Harassment is defined as any offensive, inappropriate, unwelcome or even inadvertent behaviors that has the effect of hurting, offending, or upsetting another employee, that sets up an employee to make a mistake, that humiliates or intimidates an employee (“bullying”) or that entails physical or social isolation (“silent treatment”) of an employee. It typically involves the misuse of power; considering that “power” does not always mean being in a position of authority, but can include either personal strength or power to coerce through fear or intimidation. This offensive behavior negatively affects the dignity, psychological or physical integrity of the targeted employee and results in a negative workplace. It may be related but not limited to race, sex, national origin, religion, political opinion, age, medical status, disability, gender, marital status, pregnancy, sexual orientation or gender identity. Either a repeated but also a one-off incident of serious behavior can constitute harassment if this behavior is detrimental and results in any adverse effects for the employee. The Company prohibits any conduct which contributes to an intimidating or offensive workplace and/or interferes with a person’s ability to perform their job.

Harassment can take on various forms such as:

• Threats, blackmail, coercion
• Sabotage of work
• Abusive language, verbal or written
• Abuse of authority or power

Employees’ role and responsibilities

Every employee is expected to treat others with respect and ensure that their own behavior does not cause offence or give rise to misunderstandings. It is every employee’s responsibility to do their best to ensure a positive workplace and build inclusive teams. Employees are encouraged to advise others of behavior that is unwelcome or offensive. Often, some behaviors are not intentional. While this does not make it acceptable, advising the offender of inappropriate behavior gives the offender the opportunity to modify or stop their offensive behavior. An employee who believes that they have been harassed should:

• File a complaint and obtain a review of their complaint through the complaint process established in accordance with this Policy. They will be
• Kept informed throughout the process, subject to applicable legislation;
• Protected against retaliation.

Witnesses’ role and responsibilities

It is the responsibility of all employees to ensure they respect the right of their fel low employees to work in a workplace free of any harassment

• Any person who believes that they have witnessed a violation of this Policy, or who becomes aware of conduct that may violate this Policy, should immediately report it through the complaint mechanism of the Company.
• Any employee who knew about the harassment but took no action to report it may also be subject to disciplinary sanctions, up to and including termination.

Confidentiality & Protection Against Retaliation

GEESYS strictly prohibits retaliation against anyone who, in good faith, reports violations of this Policy or participates in an investigation, even if the investigation does not ultimately prove the concerns. Dishonest, bad faith, or otherwise abusive reports (such as false personal attacks aimed at specific individuals) are prohibited and may result in disciplinary action.