes job loss, demotion, or change of responsibilities or benefits

• the conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.

2.5. Other unlawful harassment includes any type of conduct that creates a work environment characterized by offensive, obscene, or demeaning comments, based on any of the protected characteristics mentioned in section 1.2 above. This type of harassment includes, but is not limited to, the following:

• racist or derogatory comments based on ethnicity

• receiving, posting, displaying, publishing, photographing, printing, distributing pornographic, obscene, offensive, or inappropriate materials or materials of a sexual, ethnic, religious, or racist nature

• use of offensive humor, including racist, religious, sexist, or ethnically based jokes

• demeaning comments relating to the gender, race, ethnicity, national origin, age, disability, religion, sexual orientation, gender identity or expression, or any other legally protected characteristic of another person

• any communication or act that is harassing or discriminatory.

 

 

3.1. The company's Management is responsible for supporting and implementing this anti-harassment policy.

3.2. Any employee actions that could cause the Company to violate the Policy may result in disciplinary action, up to and including termination.

 

 

4.1. Complaints/reports of harassment or retaliation in violation of the Policy will be accepted in writing or verbally, and anonymous complaints will be taken seriously and investigated. Anyone who has observed sexual or other unlawful harassment should report it immediately.

4.2. Any employee wishing to report an incident of harassment should immediately report the matter to the designated contact persons.

4.3. For the implementation of the above policy, the following persons are designated as contact persons:

• Ms. Isabella Frances, for the company headquarters (52 AIGIALIAS STREET - 15125 MAROUSSI) including branches located in Erythraia and P. Faliro (contact phone 2108771700).

• Mr. Gerasimos Karavasilis, for the company's branches located in Glyfada, Chalandri, Thessaloniki and Spata (contact phone 2108771700).

 

 

5.1. All complaints will be promptly and thoroughly investigated by the aforementioned designated contact persons.

5.2. Anyone lodging a complaint is assured of:

• protection against retaliation in case of reporting sexual or other unlawful harassment

• the Company's commitment to investigating allegations and taking appropriate action

• the Company's intention to maintain absolute confidentiality regarding allegations, to the extent practically possible

• the Company's intention to inform the individual who submitted the complaint of the investigation results and any action taken.

 

By Management