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Anonymous Agnė (who anonymously agreed to share the story of Rima (women’s real names are known to the editorial board) says that at work Rima is under pressure to do one or another action, and is afraid of resisting the management of the institution, because she may lose her job.
“It just came to our attention then. The woman works as a teacher and the employer works as a school principal. All teachers received an order from the principal to call the parents of their students and do a survey where the questions are confidential and for one person. Normally, such questions would even be a shame. The questions are: are you going to vaccinate your children, if your child is adopted, and so on.
Because the woman I’m writing about realizes that this is confidential information, she explained her situation to everyone she called.
After those calls, the director received an email. a letter from parents that such issues are inappropriate and that they feel pressure from outsiders to make a decision about vaccinations. If this happens again, they will change schools.
My acquaintance’s mother was then accused of pressuring the children’s parents to make the decision to change schools, causing the school to lose the children’s baskets.
About the options passport. The woman I am talking about understands what is confidential information and what is not. Respecting others would also like to be respected. But that is not the case in public schools. All teachers were required to provide information at the beginning of the school year whether they were vaccinated or not. She declined to provide this information, well, because it is not the employer’s business.
The passport of opportunity is naturally obtained immune system, a vaccine, or tests. The woman I’m talking about is taking exams, so she has a passport for opportunities. However, the school constantly feels pressured and ridiculed for not vaccinating. And don’t get vaccinated because you have health complications that make you fear getting vaccinated.
In one of the meetings at the school, they asked her to show a disability certificate that supposedly exempted her from vaccination… The woman is healthy, she has health complications with her blood. But certainly not disabled.
I must point out that everything is done by the director with a loud voice, yelling and aggression. There were more situations, these are the brightest ”, says the woman about the abuse suffered by her loved one.
The most effective means is to publicize the problem.
The State Labor Inspectorate affirms that one of the most effective means of managing both psychological and physical violence at work is to publicize the problem in the work team.
“The success of creating a healthy work environment without violence requires the cooperation of management, employees, heads of departments and divisions, worker representatives and unions. Therefore, it is recommended to start solving in the first place problems of psychological violence / mobbing within the company / institution / organization and thus promote social dialogue. That is, for people who have experienced horizontal violence (violence by coworkers, visitors, clients) it is necessary to resort to a line manager. For people who have experienced vertical violence – violence by a direct supervisor – it is necessary to contact the manager of the company / institution / organization. Those who have suffered violence at work should not be afraid to ask for help, to go to the workers’ representatives, the labor councils, the unions ”, says the State Labor Inspectorate Garlic.
Psychological violence in the workplace is often referred to as the concept of psychological harassment. This social process can be understood as a relationship based on power imbalances in the workplace, which are manifested in constant long-term misconduct against the employee, which threatens their physical, social or psychological well-being, reduces the productivity of the employee. employee and job satisfaction.
Legal liability is not defined
Unfortunately, the concepts of psychological violence at work or psychological harassment and their application in practice are not defined in the Labor Code of the Republic of Lithuania, nor in the laws or statutes of universal application.
“In the absence of definitions of psychological violence and workplace harassment, it is difficult to impose responsibility on those responsible; in principle, it is only possible due to the consequences of psychological harassment: illegal dismissal, unjustified dismissal, change of working conditions, etc.” commented the State Labor Inspectorate.
However, article 30 of the Labor Code of the Republic of Lithuania establishes: o the psychological integrity of the person o that they are intended to intimidate, degrade or push a worker or a group of workers to a disarmed and powerless situation ‘.
However, in case the problems of psychological violence or harassment are not resolved within the organization, the employee can contact:
1. the State Labor Inspectorate of the Republic of Lithuania with a complaint about the identification of the situation and the application of possible sanctions against the employer, if the employer does not organize the assessment of occupational psychosocial risk factors in violation of the laws that regulate occupational safety and health;
2. The Labor Disputes Commission with a request for compensation for material or moral damage due to emotional experiences, annoyances, psychological shocks, psychological pressures, etc.
3. the Attorney General of the Republic of Lithuania to obtain the status of Rapporteur;
4. Courts of general jurisdiction (civil, more serious and criminal proceedings).
When requesting the assistance of the responsible authorities, the State Labor Inspectorate mentions that it is very important that the employee has all the testimonies in case of harassment or violence.
‘As all evidence is assessed on an individual basis, its adequacy is assessed in each case in the light of the factual circumstances of each particular situation. In most cases, complaints about psychological violence and mobbing are based solely on the subjective opinion and beliefs of the victim, so it is recommended to collect all objective evidence related to the dispute:
- documents (for example, counseling bills for psychologists / psychotherapists, etc.);
- save SMS messages;
- save emails, forward to personal email. mail;
- photos available;
- video or audio recordings;
- witnesses who can testify to someone else’s misconduct and so on.
In the event of a dispute, both parties to the labor dispute (employer and employee) must be active and interested in presenting all the evidence, documents that support / deny the claims, that indicate the circumstances relevant to the labor procedures, and can do so. in all civil cases. procedures of the Republic of Lithuania, the means of proof provided for in article 177 of the Code ”, assures the State Labor Inspectorate.
Do you have a similar problem? Tell us, we guarantee confidentiality.
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