GREECE Law and Practice Contributed by: Semina Zavitsanou, Yannis Ragos, Maria Siraga and Panagiota Kelali, POTAMITISVEKRIS
8.2 Sexual Harassment and/or Violence All employees under any legal status are protected by the GLL in case of violence/(sexual) harassment. Violence and harassment (Article 60 GLL) include any forms of conduct, acts, practices, or threats thereof which are intended to cause, result in, or are likely to result in physical, psychological, sexual, or economic harm, whether occurring as isolated incidents or on a repeated basis. Harassment (Article 60 GLL) includes any form of con - duct which has the purpose or effect of violating a per - son’s dignity and of creating an intimidating, hostile, degrading, humiliating, or offensive environment, irre - spective of whether it constitutes a form of discrimina - tion, and includes harassment on the grounds of sex or on any other ground of discrimination. Harassment also includes bullying and mobbing. Sexual harassment (Article 35 GLL) includes any form of unwelcome verbal, psychological, or physical con - duct of a sexual nature which results in an affront to a person’s dignity, in particular by creating an intimi - dating, hostile, degrading, humiliating, or offensive environment. Any person who is affected by a potential incident of violence and harassment is entitled to lodge an inter - nal complaint as well as a complaint before the Labour Inspection and before the Ombudsman. In case of violation of the prohibition of violence and harassment by the employer, the affected person may claim full compensation, covering both pecuniary and non-pecuniary and moral damages, and administra - tive fines may also be imposed by the competent Labour Inspectorate. 8.3 Other Forms of Discrimination and/ or Harassment Including Bullying and/or Mobbing In general, any form of direct or indirect discrimination in all aspects of employment (from the hiring process, including interviews, until termination) is strictly pro - hibited.
• negative performance assessment or employment reference; • reprimand, imposition of disciplinary or other measures, including financial penalties; • coercion, intimidation, harassment, or ostracism; • discrimination or unfair treatment; • failure to convert a fixed-term employment contract into a permanent one; • failure to renew or early termination of a fixed-term employment contract; • deliberate harm, including damage to reputation – particularly through social media – or financial loss, including business loss and loss of income; • blacklisting on the basis of an official or unofficial sectoral or industry-wide agreement, which may result in the person being unable to secure future employment in the sector or industry; • early termination or cancellation of a contract for goods or services; • withdrawal or cancellation of a permit or licence; • referral for psychiatric or medical evaluation; and • refusal or deprivation of reasonable accommoda - tion for persons with disabilities. Reporters are also protected from committing criminal offences or judicial proceedings regarding the acquisi - tion of information or access to the information report - ed or publicly disclosed. If the report or public disclosure constitutes, for the reporter, a criminal, disciplinary, administrative offence or a tortious act, any criminal, disciplinary, administra - tive, or civil proceedings initiated against the reporter in relation to the reported violation shall be suspended until the completion of the investigation of the report. Reporters are also entitled to free-of-charge legal advice and psychological support. In case of retalia - tion, they are entitled to full compensation. Moreover, they have access to all remedies and legal means and enjoy the rights to a fair trial, including, in particular, the right to an effective remedy before an impartial tribunal, as well as the presumption of innocence and the rights of defence, including the right to be heard and the right of access to their file.
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