A new presidential directive focusing on the prevention of workplace psychological harassment, commonly referred to as mobbing, has been officially issued today by President Recep Tayyip Erdoğan. This directive, published in the Official Gazette, seeks to not only protect employees from psychological harassment but also to enhance the measures for combating such behavior within various workplaces across the country. The comprehensive regulations allow employees affected by mobbing to utilize multiple channels for lodging complaints, potentially paving the way for a more secure working environment.
| Article Subheadings |
|---|
| 1) Reestablishment of the Psychological Harassment Prevention Board |
| 2) Responsibilities of Employers and Managers |
| 3) The Role of Psychological Support Services |
| 4) International Context: ILO Convention 190 |
| 5) Future Implications for Workplace Culture |
Reestablishment of the Psychological Harassment Prevention Board
As part of the recent presidential directive, the Psychological Harassment Prevention Board has been reestablished within the Labor and Social Security Ministry. This board originally came into existence under a directive published in 2011, aimed at tackling issues surrounding workplace psychological harassment. The board’s reformation signals a renewed commitment to addressing these critical issues in the workplace.
The newly constituted board will comprise representatives from various vital institutions, including the Justice Ministry, the Ombudsman Institution, and labor unions, among others. Their collaborative effort will focus on creating effective nationwide policies to combat psychological harassment, thereby providing a more inclusive environment for employees in different sectors. By bringing together experts and stakeholders, the board aims to enhance understanding and create robust frameworks for intervention.
Under this directive, the board is tasked with conducting and commissioning research on workplace harassment and preparing informative materials that are vital for public education. In doing so, it aspires to raise awareness across the public domain, ensuring that both employees and employers understand their rights and responsibilities regarding psychological safety.
Responsibilities of Employers and Managers
Emphasizing the pivotal role of employers and managers in combatting workplace harassment, the directive highlights that these individuals hold the primary responsibility for fostering a safe working environment. Employers are required to assess and mitigate any potential risks of psychological harassment proactively, which includes implementing preventive and protective policies. They are not only obligated to safeguard their employees but also to cultivate a workplace culture that embodies respect and dignity.
To support these mandates, relevant institutions will be tasked with organizing and expanding ongoing training and awareness programs that focus on workplace harassment. These educational programs will cover vital information regarding employees’ rights and the mechanisms available for filing complaints, ensuring that all staff are thoroughly informed about how to seek help if needed.
In addition to implementing educational initiatives, the directive mandates that investigations into any allegations of workplace harassment be undertaken with utmost confidentiality. Protecting the involved individuals’ privacy is essential, alongside ensuring that false allegations do not tarnish the reputations of institutions and organizations. Swift and diligent handling of incidents is crucial for maintaining trust in the reporting mechanism.
Moreover, collective labor agreements and various workplace contracts are encouraged to incorporate explicit provisions aimed at preventing and addressing instances of workplace harassment. This integration is intended to solidify a commitment to employee wellbeing and to institutionalize procedures for handling complaints effectively.
The Role of Psychological Support Services
Furthermore, the directive underscores the importance of psychological support services available to employees who may be experiencing workplace harassment. The ALO 170 hotline will continue to provide assistance, offering guidance and emotional support to individuals facing such challenges. Psychologists on this hotline are trained to respond sensitively to the nuanced needs of callers, providing a vital lifeline for those requiring immediate help.
This hotline will act as a resource for employees to express their concerns confidentially and seek professional advice regarding their situations. The role of these support services is crucial, not just for immediate intervention but also in fostering a culture of openness, where employees feel empowered to report harassment without fear of repercussions.
By prioritizing psychological well-being and offering avenues for support, the directive aims to create a comprehensive approach to workplace harassment that extends beyond mere policies, promising to foster a more empathetic work culture that respects individual rights and ensures safety in the workplace.
International Context: ILO Convention 190
On an international level, the issuance of this directive comes in the context of the International Labour Organization (ILO) Convention No. 190. This legislation stands as the first legally binding international treaty aimed at eliminating violence and harassment in the workplace and was adopted in 2019. The Convention expands protections for workers against various forms of violence, including psychological and sexual harassment.
Notably, as of now, 44 countries have ratified this significant treaty, denoting a global recognition of the importance of protecting workers’ rights. There exists growing pressure from labor unions and human rights organizations for countries like Turkey to also ratify ILO Convention 190, which could enhance the existing legal frameworks regarding workplace harassment significantly.
The absence of Turkey’s ratification of the convention since its passage could impede the potential for broader protections for workers in the future. Should Turkey decide to ratify, it would signal a commitment to aligning with international standards and expanding its legal obligations to foster a safer working environment for all.
Future Implications for Workplace Culture
Looking forward, the implications of this new directive could lead to a significant transformation in workplace culture across Turkey. With heightened awareness and a structured approach to preventing psychological harassment, employees may feel more empowered to voice their concerns, ultimately promoting a culture of safety and respect in various workplaces.
Additionally, as employers and managers embrace their responsibilities under the directive and improve their policies, it may result in increased job satisfaction and productivity among employees. A workplace that fosters safety and psychological well-being is likely to witness lower turnover rates and a bolstered reputation, making it an attractive option for potential employees.
In summary, while the new directive serves as a mechanism to tackle workplace psychological harassment, it also sets the foundation for a broader cultural shift needed to ensure psychological safety in all professional environments. Only through consistent implementation and a collective endeavor can these goals be met, leading to a sustained improvement in workplace relations.
| No. | Key Points |
|---|---|
| 1 | A new presidential directive aims to prevent workplace psychological harassment, enhancing protections for employees. |
| 2 | The Psychological Harassment Prevention Board, reestablished under this directive, will create nationwide anti-harassment policies. |
| 3 | Employers and managers are primarily responsible for preventing harassment and ensuring a safe work environment. |
| 4 | The directive underscores the importance of psychological support services to assist employees facing harassment. |
| 5 | Turkey has yet to ratify ILO Convention 190, which seeks to protect workers from various forms of workplace violence and harassment. |
Summary
The introduction of this presidential directive represents a significant step towards addressing workplace psychological harassment in Turkey. By reestablishing the Psychological Harassment Prevention Board, defining crucial responsibilities for employers, and enhancing support systems for affected employees, the directive aims to foster a healthier workplace environment. However, the lack of ratification of ILO Convention 190 suggests that further developments are necessary for comprehensive protection of worker rights in line with international standards.
Frequently Asked Questions
Question: What is the primary purpose of the new presidential directive?
The primary purpose of the new presidential directive is to prevent workplace psychological harassment by protecting employees and establishing measures to combat such behavior within establishments.
Question: What can employees do if they experience mobbing at work?
Employees who experience mobbing can file complaints through various channels, including the Presidential Communication Center (CİMER), the Labor and Social Security Ministry, or the Ombudsman Institution.
Question: Why is Turkey’s ratification of ILO Convention 190 significant?
Ratification of ILO Convention 190 would signify Turkey’s commitment to international labor standards, potentially strengthening the legal framework for protecting workers against various forms of violence and harassment in the workplace.
