Committee of Labor Coexistence

Understanding the Committee of Labor Coexistence

• A committee of labor coexistence is a team of people delegated by the high direction of a company, composed of workers, to mediate and conciliate in cases of presumed labor harassment.
• The committee's role is to prevent and manage conflicts, not to sanction or issue memoranda.
• The committee has the power to sanction conducts of labor harassment, but its main objective is to mediate and conciliate.

Preventing Labor Harassment

• The committee's role is to prevent labor harassment, which is a key aspect of creating a positive work environment.
• Preventing labor harassment requires a cultural change within the company, focusing on improving the work environment and promoting a culture of respect.
• It's essential to create a culture where workers feel comfortable reporting cases of labor harassment without fear of retaliation.

Identify Labor Harassment

• Labor harassment can take many forms, including indirect conduct, such as speaking ill of someone behind their back, or passive-aggressive behavior.
• Labor harassment can be verbal, physical, or psychological, and can be perpetrated by anyone, including bosses, colleagues, or subordinates.
• It's essential to recognize the signs of labor harassment, which can include feeling intimidated, humiliated, or belittled.

The Role of Witnesses

• Witnesses play a crucial role in identifying and reporting cases of labor harassment.
• Witnesses can be colleagues, supervisors, or anyone else who has witnessed or been affected by the harassment.
• It's essential to create a culture where witnesses feel comfortable coming forward and reporting cases of labor harassment.

The Importance of Proof

• To prove labor harassment, it's essential to have evidence, such as recordings, emails, or witness testimony.
• The committee of labor coexistence can investigate and gather evidence to prove labor harassment.
• Proof of labor harassment can lead to sanctions, including dismissal of the perpetrator.

Overcoming Fear and Intimidation

• Labor harassment often involves a power imbalance, with the perpetrator using their position or influence to intimidate or coerce the victim.
• Fear and intimidation can prevent victims from reporting cases of labor harassment.
• It's essential to create a culture where victims feel safe and supported, and where witnesses are willing to come forward and report cases of labor harassment.

The Committee's Role in Investigating Labor Harassment

• The committee of labor coexistence has the power to investigate cases of labor harassment.
• The committee can gather evidence, interview witnesses, and determine whether labor harassment has occurred.
• The committee's role is to provide a safe and impartial space for victims to report cases of labor harassment.

Creating a Positive Work Environment

• Creating a positive work environment requires a cultural change, focusing on promoting respect, tolerance, and inclusion.
• It's essential to create a culture where workers feel valued, respected, and supported.
• A positive work environment can help prevent labor harassment and promote a culture of respect and tolerance.### Dealing with Workplace Harassment
• Workplace harassment can occur between employees from different companies, e.g., between a Colombian and a Nicaraguan worker.
• In such cases, the harassed employee can file a complaint with their employer or the Colombian Ministry of Labor.
• If the employer is international, they must have a code of conduct committee that can handle cases of harassment.

The Role of the Committee of Coexistence

• The Committee of Coexistence is a paritarian committee composed of representatives from both the employer and employees.
• Its purpose is to prevent and investigate workplace harassment cases.
• The committee meets every three months, but can hold extraordinary meetings in case of a harassment complaint.
• The committee's decisions are binding, and their investigations are confidential.

Company Code of Conduct

• A company code of conduct outlines the rules and expectations for employee behavior.
• If a company has an international code of conduct, it can be used to handle harassment cases.
• The code of conduct committee can work alongside the Committee of Coexistence to handle harassment cases.

Handling Harassment Complaints

• If a harassment complaint is filed, the Committee of Coexistence investigates and makes a decision on the case.
• The committee's decision is final, and their investigations are confidential.
• If the committee finds harassment occurred, the harasser may face disciplinary action.

Representation on the Committee of Coexistence

• The Committee of Coexistence should have equal representation from both the employer and employees.
• Employees should elect their representatives to the committee.
• The employer should also appoint representatives to the committee.
• The president and secretary of the committee have specific responsibilities, but all members have the same function of preventing and investigating workplace harassment.### Comité de Convivencia Laboral
• A committee formed to prevent and address labor harassment
• Composed of 2 members from the employer and 2 members from the employees, with their respective alternates
• Objective: to create a harmonious work environment, preventing labor harassment and promoting respect among colleagues

Labor Harassment

• Defined as persistent and demonstrable conduct that intimidates, humiliates, or discriminates against an employee
• Can take many forms, including:
  • Physical violence
  • Moral harassment (psychological abuse)
  • Sexual harassment
  • Discrimination based on race, gender, national origin, religion, or political beliefs
• Can be committed by employers, supervisors, or coworkers

Types of Labor Harassment

• Maltrato laboral: violencia física o moral contra un trabajador
• Discriminación laboral: trato desigual basado en raza, género, origen nacional, religión, o creencias políticas
• Desprotección laboral: falta de medidas para proteger la integridad física o moral del trabajador
• Entorpecimiento laboral: obstaculizar o dificultar el desempeño laboral de un trabajador
• Persecución laboral: hostigamiento o acosamiento laboral

Conduct that may constitute labor harassment

• Threats of dismissal or penalty
• Insults, humiliation, or ridicule
• Unjustified criticism or monitoring
• Excessive workload or impossible tasks
• Discrimination or exclusion
• Unwanted physical contact or sexual advances

Conduct that does not constitute labor harassment

• Legitimate work assignments or performance evaluations
• Reasonable corrections or feedback
• Normal exercise of authority or supervision

Responsibilities of the Comité de Convivencia Laboral

• Receive and process complaints of labor harassment
• Investigate and resolve conflicts in a fair and objective manner
• Promote a culture of respect and zero tolerance for harassment
• Provide training and awareness programs for employees

Importance of the Comité de Convivencia Laboral

• Prevents and addresses labor harassment
• Promotes a positive work environment
• Protects employees' rights and dignity
• Encourages open communication and respect among colleagues

Understanding the Committee of Labor Coexistence

• A committee of labor coexistence is a team delegated by the high direction of a company to mediate and conciliate in cases of presumed labor harassment.
• The committee's primary objective is to mediate and conciliate, not to sanction or issue memoranda.

Preventing Labor Harassment

• Preventing labor harassment requires a cultural change within the company, focusing on improving the work environment and promoting a culture of respect.
• A positive work environment can help prevent labor harassment and promote a culture of respect and tolerance.

Identify Labor Harassment

• Labor harassment can take many forms, including indirect conduct, verbal, physical, or psychological.
• Labor harassment can be perpetrated by anyone, including bosses, colleagues, or subordinates.
• Signs of labor harassment include feeling intimidated, humiliated, or belittled.

The Role of Witnesses

• Witnesses play a crucial role in identifying and reporting cases of labor harassment.
• Witnesses can be colleagues, supervisors, or anyone else who has witnessed or been affected by the harassment.

The Importance of Proof

• Proof of labor harassment is essential to prove the case, and can include evidence such as recordings, emails, or witness testimony.
• The committee of labor coexistence can investigate and gather evidence to prove labor harassment.

Overcoming Fear and Intimidation

• Labor harassment often involves a power imbalance, with the perpetrator using their position or influence to intimidate or coerce the victim.
• Fear and intimidation can prevent victims from reporting cases of labor harassment.

The Committee's Role in Investigating Labor Harassment

• The committee of labor coexistence has the power to investigate cases of labor harassment.
• The committee can gather evidence, interview witnesses, and determine whether labor harassment has occurred.

Dealing with Workplace Harassment

• Workplace harassment can occur between employees from different companies.
• In such cases, the harassed employee can file a complaint with their employer or the Colombian Ministry of Labor.
• International employers must have a code of conduct committee that can handle cases of harassment.

The Role of the Committee of Coexistence

• The Committee of Coexistence is a paritarian committee composed of representatives from both the employer and employees.
• Its purpose is to prevent and investigate workplace harassment cases.
• The committee meets every three months, but can hold extraordinary meetings in case of a harassment complaint.

Learn about the role of a committee of labor coexistence in preventing and managing labor harassment conflicts, and its objectives in mediating and conciliating.