I. OBJECTIVE

The objective of the Policy to Combat Harassment and Other Types of Violence (“Policy”) is to define guidelines and rules that should be followed in order to prevent the practice of illegal acts, especially Harassment and Violence.

ll. DEFINITIONS

For the purposes of this Policy, the following will be considered:

i. Moral Harassment:The exposure of people to humiliating and embarrassing situations in the workplace, in a repetitive and prolonged way, in the exercise of their activities. It is a conduct that damages the dignity and integrity of the individual, putting their health at risk and harming the work environment.

ii. Sexual Harassment:All unwanted behavior of a sexual nature, in verbal, non-verbal, or physical form, with the purpose or effect of disturbing or constraining the person, affecting their dignity, or creating an intimidating, hostile, degrading, humiliating, or destabilizing environment, with the perpetrator taking advantage of their position of hierarchical superiority or ascendancy inherent in the exercise of their job, position or duties.

iii. Physical Violence: Any conduct that offends the woman’s bodily integrity or health. It is perpetrated using physical force by the aggressor or with the use of weapons, and this type of violence leaves physical marks on the body and harms the victim in various ways. These include hitting, pushing, biting, hair pulling, strangling, kicking, burning, cutting, and mutilating.

iv. Physical Violence:It is understood as any conduct that offends the woman’s bodily integrity or health. It is perpetrated using physical force by the aggressor or with the use of weapons, and this type of violence leaves physical marks on the body and harms the victim in various ways. These include such things as hitting, pushing, biting, hair pulling, strangling, kicking, burning, cutting and mutilating;

v. Patrimonial Violence:Any action resulting in the partial or total destruction of the woman’s possessions—including clothing, photographs, work equipment, personal documents, and financial assets—or items necessary for her well-being.

III. TARGET AUDIENCE
This Policy applies to all employees, third parties, suppliers, or anyone who relates to the company.

1. GUIDELINES

Behaviors that are characteristic of Moral Harassment are prohibited, such as:

• Withdrawing an employee’s autonomy or constantly challenging their decisions;
• Overburdening the employee with new tasks or taking away the work that was usually their responsibility, causing a feeling of uselessness and incompetence;
• Deliberately overlooking the presence of the person being harassed, and instead, addressing only the other coworkers;
• Assigning humiliating tasks;
• Yelling or speaking disrespectfully;
• Spreading rumors or disclosing offensive gossip about the employee;
• Not taking their health issues into account;
• Criticizing the victim’s private life;
• Assigning insulting nicknames;
• Imposing embarrassing punishments (dancing, silly demands);
• Posting derogatory messages in groups on social media;
• Avoiding direct communication by addressing the victim only by email, notes, or third parties and other forms of indirect communication;
• Physically isolating the employee so that there is no communication with other colleagues;
• Unjustifiably disregarding or mocking the victim’s opinions;
• Taking away someone’s roles or responsibilities without providing a legitimate reason;
• Setting personalized work conditions and rules that are different from those imposed on other professionals;
• Delegating tasks that cannot be fulfilled or establishing unrealistic timelines for completing a job;
• Manipulating information by not sharing it in a timely and necessary manner, which is required for an employee to perform their duties;
• Excessive vigilance;
• Limiting the number of times an employee can go to the bathroom and monitoring the time they spend there;
• Instigating the control of one employee by another, creating a control outside the context of the hierarchical structure, to generate distrust and prevent solidarity among colleagues.

Behaviors that are not considered as Harassment:

• Professional requirements: Requiring work to be performed efficiently and encouraging the achievement of goals is not considered moral harassment or bullying. Every activity presents a certain degree of imposition based on the definition of tasks and results to be achieved.
• Increased workload: Depending on the type of activity performed, there may be periods of increased workload. The performance of overtime work is possible, if within the limits of the legislation and due to service necessity.
• Use of technological control mechanisms: In an effort to manage the workforce, organizations increasingly use technological control mechanisms, such as electronic timekeeping systems.
• Poor working conditions: The physical condition of the work environment (small and poorly lit environments, for example) does not represent moral harassment, unless the professional is placed in these conditions in order to discredit them in front of others.

Behaviors that are characteristic of Sexual Harassment are prohibited, such as:

• Sexual harassment of the victim, or any unsolicited or unauthorized conduct of a sexual nature;
• Verbal or written expressions, or in more subtle ways, such as comments, gestures, images sent by emails;
• Maintaining or participating in unwanted sexual relations;
• Compelling someone to prostitute themself.

The well-being and safety of employees are paramount.

If any employee, service provider, or related party is at imminent risk to their integrity and safety, they should file a report through the Reporting Channel using the website http://canal.ouvidordigital.com.br/grupolimppano, or by calling 0800 591 2213 Code 601 or through WhatsApp at (31) 98947-7889.