Operational Structure of the Action Protocols and Corporate Responsibility/RLT

Corporate Responsibility Framework and Role of the RLT

The prevention of sexual harassment and gender-based harassment falls under the employer’s duty to ensure effective protection of occupational health against psychosocial risks.

The leadership of organizations bears an objective and direct responsibility that requires the implementation of proactive strategies.

To achieve an environment free of violence, the law requires that protocols be negotiated in consultation with the workers’ legal representatives.

This body exercises fundamental powers of oversight, collaborates on the development of preventive assessments, and monitors equality plans.

Union collaboration ensures that violations are properly classified in collective bargaining agreements, thereby strengthening institutional legitimacy.

Likewise, legal safeguards include direct protection against retaliation for those involved in investigating complaints, ensuring employment protection for victims, witnesses, and representatives in the performance of their duties within the daily work environment.

Guiding Principles and Initiation of the Procedure

The operational protocol is the formal mechanism designed to address internal complaints as quickly as possible.

Its structure must be based on non-negotiable principles: an institutional declaration of zero tolerance, strict confidentiality regarding the identity of the parties, and guaranteed impartiality.

The procedure is initiated through the formal and confidential submission of the complaint via a secure and accessible channel.

Upon receipt of the complaint, an investigative committee specializing in gender issues and free of conflicts of interest is immediately formed.

This technical team is responsible for ensuring the urgent processing of the case, setting short deadlines that must not exceed ten to fifteen business days.

Speed is critical to stopping harassment situations in their early stages, safeguarding the mental health of the affected person, and preserving the rigor of due process for the accused party throughout the investigation.

Investigation, Precautionary Measures, and Remedial Closure

During the preliminary investigation phase, the investigative committee gathers testimony and objective evidence through very rigorous individual interviews.

In this procedure, face-to-face confrontation between the victim and the accused is strictly prohibited.

When managing provisional precautionary measures involving separation, the rule of asymmetry must be applied: any changes to shifts, positions, or departments must apply exclusively to the person under investigation, taking care not to alter the victim’s working conditions so as to avoid revictimization.

Once the investigation is concluded, the investigating body issues a reasoned report that eva luates the facts and urges corporate management to impose proportionate disciplinary sanctions, which may include termination.

The final decision requires the development of a comprehensive remediation plan that guarantees the