Violence and Harassment in the Workplace

Affidea diagnostic centers comply with all measures and obligations regarding the implementation of the provisions of Part II of Law 4808/2021 on the prevention and treatment of all forms of violence and harassment, including gender-based violence and harassment, and sexual harassment, as specified below.

The purpose of the policy for the prevention and treatment of violence and harassment in the workplace is to create and establish a work environment that respects, promotes, and ensures human dignity and the right of every person to a world of work free from violence and harassment.

Affidea diagnostic centers declare that they respect and recognize the right of every employee to a work environment free from violence and harassment, and that they do not tolerate any such behavior, of any form, from any person, even if (and especially if) that person holds managerial duties and powers.

It is emphasized that any harassing behavior, under any circumstances, is not tolerated, and in the event of such behavior, disciplinary procedures will be activated against any individual, regardless of their position within the company.

It should be noted that consensual, friendly, and even romantic behavior is not of concern to the companies and is not discouraged, provided that such behavior does not disrupt labor peace, workplace decency, or the harmonious cooperation between all employees, regardless of their hierarchical position within the company. Any form of harassment, and especially violence, will not be tolerated from any individual, including persons in managerial roles, supervisors, employees, customers, suppliers, and so on. Even seemingly innocent behaviors (e.g., looks, jokes), if they make the recipient uncomfortable and are unwelcome, will be treated as forms of harassment and violence, with strict sanctions imposed by the company. In general, our companies are determined to prevent, by any means necessary, the creation of an intimidating, hostile, degrading, humiliating, or offensive work environment for any employee or person working on their behalf.

This policy is adopted in accordance with Articles 9 and 10 of Law 4808/2021 and the regulatory legislation implementing them and applies to the individuals mentioned in paragraph 1 of Article 3 of Law 4808/2021.