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Test THE CONCILIATION PROCESS
Agenda
QUESTION 1: Is the conciliation process an automatic and mandatory step before the investigation?
No, it is never automatic and can never be imposed
Yes, the law requires always trying to conciliate first
Yes, but only if the defendant asks for it
Depends on HR manager's decision
QUESTION 2: Who is the only person who can request the initiation of a conciliation?
The employer to avoid lawsuits
The aggrieved woman explicitly and voluntarily
The accused to clear his name
The workers' union
QUESTION 3: What is strictly prohibited to use as the basis for a settlement agreement?
The written apology
Community service
Change of department
Monetary settlements or monetary payments
QUESTION 4: What happens to the investigation if a mutual settlement agreement is reached?
Referred to an outside judge for review
Stopped and no further investigation conducted
Continued in secret for security
Temporarily shelved for one year
QUESTION 5: What happens if the defendant fails to comply with the terms of the settlement agreement?
You are assessed an automatic administrative fine
Asked to sign a second agreement
Ignored if not serious misconduct
Committee reactivates case and initiates formal disciplinary investigation
QUESTION 6: What is the main purpose of the measures agreed upon in the conciliation?
Financially compensate the victim
Immediate dismissal of the accused
Restore the work environment and correct behavior
Prevent the news from appearing in the press
7TH QUESTION: What should the committee do with the terms of the settlement once it is reached?
File them without informing anyone
Send them to the local press
Record them and send them to the employer for action
Destroy them to protect privacy
8TH QUESTION: Can the committee pressure the victim to agree to a settlement?
Yes, if it is in the best interest of the company
No, you should never press them to avoid problems for the company
Sometimes, depending on the severity
Yes, to avoid lengthy and costly processes
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