The spokesperson for Vox in Congress, Pepa Millán, declared this Monday that “of course” that “in Vox there is a document” to prevent and sanction behaviors such as those of which the former spokesperson of Sumar, Íñigo Errejón, for which he was forced to suddenly leave all his posts. This protocol is mandatory by law, but the truth is that until this Tuesday, Vox had not uploaded it in the affiliation area – reserved for activists – so that they know their rights.
The ten-page text, to which elDiario.es had access, “by coincidence, appeared suddenly and is next to ‘Ethical Channel’ and ‘Denuncias'”, explains a veteran activist of the group.
Although Millán mentioned the existence of these internal rules for cases of sexual abuse, the party frames these behaviors only within the framework of a general protocol “for the prevention and action against harassment at work at Vox”. , in accordance with the “legal provisions established in the Workers’ Code”. “Statutory law, Equality Act, Prevention of Occupational Risks Act and other current regulations on harassment at work.”
It is for this reason that the party specifies from the outset that this protocol will only apply in “situations of harassment which arise during work, in relation to work or as a result of it”. And it specifies that “the workplace includes public and private spaces which are a place of work, the places where the worker is paid, where he takes his break or where he eats”. Its application is also considered if the alleged harassment is committed “during travel, travel, events or social or training activities”, but always “work-related”. In principle, this would exclude sexual assaults outside this area.
The far-right group explains in the document that “harassment at work will be understood as any unwanted, hostile or abusive behavior having the purpose or effect of violating the dignity of the worker, creating an intimidating, degrading, humiliating or offensive, or modify their working conditions, whether verbally, psychologically, physically or sexually. In this sense, it further specifies that in addition to the intimidation“any unwanted sexual behavior that undermines the dignity of the worker, potentially creating a hostile or intimidating work environment” will be investigated. Vox admits that these complaints will also be taken into account if the acts were “carried out using information and communication technologies (virtual harassment or cyberbullying)”. But always if it’s 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 of other companies, including individuals who, without an employment relationship, provide services or collaborate with the organization, such as people in training, those who carry out non-professional internships or those who volunteer”, as well as to periodically launch “awareness campaigns” 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 “provoking the person, forcing them to react emotionally.” “Attacks on privacy and personal or professional reputation” are also considered reprehensible. Specifically, “manipulating reputation through rumors, disparagement or ridicule”; “suggest that the person has psychological problems, attempt to have them undergo a psychiatric examination or diagnosis”; “mockery about gestures, voice, physical appearance, disabilities, insults, etc. ”, as well as “criticism about 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 parties concerned,” they explain in the protocol. The investigation would be carried out by a commission of inquiry made up of three people: a human resources manager, a legal coordinator – who is currently Marta Castro – and a regulatory compliance manager. The commission will last for 4 years.
As soon as any type of complaint has been filed, said Commission of Inquiry must meet within a maximum period of three working days from receipt of “a complaint, complaint or knowledge of behavior inappropriate”. Here, it is emphasized that any case “will be investigated immediately and thoroughly”, but always “on behavior that could be considered harassment at work”.
A “preliminary” and “protestant” phase would then open, which cannot last more than a week, during which the testimonies of those involved would be collected and the possibility of reaching a mutual agreement between the two would be considered. . If a satisfactory solution is found during this phase, Vox management will be informed. Otherwise, the case would continue with the collection of “evidence”, “testimonies” of those involved and “witnesses”, to finally deliver a “final verdict” which would also be submitted to national leaders. In the case of a complaint of a sexual nature, the Commission of Inquiry may, “if it deems it appropriate, request an external opinion on sexual violence, moral integrity, harassment, equality and non-discrimination “.
The party should, for its part, adopt “precautionary measures leading to the immediate cessation of the harassment situation, without these measures being able to cause permanent and definitive harm to the working conditions of the people concerned”, such as “separating the people allegedly harassing “person” of the victim” to whom the training undertakes to provide “psychological and social support”.
Once the investigation is completed, “the Commission will draw up a report in which the facts, testimonies, evidence carried out 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 sanction measures, and can even, if it is very serious, propose the disciplinary dismissal of the aggressor”. Otherwise, the complaint will be filed, although monitoring will be carried out for one month until its final closure. The decisions of the Commission of Inquiry must be taken “by consensus, when possible and, failing that, by majority”, explains the party.
