The court stated that the Republican Hospital of Šiauliai did not ensure a non-discriminatory working environment for employees, did not prevent the formation of an unsafe psychosocial climate and did not take effective measures to improve the psychosocial climate, i.e. did not create safe working conditions.
It is very disappointing that it took the loss of a medic to finally pass amendments to the Labor Code prohibiting violence and harassment. And yet, nothing changes in a day, when a new law appears or a new internal procedure of the company is adopted. It is important that employers not only formally accept the provided measures, but also actually implement them.
The following are preventive measures that companies and organizations can take to ensure a safe and healthy work environment.
A clear policy on violence and harassment. The Lithuanian Labor Code requires an internal policy for the prevention of violence and harassment, which defines ways of recognizing violence and harassment, possible forms of violence and harassment, the procedure for familiarization with violence and harassment prevention measures, the procedure for submitting and examining reports of violence and harassment, the procedures for reporting violence and harassment protective measures for individuals and victims and the assistance provided to them, rules of employee behavior (work ethics) and other information related to violence and harassment prevention.
Although the possession of such a document is mandatory for companies employing more than 50 employees, clear prevention measures should be defined for other employers as well.
Prevention and control measures. Every employer must assess the potential risks of violence and harassment and take measures to eliminate and/or control them. According to the latest amendments to the Labor Code, from 2025 January 1 the description of the possible measures to eliminate and/or control the risks of violence and harassment will be approved by the Chief State Labor Inspector of the Republic of Lithuania.
Establishing confidential reporting channels and complaints procedures. The Labor Code requires everyone to establish a procedure for reporting and handling reports of violence and harassment and to make them known to employees. It is recommended that anonymous or confidential reporting channels be implemented to allow employees to report misconduct. Employees should know that reporting misconduct will result in action and protection from potential harassment.
Training for employees. The Lithuanian Labor Code stipulates the requirement for employers to conduct training for employees on the prevention of violence and harassment. In the training, employees are introduced to the forms of psychological violence and harassment, they are taught to recognize inappropriate behavior and react to inappropriate behavior, as well as how to distinguish what is inappropriate behavior. From 2025 January 1 the order of periodicity of such trainings will be determined by the Chief State Labor Inspector of the Republic of Lithuania.
Managers’ responsibility and competence development. Managers should be trained to recognize incidents of harassment and violence, as well as take preventive measures, such as helping to resolve conflicts. The emotional intelligence of managers is very important in ensuring a respectful work culture in the company.
Creation of work environment and internal culture. Companies should promote a respectful and supportive work culture where employees feel safe and respected. It is important that values such as respect, honesty and cooperation are reinforced.
Regular assessment of psychosocial risks. Companies should regularly assess the psychosocial environment to identify risk factors that may contribute to violence and harassment. These assessments help identify potential hazards in time and take preventive actions.
Emotional support services. Some employers offer employees the opportunity to refer to psychologists or other specialists. Such support can be valuable in supporting employees’ emotional well-being and helping them deal with difficulties that arise.
It is important that the use of measures to prevent violence and harassment should not be adopted for the sole purpose of formally complying with the requirements of the law or defending against high-value lawsuits. A positive internal climate can become a company’s business card to attract talented employees. Research shows that a good atmosphere at work increases the creativity and initiative of employees, which are necessary to enhance innovation and competitive advantage. Thus, the emotional well-being of employees can directly contribute to the company’s financial success.
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#Inga #Pališkienė #Courts #decision #death #doctor #signal #employers #Business
**Interview with Dr. Jūratė Vaitkevičienė, Labor Rights Advocate**
**Editor:** Thank you for joining us today, Dr. Vaitkevičienė. We recently learned about the court ruling against the Republican Hospital of Šiauliai for failing to provide a non-discriminatory and safe working environment for its employees. What are your thoughts on this ruling?
**Dr. Vaitkevičienė:** Thank you for having me. The court ruling highlights a critical issue in our workplaces—not only in the healthcare sector but across various industries. It’s concerning that it took the loss of a medic to spark a broader conversation about violence and harassment in the workplace. Legislation like the upcoming amendments to the Labor Code is essential, but the challenge lies in effective implementation.
**Editor:** You mentioned the amendments to the Labor Code. What specific measures do you believe are necessary to ensure a safer working environment?
**Dr. Vaitkevičienė:** First and foremost, companies need to establish a clear and comprehensive policy on violence and harassment. This should outline recognition, reporting procedures, and protective measures for victims. Regular risk assessments are also crucial to identify and mitigate potential issues before they escalate. Furthermore, creating confidential reporting channels ensures employees feel safe coming forward.
**Editor:** Many organizations already maintain codes of conduct. What differentiates a mere formality from genuine implementation of safety measures?
**Dr. Vaitkevičienė:** A formalized policy means little if there’s no active commitment to uphold it. Training sessions for employees and managers are vital. They need to understand both the nuances of psychological violence and how to intervene appropriately. Also, fostering an internal culture of respect and support is key. Employees should feel a collective responsibility to maintain a healthy work environment, inspired by their leaders.
**Editor:** How can managers be equipped to handle these issues effectively?
**Dr. Vaitkevičienė:** Managerial training should focus on emotional intelligence and conflict resolution skills. They play a pivotal role in shaping workplace culture and must be trained not only to recognize inappropriate behavior but also to act decisively against it. It’s about building a supportive framework where everyone feels empowered to speak up.
**Editor:** what is the next step for companies that wish to comply with these regulations and create a safer work environment?
**Dr. Vaitkevičienė:** The first step is awareness and acknowledging that changes are necessary. They should engage with labor rights advocates or experts to draft meaningful policies and establish preventive measures. Regular assessments and open discussions about workplace culture can facilitate this transition. Ultimately, commitment from every level of the organization will be crucial in fostering a sustainable, harassment-free work environment.
**Editor:** Thank you, Dr. Vaitkevičienė, for your insights on this important issue. Your expertise is invaluable in highlighting the urgent need for change in workplace cultures across our society.