Mmegbu na mmegbu n'ebe ọrụ: ikike gị na ụzọ iwu kwadoro gị

Mmegbu n'ebe ọrụ na Netherlands abụghị otu nsogbu iwu kama ọ bụ atọ, nke ị na-eche ihu na-ekpebi ihe ị nwere ike ịchọ na onye ị ga-esi n'aka ya. Mmegbu nke na-eme ka ọrụ ghara ịdị irè bụ nsogbu ọnọdụ ọrụ: mkpesa ahụ na-emegide onye were gị n'ọrụ n'okpuru ọrụ nlekọta ya. Omume metụtara njirimara echekwara bụkwa ịkpa ókè, nke na-emepe ọgwụgwọ ndị ọzọ. Omume nke pụtara mwakpo, ịchụ nta ma ọ bụ mmejọ mmekọahụ bụkwa okwu mpụ, ụzọ atọ ahụ nwekwara ike ịgba ọsọ n'otu oge.

Kedu ụdị iwu ka omume ahụ dabara na ya, gịnịkwa mere o ji dị mkpa?

Aha a na-ekpebi ihe ị ga-eme. Mmegbu nkịtị na-enye gị ebubo megide onye were gị n'ọrụ maka imebi ọrụ nlekọta ya; njikọ na ebe echekwara na-agbakwụnye iwu nhazi nha anya na ibu ọrụ nke akaebe agbanwere; mpụ na-agbakwụnye akụkọ ndị uwe ojii.

Otu omume ahụ na-adaba n'ụdị abụọ n'otu oge. Ọ bara uru ịkpọ nke ahụ aha kpọmkwem kama ịkọwa ya nke ọma. "Okwu mkparị gbasara olu m" siri ike n'iwu karịa "mkparị n'ozuzu". Ụdị nke mbụ na-eme ka iwu nhazi nha anya banye n'ọrụ. Ya na ya na-abịa ibu ọrụ nke na-agbanwe gaa n'onye were gị n'ọrụ ozugbo ị chọpụtara eziokwu nke a pụrụ iche na ịkpa ókè. Ebe omume ahụ jikọtara ya na ihe nchekwa, ibe anyị gbasara iwu ịkpa ókè ọrụ na-akọwapụta ihe kpatara ya, ibu ọrụ nke ihe akaebe na oge njedebe usoro.

Kedu onye echedoro?

Ọ bụghị naanị ndị ọrụ nwere nkwekọrịta ọrụ. Dịka edemede 1 nke Iwu Ọnọdụ Ọrụ si dị, ọrụ dịịrị onye ọ bụla nwere onye ọzọ na-arụ ọrụ n'okpuru ikike ha, nke na-ekpuchi ndị ọrụ ụlọ ọrụ, ndị nọ n'ọkwa na ndị na-azụ ọzụzụ n'ebe ahụ. Ma onye ọrụ nkwekọrịta onwe ya nọ n'ebe ahụ ọ̀ ga-ekpuchi ma ọ bụ na ọ na-arụ ọrụ n'okpuru ikike onye were ya n'ọrụ. Onye na-enweghị nkwekọrịta ọrụ nwere ụzọ dị ala karịa iji kwụọ ụgwọ megide onye were ya n'ọrụ, mana ọrụ ọnọdụ ọrụ ka dị.

Gịnị ka a na-ewere dị ka mmegbu, mmegbu na omume mmebi iwu?

Ụlọikpe na-achọ ụdị omume nke na-emebi ùgwù ma ọ bụ nchekwa mmadụ, ọ bụghị otu ihe merenụ. Omume ndị Dutch na-amatakwa ọdịiche dị n'etiti omume a na-achọghị na omume mmebi iwu.

Omume na-adịghị mma bụ omume ị na-enweta dị ka ihe na-adịghị mma ma ọ bụ ihe na-akpata nsogbu n'enweghị ókèala gị nke na-anaghị agafe ókèala gị: ọtụtụ njakịrị na-efu gị, okwu ndị na-adịghị mma, okwu ndị a na-ekwu maka ha. Omume mmebi iwu na-aga n'ihu ma na-agafe ókè onwe onye ma ọ bụ ikike: mmetụ aka na-achọghị, iyi egwu mmekọahụ, iwe ọnụ ma ọ bụ mwakpo anụ ahụ, iji ọkwa ike eme ihe n'ụzọ na-ezighị ezi.

Maka mmegbu, ule ahụ bụ ikwughachi ihe. Esemokwu dị iche, mkparịta ụka dị nkọ otu ugboro, nzaghachi ziri ezi ma ọ bụ ịdọ aka ná ntị iwu kwadoro erughị eru. Omume ugboro ugboro, nke na-abawanye ụba nke na-emebi ùgwù ma ọ bụ nchekwa mmadụ na-eme. Onye were mmadụ n'ọrụ ga-ebu ụzọ rụọ ụka banyere nke a, yabụ kpachara anya site na mbido.

Kedu ụdị ọ na-ewe?

Verbal (insults, “jokes”, remarks about appearance), psychological (rumours, exclusion from meetings, impossible deadlines), non-verbal, digital and physical. Article 1(3)(e) of the Working Conditions Act names bullying, aggression and sexual harassment as psychosocial workload, so name the behaviour precisely: a vague complaint is hard to investigate and easy to dismiss.

Kedu otu esi emeso mmegbu mmekọahụ?

Dịka ịkpa ókè n'ihi mmekọahụ. Mmekpa ahụ mmekọahụ bụ omume mmekọahụ a na-achọghị nke na-emebi ùgwù mmadụ ma ọ bụ na-emepụta gburugburu ebe dị egwu, nke na-akpasu iwe, nke na-emebi ihe ma ọ bụ nke na-akpasu iwe, na edemede 7:646 nke Iwu Obodo na-ewere ya dị ka ịkpa ókè amachibidoro.

Nke ahụ dị mkpa n'usoro. Ọ na-emepe ụzọ gaa na Netherlands Institute for Human Rights, ọ na-agbanwekwa ibu ọrụ nke ihe akaebe ozugbo onye ọrụ ahụ chọpụtachara eziokwu ebe a pụrụ iche na ọ bụ mmegbu.

Tinyere iwu obodo ahụ, Iwu Mmebi Iwu Mmekọahụ (Wet seksuele misdrijven), nke dị irè kemgbe 1 Julaị 2024, gbasaa nkọwa mpụ nke omume mmebi iwu mmekọahụ, gụnyere n'ebe ọrụ na n'ịntanetị, ma belata oke maka mpụ e mere na-enweghị nkwenye. Ya mere, ikpe ndị siri ike na-aga n'ụzọ abụọ n'otu oge, nhọrọ n'otu na-emetụta nke ọzọ. Mkpesa mpụ nwere ike ime ka mkpesa obodo sikwuo ike, mana ọ na-ewepụkwa ọsọ okwu ahụ n'aka gị.

Gịnị ka onye were gị n'ọrụ kwesịrị ime?

Onye were gị n'ọrụ aghaghị igbochi ibu ọrụ mmekọrịta mmadụ na ibe ya, ebe nke ahụ agaghị ekwe omume, kpachie ya ókè. Ọrụ nlekọta ahụ bụ isi ihe kpatara mkpesa mmegbu na mmegbu ọ bụla.

Article 1 of the Working Conditions Act defines psychosocial workload as factors at work that cause stress, and names discrimination, sexual harassment, aggression and violence, bullying (pesten) and work pressure. Article 3(2) of the same act requires the employer to have a policy aimed at preventing or limiting this workload. The employer must identify the risks in its risk inventory and evaluation, set out measures against them and review both when circumstances change. The Working Conditions Decree adds that where there is a risk of psychosocial workload, the employer must take concrete measures and inform staff about the risks and the measures taken. Article 7:658 of the Civil Code makes the employer liable for harm suffered at work if it fell short of that duty.

N'eziokwu, ọrụ ahụ na-adabere n'ihe atọ:

• iwu nke na-akọwa omume na usoro ndị ahụ;
• usoro mkpesa nke mkpesa nwere ike iru n'ezie ma nke a na-anaghị enyefe site n'aka onye ahụ mere mkpesa;
• ozugbo onye were gị n'ọrụ matara, maọbụ kwesịrị ịma, ihe na-eme.

E wezụga nke ahụ, edemede 7:611 nke Iwu Obodo chọrọ ka onye were mmadụ n'ọrụ na-akpa àgwà dị ka ezigbo onye were mmadụ n'ọrụ. Ụlọ ikpe na-eji ọkọlọtọ ahụ enyocha otu esi ejikwa akụkọ ozugbo enwetara ya.

Olee mgbe onye were mmadụ n'ọrụ ga-akwụ ụgwọ?

Mgbe ihe ngosi rutere n'òtù ahụ ma ọ dịghị ihe e mere ha. Ibu ọrụ anaghị achọ ka ndị njikwa kwado omume ahụ, ma ọ bụ ka e tinye akwụkwọ mkpesa n'ụzọ iwu kwadoro.

Ihe mgbaàmà nwere ike ịpụta site na ọnụọgụgụ ndị na-enweghị ọrịa, ajụjụ ọnụ ọpụpụ, okwu nye onye ndu otu ma ọ bụ nyocha ndị ọrụ. Ọrụ a na-ekpuchikwa omume nke ndị ọrụ ibe, ndị njikwa na ndị ọzọ dịka ndị ahịa, ndị ọrịa, ndị njem ma ọ bụ ndị ọrụ nkwekọrịta nọ n'ebe ahụ. Ọ bụ ya mere a na-atụ anya ka ndị were mmadụ n'ọrụ na ngalaba ndị nwere nnukwu mmekọrịta ọha na eze nwee usoro ụfọdụ.

Ọ bụ iwu na onye ndụmọdụ nzuzo ga-enye ndụmọdụ nzuzo?

Ọ kabeghị. A na-edekarị na onye ọ bụla na-arụrụ ọrụ na mba Netherlands ga-ahọpụta onye ndụmọdụ nzuzo ( vertrouwenspersoon ), mana nke ahụ abụghị iwu taa.

The private member’s bill that would make it compulsory (bill 35592) was passed by the House of Representatives on 23 May 2023 and is still in the written preparation stage in the Senate. Until it enters into force, a confidential adviser is strong evidence that the employer took its duty seriously. What the law does require is a complaints route that works: a route that leads straight back to the person complained about falls short of the duty of care, whatever the policy says.

Ọrụ dị aṅaa ka kansụl ọrụ na iwu ndị na-egosi ihe na-eme na-arụ?

Kansụl ọrụ nwere ikike ikwu okwu n'iwu a, ọ bụghị n'okwu nke gị. Dịka edemede 27(1)(d) na (j) nke Iwu Kansụl Ọrụ (Wet op de ondernemingsraden) si kwuo, onye were mmadụ n'ọrụ chọrọ nkwenye kansụl maka ndokwa gbasara ọnọdụ ọrụ na maka usoro mkpesa.

Where the conduct points to a structural failing, such as sexual harassment that management has tolerated, a report may fall under the Whistleblower Protection Act (Wet bescherming klokkenluiders). That act prohibits detrimental treatment of the reporter and puts the burden on the employer to show that a measure was unconnected to the report. The matter must involve a public interest, not only your own position.

Kedu ka esi ahazi faịlụ ahụ?

Malite idekọ ozugbo omume ahụ dị gị ka ọ dị njọ, tupu ị kpebie ma ị ga-eme ihe. A na-ekpebi ikpe ndị a n'akwụkwọ: onye nwere ụbọchị, ozi na akwụkwọ ndekọ ahụike na-anọkarị n'ọnọdụ siri ike karịa onye ahụ nwere naanị akụkọ.

Gịnị na-abanye n'akwụkwọ ndekọ ihe merenụ?

Eziokwu, ọ bụghị nkwubi okwu. "Ọ na-eweda onwe ya ala" bụ echiche; ahịrịokwu o ji mee ihe bụ ihe akaebe.

Debe akwụkwọ ndekọ ahụ n'ime sistemụ onye were gị n'ọrụ: jiri ngwaọrụ nkeonwe, akaụntụ ozi nkeonwe ma ọ bụ akwụkwọ ndetu n'ụlọ. Akwụkwọ ndekọ echekwara na draịvụ ụlọ ọrụ nwere ike ịpụ na akaụntụ gị n'ụbọchị mmekọrịta ahụ mebiri.

Kedu ka ị si echekwa ihe akaebe dijitalụ?

Chekwaa ya ka ọ na-abata, n'èzí sistemụ onye were gị n'ọrụ, edezikwala ya. Ziga ozi na adreesị nkeonwe wee chekwaa ha dị ka PDF nke isi okwu ahụ na-ahụ anya. Ihe mkparịta ụka ihuenyo zuru oke na ụbọchị na oge a na-ahụ, n'ihi na onye zitere ozi nwere ike ihichapụ ozi ma emechaa. Hapụ faịlụ ndị ahụ agbanweghị agbanwe, n'ihi na metadata bụ akụkụ nke ihe na-eme ka ha bụrụ ndị a pụrụ ịtụkwasị obi.

Kpachara anya maka ndekọ nzuzo. Idekọ mkparịta ụka ị na-esonye na ya abụghị mpụ na Netherlands, a na-anabatakwa ndekọ dị otú ahụ n'okwu obodo. Iji ya eme ihe nwere ike imebi iwu nzuzo ma ọ bụ mebie mmekọrịta ọrụ nke na-agaghị edozi, onye ọkaikpe nwekwara ike ịtụle otú e si nweta ya. Gwa ndụmọdụ tupu ị dabere na ya.

Kedu ka ndị akaebe na akwụkwọ ndekọ ahụike si enyere aka?

Ndị akaebe na-akwado usoro ahụ; akwụkwọ ahụike na-ejikọ ya na mfu. Jụọ ndị ọrụ ibe ha hụrụ ihe merenụ ka ha dee obere nkwupụta mgbe ọ dị ọhụrụ, site na adreesị ozi-e nkeonwe. Ọ bụrụ na ha na-atụ egwu, dee aha ha n'agbanyeghị. Ụlọ ikpe nwere ike ịnụ ha ma emechaa, ndị akaebe na-agaghị ede ihe ọ bụla mgbe ha na-arụ ọrụ na-ekwu okwu n'enweghị nsogbu mgbe ha hapụrụ.

Mmetụta ahụike na-agụta naanị ma ọ bụrụ na e dekọọ ha. Gaa hụ dọkịta gị, dọkịta ụlọ ọrụ ma ọ bụ ọkachamara n'akparamàgwà mmadụ ma jụọ maka ihe ha chọpụtara n'akwụkwọ. Debe akwụkwọ ọrịa, akụkọ ahụike ọrụ na akwụkwọ ọnụahịa. Na-enweghị ha, nkwupụta enweghị ihe jikọrọ omume ahụ na mfu ahụ.

Kedu ka ụzọ dị n'ime si arụ ọrụ?

Buru ụzọ kọọ okwu ahụ n'ime ụlọ ọrụ ahụ, ọ gwụla ma nke ahụ bụ ihe na-adịghị mma. Ụlọ ikpe na-atụ anya na onye were n'ọrụ nwere ohere ziri ezi idozi nsogbu ahụ, ụzọ dị n'ime ya na-etinye ọrụ nlekọta kpọmkwem n'aka onye were n'ọrụ ma mepụta ndekọ nke ebubo ọzọ ga-adabere na ya.

Ì kwesịrị ilebara ya anya ozugbo?

Only where it feels safe. A short factual message such as “I do not want remarks about my appearance. Please stop.” shows that the conduct was unwelcome, which is an element of harassment under article 7:646 of the Civil Code. Confirm the conversation in a short email. Where the other person is your manager, where you fear retaliation or where the conduct is already serious, skip this step: it is not a required stage.

Kedu ka esi akọ akụkọ ya?

Site na ọwa ahụ, aha iwu ahụ adịghị site na onye ahụ mere mkpesa banyere ya. Chọta iwu ahụ mbụ, n'akwụkwọ ntuziaka ndị ọrụ ma ọ bụ na intranet. N'ọtụtụ òtù, akụkọ na-aga na HR, onye njikwa na-abụghị nke gị, ma ọ bụ onye ndụmọdụ nzuzo ebe enwere otu. Ọ bụrụ na onye njikwa nke gị bụ nsogbu ahụ, kọọ akụkọ dị n'elu ma ọ bụ gburugburu ha.

Mgbe ị na-akọ akụkọ, weta ndekọ ahụ na otu ma ọ bụ ihe akaebe abụọ a na-anọchite anya ya kama ebe nchekwa ahụ dum. Kwuo ihe ị na-arịọ ma rịọ maka ndekọ ederede nke nzukọ ahụ. Zipụ nkwenye nke gị site na adreesị nkeonwe. Ikwupụta ihe ga-esi na ya pụta na-enyere aka. Onye were n'ọrụ a gwara ka ọ kwụsị omume ahụ ma kewaa ahịrị akụkọ ahụ nwere ntuziaka doro anya ọ ga-aza. Onye were n'ọrụ a gwara naanị na onye ahụ enweghị obi ụtọ ga-azakarị site na mkparịta ụka kama ọ gaghị azaghachi ihe ọ bụla ọzọ.

Kedu ka esi mara na ụzọ dị n'ime ya anaghị arụ ọrụ nke ọma?

E nwere ihe ịrịba ama a pụrụ ịmata. Onye nyocha ahụ na-akọ akụkọ nye onye ahụ mere mkpesa maka ya. Oge njedebe dị na usoro ahụ na-aga n'ihu. A na-anụ gị otu ugboro, wee nụ ihe ọ bụla. A na-ewepụ ọrụ, ịdọ aka ná ntị pụtara na faịlụ gị, ma ọ bụ gbanwee ọrụ gị nwayọ mgbe mkpesa ahụ ka dị.

Detuo nke ọ bụla n'ime ihe ndị a dị ka ihe merenụ dị iche. A machibidoro ọgwụgwọ mmerụ ahụ n'ihi na ị mere mkpesa n'onwe ya ma ọ bụrụ na mkpesa ahụ metụtara ịkpa ókè ma ọ bụ akụkọ banyere mmejọ. N'ọnọdụ ndị ọzọ, ọ na-eme ka nkwupụta ahụ sikwuo ike kama ime ka ọ daa mbà. Ọ bụkwa ebe ndụmọdụ mpụga na-adịghịzi adịte aka; ndị ọkaiwu ọrụ anyị na-adụ ma ndị ọrụ ma ndị were mmadụ n'ọrụ ọdụ, n'asụsụ Dutch na n'asụsụ Bekee.

Kedụ ahụ ndị dị n'èzí nwere ike inye aka, gịnịkwa ka ha na-agaghị emeli?

Òtù anọ dị mkpa: Netherlands Labour Authority, Netherlands Institute for Human Rights, otu na dọkịta ụlọ ọrụ, na ndị uwe ojii. Ọ dịghị onye n'ime ha nwere ike inye gị ụgwọ ọrụ n'esemokwu ọrụ, yabụ mara tupu oge eruo ihe onye ọ bụla nwere ike ime na ihe ọ na-agaghị emeli.

Ndị Ọrụ Netherlands

Òtù Ọrụ Netherlands ( Nederlandse Arbeidsinspectie , aha ya kemgbe 1 Jenụwarị 2022) na-eme ka Iwu Ọnọdụ Ọrụ sikwuo ike. Ọ nwere ike inyocha ma onye were ya n'ọrụ nwere amụma gbasara ọrụ uche na uche na ma e tinyere ya n'ọrụ. Ọ nwere ike ịnye arịrịọ, nye iwu ka emezie ma nye ntaramahụhụ maka mmebi iwu ahụ. Ọ naghị ekpebi esemokwu nke onye ọ bụla, ọ naghị enye ụgwọ ọrụ, ọ gaghịkwa eweghachi gị. Were ya dị ka nrụgide na sistemụ onye were gị n'ọrụ kama ịgwọ ikpe nke gị. Enwere ike ime akụkọ n'amaghị aha ya, mana aha njirimara na-egbochi ihe ndị nyocha nwere ike inyocha.

Ụlọ Ọrụ Na-ahụ Maka Ihe Ndị Ruuru Mmadụ na Netherlands

Ụlọ Ọrụ Na-ahụ Maka Ihe Ndị Ruuru Mmadụ na Netherlands (College voor de Rechten van de Mens) bụ n'efu, ọ chọghị onye ọkaiwu ma ọ bụ onye na-emeghere gị ebe omume ahụ jikọtara ya na ebe echekwara. Mgbe e mesịrị mkparịta ụka ederede na nke a na-anụkarị, ọ na-enye echiche ezi uche dị na ya ma emebiela iwu nhazi nha anya. Echiche ahụ abụghị nke a ga-agbaso, Ụlọ Ọrụ ahụ enweghịkwa ike inye ụgwọ mmebi ma ọ bụ kagbuo nchụpụ. Ụlọ ikpe nwere ike ịtụle echiche ahụ n'oge ikpe ndị ọzọ. N'ihi na Ụlọ Ọrụ ahụ abụghị ụlọ ikpe, arịrịọ enweghị ihe nnọchi anya usoro iwu, yabụ soro oge njedebe ndị metụtara nkwupụta gị.

Union and company doctor

A union representative can attend meetings and negotiate. The company doctor can record that continued exposure is unsafe and advise a temporary change of workplace; under the Gatekeeper Improvement Act that advice carries weight because it comes from an independent professional.

Ndị uwe ojii

Ebe omume ahụ bụ mwakpo, iyi egwu, ịchụ nta ma ọ bụ mmejọ mmekọahụ, ị ​​nwere ike ịkọ ya. Isi ihe abụọ bara uru. Ịchụ nta ( ebe a na-amachibido ) n'okpuru edemede 285b nke Iwu Mpụ nwere ike ikpe naanị maka mkpesa nke onye ahụ metụtara, yabụ ịkwesịrị itinye akwụkwọ mkpesa, ọ bụghị naanị ọkwa. Dịka onye merụrụ ahụ, ị ​​nwere ike ịrịọ maka ụgwọ n'ime usoro ikpe mpụ. Nke ahụ dị ngwa ma dị ọnụ ala karịa ikpe obodo dị iche, ọ bụ ezie na ụlọ ikpe mpụ ga-eziga mkpesa dị mgbagwoju anya n'ụlọ ikpe obodo kama ịnagide ya.

Kedu ihe ụlọikpe nwere ike inye iwu?

Ụlọ ikpe nwere ike inye iwu ka a kwụsị omume ahụ n'oge nchịkọta, kwụọ onye were gị n'ọrụ ụgwọ, ma ọ bụ gbasaa nkwekọrịta ọrụ ahụ site na ịkwụ ụgwọ ọzọ. Ụzọ dabara adaba dabere ma ịchọrọ ịnọ, nwetaghachi mfu ma ọ bụ ịpụ.

Enyemaka nwa oge

A pụrụ ịnụ usoro nchịkọta ( kort geding ) n'ime izu ole na ole, ọ bụkwa ngwá ọrụ kwesịrị ekwesị mgbe isi ihe dị mkpa bụ ime ka ọ kwụsị ugbu a. Iwu ndị a na-enyekarị bụ na onye nke ọzọ enweghị mmekọrịta ọzọ na gị ma ọ bụ kwaga ebe ọzọ, na ị nwere ike ịrụ ọrụ n'ụlọ na ụgwọ ọrụ zuru oke, na a machibidoro ohere ịbanye n'ụlọ ahụ, ma ọ bụ na a ga-akwụ ntaramahụhụ maka ụbọchị ọ bụla e mebiri iwu ahụ. Ebe ọ bụ na enyemaka ahụ bụ nwa oge, ihe akaebe dị ala: ndekọ na-adịgide adịgide, akwụkwọ ahụike na ozi ole na ole nwere ike izu oke. Onye were n'ọrụ ga-egosi na o meela ihe niile kwesịrị ekwesị, ọ bụkwa ebe ahụ ka nchekwa ya na-adịghị mma.

Mmebi sitere n'aka onye were ya n'ọrụ

A na-aga n'ụlọikpe mpaghara (kantonrechter) maka mkpesa maka mmebi iwu. Ọ na-anụ mkpesa ọrụ n'agbanyeghị ego ole ọ ga-efu, ị chọghịkwa onye ọkaiwu n'ebe ahụ. Ihe atọ ga-edoberịrị: usoro omume kama ihe omume pụrụ iche, mmebi nke onye were ya n'ọrụ n'ọrụ ya, na njikọ kpatara ọnwụ ahụ.

Nkeji edemede 7:658 nke Iwu Obodo na-enyere onye ọrụ aka. Ozugbo e mechara chọpụta ihe ọjọọ ahụ na njikọ ya na ọrụ ahụ, ọ bụ onye were n'ọrụ ga-egosi na o rubere isi n'ọrụ nlekọta ya, ma ọ bụ na ihe ọjọọ ahụ bụ n'ihi ebumnuche nke onye ọrụ ahụ ma ọ bụ n'amaghị ama. Mfu a ga-enweta nwere ike ịgụnye ụgwọ ọgwụgwọ, ego furu efu na mmefu ndị ọzọ e mefuru n'ezie, yana n'ụkpụrụ ịkwụ ụgwọ maka mmerụ ahụ na-abụghị ego. Ihe nrite dabere kpamkpam na ihe akaebe ahụike na akwụkwọ ndekọ, yabụ ọnụọgụ sitere na ikpe ọzọ anaghị ekwu obere ihe gbasara nke gị. Nkwupụta maka ụgwọ ọrụ na-adabere na oge mmachi nke afọ ise site na ozugbo ị maara ma mmebi ahụ na onye ga-aza ajụjụ maka ya. N'omume nke ahụ na-abụkarị mgbe omume ahụ n'onwe ya gasịrị.

Ebe mkpesa ahụ na-adaberekarị n'ókè mmebi ahụike dị, ịtụle mmebi ahụ bụ ọrụ mmerụ ahụ nkeonwe pụrụ iche. Ajụjụ iwu ọrụ, dịka ọrụ nlekọta nke onye were n'ọrụ, usoro dị n'ime na ọdịnihu nke nkwekọrịta ahụ, dị iche na ya.

Ịkwụsị ọrụ ahụ dịka iwu gị si dị

I nwere ike ịrịọ ụlọ ikpe ka ọ kagbuo nkwekọrịta gị n'ihi omume onye were gị n'ọrụ. Ebe onye were gị n'ọrụ mere ihe n'ụzọ dị oke njọ, dịka ọmụmaatụ site n'ikwe ka ọnọdụ ahụ gaa n'ihu ma ọ bụ site n'iji mkpesa ahụ mee ihe n'ụzọ na-adịghị mma, ụlọ ikpe nwere ike inye ụgwọ ọrụ ziri ezi na mgbakwunye na ụgwọ mgbanwe (transitievergoeding). Nke a na-eme ka atụmatụ ahụ dịrị gị mfe ma zere ihe egwu nke ịgba arụkwaghịm.

Ịhapụ ọrụ maka ihe dị mkpa bụ ụdị echiche dị ize ndụ karịa. Ọ na-akwụsị nkwekọrịta ahụ ozugbo, mana ọ bụrụ na anabataghị ihe dị mkpa ahụ, ị ​​nwere ike ịhapụ na-enweghị uru enweghị ọrụ. N'eziokwu, ngwa nkwụsịtụ a pụrụ ịtụkwasị obi na-edugakarị na nkwekọrịta nkwekọrịta , ọtụtụ n'ime okwu ndị a na-akwụsị ebe ahụ: ụgwọ nkwụsịtụ, onyinye na ụgwọ iwu na ntụaka na-anọpụ iche.

Ụzọ ọbụla ị ga-esi, lezie anya n'oge njedebe. Dịka edemede 7:686a(4) nke Iwu Obodo si dị, a ga-enyerịrị ihe ịma aka maka ịchụpụ mmadụ ma ọ bụ arịrịọ maka ụgwọ ọrụ ziri ezi n'ime ọnwa abụọ, nakwa akwụkwọ maka ụgwọ mgbanwe n'ime ọnwa atọ nke nkwekọrịta ahụ kwụsịrị.

Gịnị na-eme ezumike ọrịa mgbe mkpesa ahụ na-aga?

Usoro nhazigharị ahụ na-aga n'ihu n'akụkụ mkpesa ahụ. Achọghị ka ị laghachi n'ebe ọrụ ebe a na-edozibeghị omume ahụ, mana ị kwesịrị itinye nghọtahie ọ bụla n'akwụkwọ kama ịjụ naanị ịjụ.

N'okpuru Iwu Mmezi Ndị Gatekeeper (Wet verbetering poortwachter), dọkịta ụlọ ọrụ ahụ na-emepụta nyocha nsogbu ahụ n'ime izu isii. Atụmatụ ihe a ga-eme ga-esochi n'ime izu abụọ nke nke ahụ, yabụ tupu izu asatọ. A ga-ahazi atụmatụ ahụ ma nyochaa ya ma ọ dịkarịa ala kwa izu isii.

Otu iwu dị mkpa ịmara tupu oge mbụ a ga-ahọpụta: ịbanyeghachi n'ebe ọrụ ebe a na-elebaghị anya n'omume ahụ abụghị ọrụ kwesịrị ekwesị, ị nwekwara ike ikwu ya. Ọ bụrụ na ị kwenyeghị na onye were gị n'ọrụ ma ọ bụ dọkịta ụlọ ọrụ ahụ, otu ọ bụla nwere ike ịjụ UWV maka echiche ọkachamara ( deskkundigenoordeel ). Nke ahụ bụ ụzọ nkịtị isi mebie nkwekọrịta gbasara ọrụ kwesịrị ekwesị ma ọ bụ gbasara ma mgbalị ịbanyeghachi zuru oke. Ịjụ ọrụ kwesịrị ekwesị nwere ike ime ka ị kwụọ ụgwọ ọrụ gị, yabụ nwalee esemokwu ahụ kama ime ihe na ya n'otu aka. Peeji anyị gbasara ezumike ọrịa na nlọghachi na-akọwapụta usoro oge zuru oke na iwu ụgwọ ọrụ ndị na-eso ya.

Gịnị ka ị kwesịrị ịlele dịka onye ọrụ?

Check that your evidence is secure and that you know your deadlines before you report. The two-month deadline of article 7:686a(4) of the Civil Code applies as soon as a dismissal or fair compensation is at stake.

• Is the conduct linked to a protected ground, such as sex, race, age or disability? Then article 7:646 of the Civil Code and the Institute for Human Rights come into play.
• Are your incident log, messages and witness names stored outside the employer’s systems?
• Which complaints channel does the policy name, and does it bypass the person you complain about?
• Has your GP or the company doctor recorded the health effects in writing? Your employer may ask about your fitness for work, not about a diagnosis.
• Before you sign a settlement agreement: what does it say about the reason for leaving, the reference, the internal file and confidentiality?

Gịnị ka ị kwesịrị ịlele dịka onye were gị n'ọrụ?

Check your policy before a report arrives and your process as soon as one does. A court judges the investigation on how it was run, not on what it concluded.

• Does the risk inventory and evaluation (RI&E) required by article 5 of the Working Conditions Act cover psychosocial workload, with concrete measures?
• Does the complaints procedure have the works council’s consent under article 27(1)(j) of the Works Councils Act, and does it bypass the person complained about?
• Is the investigator independent of both parties, and external where senior management is involved?
• Are both sides heard, and are the allegations put to the person complained about?
• Do interim measures avoid falling on the person who complained? Sending the complainant home while the other person carries on is itself detrimental treatment.
• Is the decision reasoned, in writing and followed by consequences, and is access to the file restricted? It contains special category personal data under the GDPR.

Two mistakes recur: treating a report as an HR nuisance until it becomes a claim, and dismissing on the basis of an investigation that did not hear the other side. Summary dismissal under article 7:678 of the Civil Code requires an urgent cause, immediate action and immediate notice of the reason. Our ntuziaka iwu ọrụ dee ụzọ ịchụpụ mmadụ na ihe akaebe nke ọ bụla chọrọ.

What can we do for you with workplace harassment and bullying?

We advise employees and employers in English and Dutch, from the first report to proceedings before the subdistrict court.

• We review your incident log and evidence and tell you which of the three legal tracks apply.
• We draft the written complaint to the employer, or the employer’s response to a report.
• We set up or review a policy on psychosocial workload and a complaints procedure, including the works council consent.
• We apply for summary proceedings (kort geding) to stop the conduct when the internal route fails.
• We claim damages under article 7:658 of the Civil Code or negotiate a settlement agreement with a termination payment.
• We file a dissolution request or challenge a dismissal within the two-month deadline.

Summary

• Mmegbu bụ mmebi nke ọrụ nlekọta nke onye were n'ọrụ dịka Iwu Ọnọdụ Ọrụ si dị na edemede 7:658 nke Iwu Obodo; njikọ na ala echekwara na-agbakwụnye iwu ịkpa ókè, mwakpo, iyi egwu ma ọ bụ ịchụ nta na-agbakwụnye iwu mpụ.
• Onye ndụmọdụ nzuzo abụghị iwu (iwu 35592 ka dị n'ihu Sineti), mana iwu na usoro mkpesa dị.
• Wulite faịlụ ahụ n'oge: ndekọ eziokwu, ozi echekwara, aha ndị akaebe na nchọpụta ahụike edere ede, ihe niile gbochiri usoro onye were gị n'ọrụ.
• Ndị otu dị n'èzí dịka Ụlọ Ọrụ Ọrụ na Institute for Human Rights na-etinye nrụgide, mana naanị ụlọ ikpe nwere ike inye iwu ka a kwụsị ma ọ bụ nye ụgwọ ọrụ.
• Mee ihe n'oge ma lelee oge njedebe: ọnwa abụọ iji jụ ịchụpụ ma ọ bụ nweta ụgwọ ọrụ ziri ezi, ọnwa atọ maka ụgwọ mgbanwe.

Ọtụtụ mgbe Ẹbụp Ajụjụ