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An Advisory Committee for Harassment Situations is created to investigate the complaints presented, which must be resolved within a maximum period of three months.
The text includes, among other aspects, the scope of action, the behaviors that are considered harassment at work, the procedures of action and what workers can do in case of suffering this threat
The Government Board today approved the manual of good practices for the prevention of workplace harassment of the employees of the City of Murcia, as well as their protocols for action.
The intervention request procedure involves the activation of an instruction procedure that is regulated by the Common Administrative Procedure Law of Public Administrations.
To this end, an Advisory Committee for Harassment Situations has been set up, which will be responsible for initiating the investigation and carrying out the pertinent actions to gather the possible complementary information that may exist and determine whether or not there are sufficient indications of a situation of workplace harassment.
The maximum period to resolve from admission to processing will be three months.
At the end of this investigation, this committee will present a report of conclusions that will be sent to the Department of Personnel.
The monitoring of the execution and compliance with the proposed corrective measures will correspond to the municipal service involved, and special attention should be paid in cases where victims may have been affected, support and, where appropriate, rehabilitation thereof.
In the document, psychological or moral / mobbing is considered to be exposure to intense psychological violence behaviors, directed repeatedly and prolonged in time towards one or more people, by another who acts in front of that from a position of power, not necessarily hierarchical, but in psychological terms, with the purpose or effect of creating a hostile or humiliating environment that disrupts the victim's work life.
It can be abuse of authority or humiliating treatment.
Among the first would be to leave the worker on a continuous basis without effective occupation, or incommunicado, without any cause that justifies it;
dictate orders of impossible compliance with the means assigned to the worker;
occupation in useless tasks or that have no productive value and actions of retaliation against workers who have raised complaints, complaints or demands against the organization, or against those who have collaborated with the claimants.
Likewise, situations such as those caused by repeatedly insulting or disparaging a worker are defined as humiliating treatment;
reprimand him repeatedly in front of other people and spread false rumors about his work or private life.
Resolution by agreement
The manual establishes as the best option the informal procedures of resolution of the conflict that consist of resolving the trance with the own resources by agreement between the parties, through a mediation process, or requesting the evaluation of psychosocial risks in the service in question.
If this is not possible, the formal procedure is included, which consists of the fact that the personnel affected by an alleged case of workplace harassment may bring it to the attention of the Department that has assumed the competences in matters of Personnel.
Likewise, any municipal employee may inform their hierarchical superiors about possible cases of workplace harassment that they know about.
Prevention and awareness strategies
Likewise, the document approved today includes the development of awareness and training strategies that directly avoid or reduce the possibility of harassment behaviors.
Thus, each municipal service, through the Personnel Directorate and with the collaboration of the Municipal Prevention Service, must promote and execute specific programs aimed at establishing instruments for early identification of conflicts and procedures for their resolution;
provide adequate training for its prevention and resolution, especially directed to people in charge of teams, so that they can recognize and deal with possible conflicts at their origin, and organize specific training activities for groups of responsible municipal services or bodies involved in prevention and management of harassment cases, among other actions.
Occupational Health and Safety Committee
The manual was approved last March by the Occupational Health and Safety Committee, which was attended by representatives of different municipal services such as Personnel, Civil Protection, Environment, Local Police and Fire and Rescue Service, among others, in addition of the unions SIME, SPLRM-ATABAM, CCOO, SOMOS and CSIF.
The document will be applicable to all staff of the City and its autonomous agencies, staff career officer, staff interim officer, staff: fixed, indefinite-not fixed, and staff hired on a temporary basis, including workers hired in training, elected staff and employment officials.
Source: Ayuntamiento de Murcia
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