A meeting to review enhancing protection against behavioral violations in the workplace environment at private sector establishments in the Asharqia Chamber.
Asharqia Chamber, represented by the Women's Empowerment Center, organized a meeting where Mohammed Al-Zuwaid, Assistant Director of the Monitoring Department at the Eastern Region branch of the Ministry of Human Resources and Social Development, discussed ways to enhance protection against behavioral violations in the workplace environment at private sector establishments. The meeting took place at the main headquarters of the Chamber.
During the meeting, held on the evening of Wednesday, January 31, 2024, Al-Zuwaid emphasized the Ministry of Human Resources and Social Development's efforts to promote the creation of a safe working environment in private sector establishments characterized by respect for everyone's individuality, dignity, and personal freedom, as guaranteed by Islamic Sharia law and regulations. He mentioned that guidelines for protection against behavioural violations in the workplace have been adopted. These guidelines encompass all forms of misconduct perpetrated by one party against another, including exploitation, threats, harassment, extortion, enticement, quarrelling, verbal abuse, denigration, insinuation of impropriety, deliberate seclusion with the opposite sex, or any form of discrimination based on gender or any other factor. These behaviours are intended, lead to, or may result in causing verbal, physical, psychological, sexual, or economic harm to the other party.
Regarding the forms of behavioural aggressions in the work environment, Al-Zuwaid said that they include quarrelling with colleagues, or with others, or assaulting co-workers verbally, or by pointing, or using electronic means of communication by cursing, insulting, or assaulting or physically harming co-workers or others. In addition to physical or verbal assault, by any means of electronic communication, against the employer, the responsible manager, or one of the superiors during or because of work, harassment, and all forms of exploitation, blackmail, temptation, threat, assistance, or covering up the abuse.
He pointed out cases where punishment is required if the establishment does not commit to taking legal measures, including: failure to announce the controls for protection against behavioral violations by any means that guarantees those subject to them their provisions and their acknowledgment of knowledge and commitment, and the establishment not forming a committee to investigate if behavioral violations occur in the work environment, or not The facility investigates and recommends imposing a disciplinary penalty on the person proven guilty within five working days of receiving the complaint or report, or the facility does not impose the disciplinary penalty on the aggressor worker in the case of behavioural transgressions in the work environment after the committee's recommendation on the person proven guilty within thirty days from the date of Proof of conviction.
