The spokesperson for Vox in Congress, Pepa Millán, stated this Monday that “of course” that “in Vox there is a document” to prevent and penalize behaviors such as those of which Sumar’s former spokesperson, Íñigo Errejón, is accused, for which He has been forced to suddenly leave all his positions. This protocol is mandatory by law, but the truth is that until this Tuesday Vox had not uploaded it to the affiliate area – restricted for use by militants – so that they know their rights.
The ten-page text, to which elDiario.es has had access, “coincidentally, has appeared suddenly and is located next to the ‘Ethical Channel’ and ‘Denuncias’,” says a veteran militant of the group.
Although Millán referred to the existence of these internal rules for cases of sexual abuse, the party frames these behaviors only within a general protocol “for the prevention and action against workplace harassment in Vox”, in accordance with “the established legal provisions in the Workers’ Statute Law, Equality Law, Occupational Risk Prevention Law and other current regulations on workplace harassment.”
For this reason, the party makes it clear from the beginning that this protocol will only be applied in “harassment situations that occur during work, in relation to work or as a result of it.” And he clarifies that “the workplace includes the public and private spaces that are a workplace, the places where the worker is paid, where he takes his break or where he eats.” Its application is also contemplated if the alleged harassment is committed “during trips, trips, events or social or training activities”, but always “related to work”. This, in principle, would exclude sexual assaults outside that area.
The far-right group explains in the document that “workplace harassment will be understood as any unwanted, hostile or abusive behavior that has the object or effect of violating the dignity of the worker, creating an intimidating, degrading, humiliating or offensive environment, or alter their working conditions, whether verbally, psychologically, physically or sexually.” In this sense, he further clarifies that, in addition to the bullying“any behavior of an unwanted sexual nature that violates the dignity of the worker, potentially creating a hostile or intimidating work environment” will be the subject of investigation. Vox admits that these complaints will also be taken into account if the actions have been “carried out through information and communication technologies (virtual harassment or cyberbullying).” But always if it is in the workplace.
In this protocol, the party adopts its commitment to carry out “training sessions for all personnel who provide services in its organization, whether its own personnel or those from other companies, including people who, not having an employment relationship, provide services or collaborate with the organization, such as people in training, those who carry out non-work internships or those who volunteer”, as well as to launch “awareness campaigns” periodically to make any case of harassment more identifiable.
Among the cases considered by Vox that “affect the physical or mental health of the victim” are “threats and physical, verbal or written attacks; shouting and/or insults.” “Scary phone calls,” or “provocating the person, forcing them to react emotionally.” “Attacks on private life and personal or professional reputation” are also considered reprehensible. Specifically, “manipulating reputation through rumors, denigration or ridicule”; “imply that the person has psychological problems, try to get them to undergo a psychiatric examination or diagnosis”; making “mockery of gestures, voice, physical appearance, disabilities, calling people names, etc.,” as well as “criticism of nationality, political or religious attitudes and beliefs, private life, etc.”
In the event that a complaint materializes, Vox warns that “they will be secret, but they cannot be anonymous.” “Vox will guarantee the confidentiality of the affected parties,” they explain in the protocol. The investigation would be carried out by an Investigative Committee made up of three people: an HR Manager, a Legal Coordinator – which is currently Marta Castro –, and a Regulatory Compliance Manager. The commission will have a duration of 4 years.
Once any type of complaint has been filed, said Investigative Commission must meet within a maximum period of three business days from the receipt of “a complaint, complaint or knowledge of inappropriate behavior.” Here it is stressed that any case “will be investigated, immediately and thoroughly”, but always “about behavior that could be considered workplace harassment.”
Then a “preliminary” and “protestant phase” would be opened, which cannot take more than a week, in which the testimonies of those involved would be collected and the possibility of reaching a mutual agreement between both would be considered. If a satisfactory solution is reached in this phase, Vox management would be informed of this. Otherwise, the file would continue with the collection of “evidence”, “testimonies” from those involved and “witnesses”, to finally issue a “final verdict” that would also be submitted to the national leadership. In the case of a complaint of a sexual nature, the Investigation Commission may, “if it deems appropriate, request external advice on sexual violence, moral integrity, harassment, equality and non-discrimination.”
The party, meanwhile, would have to adopt “precautionary measures leading to the immediate cessation of the harassment situation, without these measures being able to entail permanent and definitive damage to the working conditions of the people involved,” such as “separating the alleged harassing person.” of the victim” to whom the training is committed to giving “psychological and social support.”
Once the investigation is completed, “the Commission will draw up a report in which the facts, testimonies, evidence practiced and/or collected will be recorded, concluding whether, in its opinion, there are indications of harassment or not.” If the facts are proven, the party could apply “the appropriate sanctioning measures, and may even, if it is very serious, propose the disciplinary dismissal of the aggressor.” Otherwise, the complaint will be filed, although a follow-up will be carried out for one month until it is definitively closed. The decisions of the Investigative Commission must be made “by consensus, whenever possible and, failing that, by majority,” explains the party.
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