1. Controls concerning the protection against behavioral aggression: A group of procedures and requirements that the establishment must adhere to safeguard the privacy, dignity, and freedom of the individual.
2. Behavioral aggression (or abuse): all practices of abuse by one party against another, including all forms of exploitation, threat, harassment, extortion, temptation, quarrels, insults, disrespect or insinuation that may offend modesty or intent to be alone with the opposite gender or any other type of discrimination types, physically, verbally, or otherwise, whether gender, gender type, or otherwise, and aim, lead, or are likely to lead to physical, psychological, sexual, or economic harm to the other party.
3. The following definitions are used to explain the vocabulary of this Resolution:
a. Threat: Any act or using language made by a person against another that spreads fear in the soul of the other person about a danger that he/she wants to inflict on his/her person or what he/she possesses or what is related thereto. The source of the threat is likely capable of inflicting him/her, intending to achieve specific purposes.
b. Harassment: Any using language, act, or gesture of sexual significance that are made by a person against any other person, which violates his/her body or honor or offends his/her modesty.
c. Physical abuse: Any intentional act by a person against another that leads to physical contact for causing any kind of physical harm, for example: hitting, pushing, kicking, spitting, or using sharp objects or the like.
d. Verbal abuse: Every negative language made by a person against another, for example, jokes, obscene or offensive comments, disregard for appearance, skill job, level of intelligence, frustration, loudness by shouting, cursing, insulting or invoking, sexual verbally, threatening to kill or strike or sabotaging property, making inappropriate comments about gender, color, or the like that.
e. Exploitation: Every act or using language made by a person against another to exploit hem/her in an unfair manner, where this person using his/her authority, responsibility or certain relationship to achieve a certain personal or business benefit or a purpose related to the work.
f. The complainant: the person who submits a complaint (or report) about any behavioral aggression in the work environment, and he/she may be the victim, or who witnessed or viewed the incident.
4. It is considered as a behavioral aggression above, what takes place using any means of communication, whether by action, using language, writing, gesture, implication, drawing, or using the phone, or other electronic means, or any other means of communication, or any type of behavior that indicates to behavioral aggression.
5. Helping or covering up abuse is considered as behavioral aggression.
6. Establishments have the option to use the indicative forms attached to the controls, or to prepare specific forms for the establishment in line with the most prominent elements contained in the indicative forms attached to the controls.
1. These controls apply to establishments subject to the labor law and in the case of behavioral aggressions made by the worker against the employer, or by a worker against another, or by the worker against any other person present in the workplace, during or due to work, whether it is during or outside the official working hours, and this includes:
a. The workplace, including public and private places where it forms a workplace.
b. In places where the worker is paid, takes a break, has a meal, or uses sanitary facilities, washing and dressing facilities related to the work.
c. While heading to and returning from work.
d. During trips, travel, training, events or social activities related to work.
e. Through work-related communications provided by information and communications technology.
2. If the aggressor is the employer, then the complaint shall be submitted to the relevant government authorities to perform the necessary legal procedures.
1. Take all preventive measures that prevent two genders from being alone during work, including setting up signboards, setting procedures for holding meetings, designing the distribution of offices and halls of the work environment, and publishing designs among workers, etc.
2. Providing the means for submitting a complaint, through the establishment's website or via e-mail, through registered calls, or through any other appropriate means, to ensure that the complaint reaches promptly to the concerned establishment (whether the concerned department or persons) in managing these controls and any other related legal controls compatible with local laws.
3. Allow submitting the complaint by the victim or, who witnessed or viewed the incident of abuse for a period not exceeding five working days from the date of the behavioral aggression, (Form “A”).
4. Set appropriate measures aimed at preserving the right of workers to leave the workplace for a reasonable reason believed to pose an imminent and serious threat to their bodies, health or life due to behavioral aggression, without incurring undue consequences.
5. Preserving the right of the victim worker, especially after the behavioral aggression has been proven, from any harm that leads or has resulted in depriving him/her of any of the applicable work features such as promotions, bonuses, training courses, etc., as well as ensuring that appropriate means are available to the worker for claiming his/ her legal rights in this regard.
6. Preserving the right of the victim who is not a worker, especially after the behavioral aggression has been proven against him/her, from any harm that leads or has resulted in depriving him/her of any advantage or service related to his/her communication with the workplace.
7. Preserving the right of the defendant worker against any harm that resulted in depriving him/her of any of the applicable work features such as promotions, bonuses, training courses, etc., as well as ensuring that appropriate means are available to the worker for claiming his/ her legal rights in this regard, if the complaint is found to be false.
8. Protecting the complainant, witnesses, and persons dealing with any of the operations of these controls and any other legal controls compatible with local laws, against any harm they might be exposed to as a result of carrying out any of the duties of these followed controls.
9. Protecting the confidentiality of any party involved in any of the operations of these controls and other legal controls compatible with local laws, and taking the necessary procedures to achieve this purpose, in a manner that does not prejudice the conduct of investigations and penalties in any incidents of behavioral aggression, and maintaining the confidentiality of the complaint submission process and related procedures.
10. Raising workers’ awareness about the importance of facing behavioral aggressions and reporting them, by following the work procedures necessary for these controls and any other regulatory controls compatible with local laws.
11. Informing and constantly raise workers’ awareness of all procedures, rights, and duties related to these controls and any other legal controls compatible with local laws through courses and workshops, manual guides, posters, brochures, awareness messages, etc., through any means of communication such as e-mail, and so on.
12. Inclusion of workers as much as possible in the development and implementation of policy and procedures for protection against behavioral aggression in the work environment, including the identification of risks and assessment of risks related to behavioral aggressions, research of protection and prevention means, how to eliminate behavioral aggressions and how to spread awareness among workers.
13. Consider the issue of behavioral aggression and the accompanying psychological and social risks when developing occupational safety and health regulations and procedures.
14. Appoint a concerned authority with the establishment to manage controls concerning the protection against behavioral aggression in the work environment, whether a concerned department or persons, and include the roles and responsibilities of these controls and any other legal controls compatible with local laws within their duties, give them the necessary powers, and issue an announcement of such concerned authority among the main departments or divisions of the establishment’s structure.
15. Rehabilitation and training of the concerned authority on the requirements, mechanisms, and means to enhance employee protection