Employee Relations Committee

For your information, the Employee Relations Committee was created as an agency to prevent workplace harassment and contribute to the protection of our employees against the psychosocial risks that affect people’s health at their work sites.

 

 

Remember you can contact the Employee Relations Committee anytime you need them, and you can trust them absolutely. These committee members have attitudinal and behavioral skills that make them very qualified to address your claims. These skills include respect, impartiality, tolerance, serenity, confidentiality, ethics and an absolute reserve in handling confidential information.
 

Remember that when filing a workplace harassment claim, you must complete form GHU-PRO-019-F-001 (which is available on the employee Intranet @anfora, as the procedure to manage alleged workplace harassment cases), at the following link
 

At GEB we ensure our workers have knowledge regarding harassment and discrimination. In our induction training for all new employees, we address topics related to workplace harassment, discrimination and how to create healthy environments. In addition, all employees must conduct and successfully pass our e-learning course on workplace harassment (including sexual harassment).
 

“What procedure is carried out within the framework of the Employee Relations Committee?

 

  1. Receipt of the complaint.
    Channels: 
    Employee Relations Committee email: convivencia@geb.com.co, 
    Ethics Channel: call 018000125470, email canaleticogeb@pwc.com or enter the following link
     
  2. Distribution of the complaint to one of the members of the Committee.
     
  3. Admission of the complaint, and informing the complainant about the procedure that will be given to the complaint.
     
  4. The Committee summons the worker who filed the complaint to present their arguments, guaranteeing confidentiality and due process.
     
  5. Once the complaining party has been heard, the worker against whom the complaint is filed is summoned to present their arguments, and the Committee analyzes the information and the connection and relationship with the information narrated by the worker who filed the complaint.
     
  6. If either or both of the parties involved (the worker filing the complaint and the worker against whom the complaint is filed) request testimony, these will be summoned individually, and their confidentiality will be guaranteed.
     
  7. The Committee summons meetings in order to create a space for dialogue between the parties involved, promoting mutual commitments to reach an effective solution to disputes.
     
  8. Formulation of a concerted improvement plan between the parties, to build and promote a healthy working environment.
     
  9. Follow-up on the commitments acquired by the parties involved in the complaint, verifying their compliance in accordance with the agreement.
     
  10. In cases where no agreement is reached between the parties and the recommendations made are not complied with, or the conduct persists, the Committee will notify the parties that the complainant is free to go to the relevant administrative authorities for the formulation and processing of the complaint.
     
  11. Submission of a report with the Committee’s recommendations to the Talent Management Department, in order to analyze the relevance of initiating a disciplinary process in accordance with GEB’s internal procedure “GHU-PRO-024 Management of Disciplinary Processes and/or any other measure or activity”, aimed at generating corrective actions.
     
  12. Follow up on compliance with the recommendations given by the Committee within the Company.
     
  13. Present to the Presidential Committee, the recommendations for the effective development of preventive and corrective measures for workplace harassment, as well as the annual report on the results of the management of the Employee Relations Committee and any reports required by relevant control organisms”.
     

In addition to acting on recommendations made by the Employee Relations Committee, GEB carries out different harassment prevention activities that seek to harmonize human relations within the company, such as leadership and diversity training, wellness plans, and psychosocial surveys. These preventive activities are accompanied by corrective actions: a psychosocial approach with the affected person(s), medical follow-up if there is a health affectation, focus group intervention, leadership approach, psychosocial coaching, and disciplinary processes, among others.

 

Each of GEB's subsidiaries has an Employee Relations Committee operating in accordance with the applicable legislation of each country, and in terms similar to the process described above

 

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