1. Purpose:
1.1. This document was prepared to explain the institutional approach of the World Academy for Local Government and Democracy in the combat violence, harassment and mobbing.
1.2. There may occur disagreements and conflicts among the persons working together due to the reasons such as stress and high-paced working system, having different personalities and different expectations. However, these reasons cannot be a justification for the person(s) approaching someone else with physical or emotional violence, harassment or mobbing.
1.3. Measures to clearly identify and prevent harassment, violence and mobbing behavior in the work and operation of the World Academy for Local Government and Democracy are explained in this document.
2. Scope:
2.1. Policy of Combat Violence, Harassment, Mobbing; It includes WALD Board of Directors as well as all members, employees, volunteers, cooperated organizations and co-workers, advisors, tax professionals, jurists, independent experts, and each person authorized to represent on behalf of the WALD.
2.2. This Policy text is an integral part of code of conduct and all strategy and application documents of The World Academy for Local Government and Democracy.
3. Definitions:
3.1. Violence; Any kind of verbal, written, visual or physical pressure and/or use of force that will harm the mental, physical and cognitive health of the person.
3.2. Harassment; All kinds of verbal, written, physical and visual behavior which is humiliating, derogatory, bearing assault and/or insult, worrying and disturbing the other person oriented to the religion, language, ethnic origin, gender, race, age, status, sexual orientation, gender identity, health status or purely personal characteristics of the person has.
The factor that determines harassment is not only intent but also the effect on the other person.
3.3. Sexual harassment; Any kind of sexual word, attitude and behavior that does not constitute a violation of a person's physical integrity, remains at the level of molestation, makes people uncomfortable and uneasy for sexual purposes.
3.4. Sexual Assault; Violation of physical integrity of adult person in the ways such as touching, hugging, caressing, kissing or inserting organs or other objects into the body.
3.5. Sexual Abuse; Violation of physical integrity of minor in the ways such as touching, hugging, caressing, kissing or inserting organs or other objects into the body or all kind of sexual behavior remaining at the level of molestation without violating the physical integrity.
3.6. Mobbing; Systematic harassment, psychological violence, discrimination, humiliation at work place, any action and expression that reduces the motivation of the employee. Behavior including alienation, judgment, exclusion, contempt, humiliation, blame, questioning works, questioning personality, ignoring; persistent, sustained and systematic, which is generally a behavioural manner that causes the workers to wear out and decrease their efficiency in an increasing and daunting manner.
In the hierarchy of relationships, it is possible to apply the person in the upper position to the person in the subordinate position or to apply them against each other in the same position. It is imposed in different ways, such as word, behavior, look.
3.7. The witness is a person who is not one of the parties to the incident that can be considered as violence, harassment, sexual harassment, sexual assault, mobbing, and has direct information about the incident in question.
4. Roles and Responsibilities:
4.1. The implementation, follow-up and updating of Policy of Combat Violence, Harassment and Mobbing is the authority, duty and responsibility of the Board of World Foundation for Local Government and Democracy.
4.2. Included in the code of conduct of policy of Combat Violence, Harassment, Mobbing of World Foundation for Local Government and Democracy the person working, volunteer, service specialist and collaborator must be aware of policy of Combat Violence, Harassment, Mobbing and also sign the Conformance of Statement which includes policy of Combat Violence, Harassment, Mobbing of World Foundation for Local Government and Democracy.
5. Cooperated Institutions and Organizations:
5.1. Contracts with institutions and organizations in partnership are made within the scope of Policy of Combat Violence, Harassment, Mobbing.
5.2. In cases where violations of Policy of Combat Violence, Harassment and Mobbing are determined, all contracts shall be included in the provisions of the relevant person or organization and the provisions of the World Association for Local Government and Democracy which shall be terminated unilaterally by a justified cause. In the event of a policy violation, these provisions shall be applied without any exception.
6. Policy and Procedures:
6.1. No one from the World Academy for Local Government and Democracy Foundation can commit violence, harassment or mobbing to another team member, beneficiary or collaborator.
6.2. The concepts of violence, harassment, sexual harassment, mobbing are made known to the employees of the World Academy for Local Government and Democracy and their volunteers by in-house trainings, volunteer trainings and internal publications.
6.3. Through the publication, information is shared on what the corporate policy and the World Foundation for Local Government and Democracy Foundation should do to identify the problem.
6.4. To strengthen people's ability to raise the issue when they are not sure; they are informed and encouraged to take notes, record keeping, sharing without delay in internal trainings in particular to obtain witnesses in mobbing.
6.5. The investigation system also applies to complaints about violence, harassment, mobbing.
6.6. Complaints - preliminary investigations are carried out as soon as possible on the basis of the declaration.
6.7. The principle of the application of the declaration is merely concerned with the initiation of the investigation system, it does not affect the investigation process alone or it does not determine the result of the investigation alone.
6.8. It is preferable that an independent and expert investigator conduct the preliminary investigation. This process is expected to be completed in 1 week from the date of the complaint. The result of preliminary investigation determines the next step. The investigator shares information with the board of directors.
6.9. The preliminary investigation data is shared with the parties. Depending on the result: one or more of the options may be applied, such as opening up an investigation, discontinuing contact with the organization, and/or resorting to legal remedies.
6.10. In the preliminary investigation process, if there is a joint working area to protect the complainant from possible pressure and to preserve the quality of the work, this is changed. However, this change is not punishment for someone, so it should not be considered as punishing.
6.11. In the event that there is proof beyond reasonable doubt that the person complaining deliberately lying or making false statement, decision can be taken about the complainant.
6.12. The complainant is informed of the legal application option at discretion. He/she is asked if he/she wants to wait for an institutional investigation.
6.13. In particular in cases of mobbing based on sexual harassment and social or workplace hierarchy, the assailants are trying to defend themselves with the claim of the other person giving consent about it.
Using identity hierarchy such as gender, age, social identity, status at work; the use of physical and/or psychological force from a person, threat, fear, suppression, intimidation, cheating, deception or rewarding with the promise of voice or silent confirmation can NEVER be accepted as a consent.
6.14. Sexual and mental and psychological attitudes towards persons under the age of 18 and persons over 18 years of age who are not in the state of adulthood it cannot be considered as "consent" at the attitudes of sexual harassment / sexual abuse according to their qualification.
6.15. Complaints about sexual harassment and sexual assault are considered impartially and officially in the direction of the applicant's request, in respect of non-victimization, in accordance with the maximum confidentiality principles. In cases of sexual abuse and legal necessity, official institutions are notified on its own motion regardless of wish of the victim.
6.16. Confidentiality is prioritized in all complaints.
6.17. Board of Inquiries is responsible for;
- Protecting the confidentiality of all information and documents submitted by the applicant,
- addressing the complaint by respecting the dignity of all persons concerned,
- Providing psychological, medical and legal support in accordance with the request of the complainant,
- Ensuring to provide necessary measures to be taken against any retaliation that may occur following the complaint of applicant.
6.18. All transactions to be performed by the Board of Directors shall be made in accordance with the information and approval of the applicant. In case of detection and/or notification of policy violations, it is essential to form a board of inquiry and an investigation board, to conduct the investigation confidentially and to protect its rights in the investigation process of the person or institution concerned.
6.19. In cases where violations of Policy of Combat Violence, Harassment and Mobbing are determined, all contracts with the relevant person or organization shall be terminated in all agreements with the World Association for Local Government and Democracy unilaterally by the Foundation for justification. In the event of a policy violation, these provisions shall be applied without any exception.
7. Enforcement:
7.1. WALD Policy of Combatting Violence, Harassment and Mobbing; shall enter into force after approval by the Board of Directors of WALD. WALD Board of Directors is the addressee for all kinds of notifications and complaints regarding the issue.