منشور اخلاقی و سند اجتناب از تهدید و خشونت
اجتناب از تهدید و خشونت
.IMMS Policy on Harassment and Bullying
All workers and also Seafarers have the right to work without suffering harassment and bullying in their workplaces. Unfortunately, there are many workers who do not enjoy this basic freedom. It is the responsibility of all employers to ensure that all forms of harassment and bullying of workers are eliminated from their workplaces…
Several Factors make harassment, bullying and discrimination on a ship more dangerous. Mixed Crews, long voyage times, a status-oriented hierarchy, the male-dominated nature of the maritime industry and the lack of access to outside advice or assistance are some of them.
Regulation international human rights according to the probability of the presence of presence ship with different this convention try rights reserved members is class.
Important to create quietness nationality and every motivation similar according to the provisions of the following effort on the rights reserved members of this class.
“Harassment’ is a form of discrimination which has the purpose or effect of violating the dignity of a person and of creating an intimidating, hostile, degrading, humiliating or offensive environment.
“Bullying” is a form of harassment that includes hostile or vindictive behavior, which can cause the recipient to feel threatened or intimidated.”
“Sexual harassment” is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when either: The conduct is made as a term or condition of an individual's employment, education, living environment or participation in a University community
“Racial harassment” is an incident or a series of incidents intended or likely to intimidate, offend or harm an individual or group because of their ethnic origin, color, race, religion or nationality, and a racist incident is any incident that is perceived to be racist by the victim or any other person
“Seafarer” means any person who is employed or engaged or works in any capacity on board a ship to which this Convention applies
“Ship” means a ship other than one which navigates exclusively in inland waters or waters within, or closely adjacent to, sheltered waters or areas where port regulations apply;
“Ship owner” means the owner of the ship or another organization or person, such as the manager, agent or bareboat charterer, who has assumed the responsibility for the operation of the ship from the owner and who, on assuming such responsibility, has agreed to take over the duties and responsibilities imposed on ship-owners in accordance with this Convention, regardless of whether any other organization or persons fulfill certain of the duties or responsibilities on behalf of the ship-owner
Provisions in International Law and in the United Nations Declaration of Human Rights oppose all forms of discrimination. The IMMS strongly supports these principles. Iranian Merchant Mariners Syndicate (IMMS) is a non-governmental organization dedicated to defending the right of seafarers to a decent working condition and fair wages. The above goal is generally achieved by means of Collective Bargaining Agreements with shipping companies and manning agencies. Furthermore, IMMS follows up on any and all cases of misdeed, default, neglect or failure of companies in meeting their lawful obligations, reported by seafarers.
IMMS committed to elimination of harassment and bullying. It should:
Remind seafarers that the ship is often their fellow crew members’ home for a long period of time and it is therefore very important for everyone to respect one another and to recognize different cultural styles and behaviors, and to embrace diversity on board the ship. This may mean learning to modify behavior to avoid unintentionally upsetting a fellow seafarer;
Remind seafarers of their responsibilities towards fellow crew members in situations where they observe harassment and bullying; and
Set out ways that encourage those who witness harassment and bullying to report such incidences either on board, or to a director ashore or appropriate member of senior management ashore with overall responsibility for the policy.
IMMS should also produce information materials regarding how to handle incidences of cyber bullying.
The IMMS has adopted policy establishing the following wording for inclusion in all Collective bargaining agreements for Iranian Shipping Company and national flag vessels:
Article 30: Shipboard Bullying and Harassment
30.1 Each Seafarer shall be entitled to work, train and live in an environment free from harassment and bullying whether sexually, racially or otherwise motivated. The Company will regard breaches of this undertaking as a serious act of misconduct on the part of Seafarers and any Seafarer Complains in this regard, shall be taken seriously and investigated as per Company Policy
5-Duties and Responsibilities
A-Seafarer Responsibility Personnel
No seafarers should be harassed or bullied on board ships. All seafarers have a responsibility for ensuring that their ship is free of harassment and bullying.
Seafarer should be understood and observe the standard, procedure of reporting and Complaint and follow standard communication and awareness as below:
· Understand the company’s commitment to prevent harassment and bullying;
· Understand their responsibility and role in the process;
· Know how to seek advice and guidance; and
· Know how to make a complaint and are confident they will be heard effectively.
B-Ship owner (Employer)
a) All employees, whether seafarers or shore-side employees, should be given a copy of the company policies on sexual and racial harassment. Supervisors should ensure the content is properly understood. If in doubt, employees should approach their direct supervisor and/or (name of company contact person).
b) All employees should respect and act in accordance with the company procedures. Any failure to do so will be considered a disciplinary matter.
c) The company should draw up a clear written statement of its commitment that makes it clear that harassment and bullying are not acceptable and that the purpose of the policy is to eliminate them from the workplace
d) The company should discuss the policy with employee representatives and/or IMMS and obtain their support for it and commitment to its aims
Company Policy Properties
a) The policy document should contain a message from the Chief Executive or equivalent in the company. The message should set out the company’s commitment to the elimination of harassment and bullying from the workplace and the goal of a working environment in which there is respect for the dignity and well-being of all workers.
b) Companies should maintain fair procedures for dealing promptly with complaints from employees. Complaints of bullying and harassment can usually be dealt with using clear grievance and disciplinary procedures. Such procedures should have provision for confidentiality, safeguards against victimization of the complainant, and for both the person making the complaint and the alleged perpetrator to be accompanied by a fellow employee or trade union representative of their choice.
c) In order to tackle the problems caused by harassment and bullying, it is important that the company actively encourages its staff to bring all incidents of harassment and bullying to its attention.
d) It is also most important that the company has procedures for the reporting and handling of complaints of harassment and bullying in which all members of staff have confidence.