INFO CORNER
Blog
Read all postsCommunity guidelines
1- Profile and organization of the courses
Respect for cultural, sexual, gender, social, and economic diversity. Both the teaching-learning process and all school activities are framed within mutual respect for all BCNlip members. The respectful attitude in our differences, the expression of diversity and multiculturalism, constitutes the spirit of our school, and its objectives and educational project are based on it. Behavior, verbal expressions, or gestures that violate the dignity of any person, be it a student, teacher, or administrative staff, and other members of the institution, will not be allowed or accepted. Acts of physical violence will not be permitted within the school premises, nor outside it, at the street door, or in the surrounding space. The student who commits such acts individually and/or as a group, spontaneously and/or premeditatedly, will be sanctioned, and based on the severity of the case, will be immediately expelled from the institution if the Management so decides after evaluating the case. Requests for teacher changes will not be accepted. The school organizes the courses, assigns its teachers, and merges groups based on its criteria and needs, a prerogative of the institution with pedagogical criteria. Only in exceptional and severe situations will the management evaluate and decide on the need for a course change or a teacher change.
2 – Punctuality
Students must enter the classroom at the agreed time. In case of delays or exceptional circumstances that prevent it, the corresponding teacher will be informed in advance. Entry will not be allowed after 30 minutes from the start of the class.
3 – Mobile phone usage
It cannot be used in class unless the teacher requests it for a didactic activity and exclusively for pedagogical purposes. Recording classmates or teachers during or after class, within the school premises, without their consent, or covertly for dissemination, is also prohibited.
WhatsApp groups have a strictly pedagogical and didactic function. Their use is regulated under the current regulations.
Mobile phone usage will not be allowed for the extraction of information (phone numbers, profiles, and personal data) or for communicating with teachers outside of their working hours, invading their privacy.
The classroom, like all school facilities, is a private space. The student who commits such offenses will be immediately sanctioned according to the criteria and decisions deemed appropriate, in application of what is established in Article 197 of the Penal Code, as well as Data Protection Laws and Guarantee of Digital Rights.
4 – Camera use on Zoom
All students participating in the class remotely, through this application, are required to turn on the camera and remain visible to the teacher and their group throughout the class and/or workshop. A turned-off camera or the absence on screen of the participant will be counted as “absent.”
In the event of technical problems for proper connection, the teacher will be immediately informed, who, if the issue stems from the educational space and its computer system, will take the necessary steps for its resolution.
Zoom classes may be recorded if necessary and for pedagogical purposes, within the school and by accredited personnel for this purpose.
5 – Students both with and without the need for visas. Attendance to courses
For the issuance of the final Certificate of Achievement for a course, the student must consider the following:
- Certificates of achievement will be issued considering the attendance regime, the attitude in class, and the final exam, which will be expressed in credits. For this reason, continuous engagement with the teacher and group is essential for obtaining it. The student may receive a certificate of achievement or, failing that, if they do not earn enough credits, only accreditation for the level of the course. The school will assign a course to the candidate and propose to issue the corresponding final Certificate of Achievement, which will be granted based on the teacher’s criteria and report.
- Physical attendance to the course could be consulted, in some cases, by the Department of Immigration and the Police for administrative, criminal, and/or background investigation purposes, unrelated to the School, such as during renewal of permits. Generally, it is assumed that the student must attend 80% of the classes.
- Work-life balance will be considered through flexibility in meeting in-person attendance, which may be requested by students with newborns and minors in their care if circumstances require it. For this purpose, students can attend class remotely via Zoom. Children will not be allowed to enter the classrooms during class hours, nor will they be allowed to remain in the school’s facilities. The institution will not be responsible for unaccompanied minors under any circumstances.
- Any behavior or strategies aimed at impersonating others in school events, attending class and/or taking exams, as well as forging or stealing academic documents, private data of a member of the educational community, and/or through theft or misappropriation of the organization’s computer data, will be punished with immediate expulsion.
6 – Language of use
During the courses and workshops, the language of study will be spoken. The school’s methodology, as well as its related didactics and pedagogy, will be respected. This methodology is based on communication, a task-based approach, and immersion. Our goal is to promote the adaptation and integration of our students into the Catalan community and its culture.
7 – Continuous assessment and final exams
Self-assessment and weekly skills evaluations will inform both the teacher and the student about their progress, strengths, and difficulties. Final exams are mandatory, in-person, and will be conducted through technological support. The teacher’s criteria and assessment are unquestionable. The grading and subsequent level approval will be based on a credit system designated for this purpose. Translators or technological aids for plagiarism or the development of texts that are not manually done by the student will not be accepted. Any deceptive act or item discovered by the teacher will result in the immediate nullification of the exam.
8 – Eating in class
Eating will be prohibited during regular class and/or workshop, except for those activities that include it and are proposed and organized by the school, the teacher, and their group.
9 – Respect and care for the educational space
Proper use of the space and its facilities, bathrooms, and furniture, as well as all the material and elements that the school provides for optimal language training, will be expected. Intentional damage or theft will be immediately sanctioned. Attending class with pets will be allowed as long as the group and the corresponding teacher allow it. There are people who express various feelings and emotions about this. Pets will not be allowed to enter without prior consent, and when a new student joins the class, they will also be consulted, in favor of the physical and emotional health of all group members. This consultation will be repeated with each new student. Entry with objects or substances that are dangerous to the health and personal integrity of the members of the educational community will not be permitted.
10 – Respect for the environment
Bcnlip is aware of the need to promote respect for the environment and the practice of responsible consumption. Therefore, its immediate goals are:
- To promote energy efficiency and saving measures, both thermal and electrical.
- To raise awareness about the urgent need for responsible water consumption within its facilities.
- To encourage responsible consumption of all types of products and services within the school and its surroundings: the cafeteria, respect and care for plants and trees in the environment, smoking outside the facilities, away from the school entrance.
- To support a waste management system based on minimization, reuse, and recycling.
- To identify and minimize other relevant environmental impacts associated with educational activities.
Points to consider: Sanctions will have an educational and reparative character. They will ensure respect for all students and their rights, always seeking, to the extent possible, the agreement and understanding between the affected parties. Their primary goal will be to repair the harm caused and to teach the student about the consequences of their actions, offering the opportunity to learn and grow from such an experience.
The Bcnlip Management will apply the sanctions they deem appropriate, taking into account various factors to ensure a fair and proportional response to the offense committed. Some are:
- Age of the student: The sanction will focus more on education and correction than on penalization.
- Personal, family, and/or social circumstances: The individual circumstances of the student, including their family and/or social environment, will be taken into consideration to evaluate and determine the appropriate response.
- Mitigating factors: Some actions can reduce the severity of the offense committed. These can include acknowledging the offense, repairing the harm caused, apologizing, and/or performing tasks within the school setting that demonstrate a willingness to make amends.
- Aggravating factors: Certain actions can increase the severity of the offense, including premeditation, planning, and/or recurrence; indifference to them, and when the actions harm or damage fellow students and/or members of the educational community. Any form of discrimination will be considered severe.
Offenses and sanctions
Minor offenses
-
- Repeated and unjustified tardiness or absence from class.
-
- Acts and behaviors that disrupt the normal development of classroom activities.
-
- Lack of consistent student cooperation in carrying out curricular activities. Improper treatment towards other members of the educational community. Minor damage to facilities, furniture, educational materials, and/or the belongings of other members.
Applicable sanctions:
-
- Oral or written reprimand.
-
- Appearance before the Academic Director and if deemed necessary, referral to the Mediator.
-
- Performing tasks that contribute to the improvement of center activities or to repair the damage caused.
-
- Suspension of the right to participate in the center’s extracurricular or complementary activities.
Serious offenses
-
- Acts of indiscipline, serious insults, or offenses against members of the educational community.
-
- Repetition of behaviors contrary to the center’s coexistence rules within the same school year.
-
- Physical, emotional or moral aggression against members of the educational community or third parties.
-
- Negative attitudes that have a harmful impact on coexistence in the educational environment.
-
- Discrimination based on race, culture, sex, gender, appearance, disability, politics, or religion.
-
- Impersonation in school events and the theft or forgery of academic documents.
-
- Severe damage caused by the improper and intentional use of the facilities, furniture, educational materials, center documents, or the belongings of other members.
-
- Improper use of electronic means during class hours that disturb academic life or violate the rights of the educational community.
-
- Recording, advertising, or dissemination through any medium or electronic support of aggressions or humiliations to other students and/or members of the educational community.
-
- Non-compliance with previously imposed sanctions. Use or introduction of dangerous objects or substances harmful to health in the center.
Applicable sanctions:
-
- Performing tasks that contribute to the improvement of center activities or to repair the damage caused.
-
- Suspension of the right to participate in extracurricular activities for a maximum period of three months.
-
- Change of group and/or location.
-
- Expulsion from certain classes for a period of two weeks to a month.
-
- Suspension of the right to attend the center for a maximum period of one month.
-
- Expulsion without refund or financial compensation.
Protocol against sexual harassment and gender-based harassment
1- Introduction and justification of the issue of sexual harassment and gender-based harassment. Importance of applying the protocol
Sexual harassment and/or gender-based harassment in academic settings are forms of violence that violate fundamental rights and have a devastating effect on the physical, psychological, and moral integrity of individuals, especially women.
The prevention and management of sexual and/or gender-based harassment clearly and forcefully demonstrate BCNLIP Group’s commitment to combating these forms of violence, both to the educational community’s staff—across its different sectors and areas of activity—and to its students. It raises awareness among staff and students and highlights preventive protection against harassment while ensuring an internal, confidential, and swift process for investigating, clarifying the facts, protecting the victim, resolving the issue, sanctioning, and eliminating such behaviors.
BCNLIP Group maintains zero tolerance for any behavior that constitutes harassment or sexual harassment. In situations where inappropriate behavior may occur between members of the educational community, activating the protocol helps clarify the facts and evidence of the case to determine whether such elements are present and to apply the necessary corrective measures, which, if not taken, could lead to more serious situations.
The protocol is the ideal tool to ensure effective protection against harassment by enabling the prevention and reparation of the harm experienced by the victim. Informing and training the entire educational community helps prevent harassment-related behaviors, ensures their proper handling, and facilitates their eradication, guaranteeing compliance with current regulations.
The objectives are:
• To promote a preventive culture against sexual harassment and/or gender-based harassment.
• To express BCNLIP Group’s zero tolerance for any situation that may arise.
• To facilitate the identification of behaviors that constitute harassment.
• To implement a simple, quick, and accessible procedure for confidential complaints or reports.
• To swiftly, confidentially, and internally investigate complaints.
• To, if necessary, sanction the perpetrator of sexual and/or gender-based harassment.
• To support the person who has experienced harassment, preventing further victimization or re-victimization, and, if necessary, provide access to the psychological and social support they may require.
The protocol will be governed by the following principles:
a. Prevention and awareness of sexual and/or gender-based harassment. Information and accessibility to procedures and measures.
b. Confidentiality and respect for the privacy and dignity of the affected individuals.
c. Respect for the presumption of innocence.
d. Prohibition of retaliation against the alleged victim or those who support the complaint.
e. Diligence, speed, security, coordination, and collaboration in the process.
f. Guarantee of labor rights and social protection for victims.
g. Thorough investigation of the facts, based on the principles of confidentiality, contradiction, and oral proceedings.
h. Guarantee of action by adopting the necessary measures.
i. A gender and human rights-based approach throughout the process.
2- Definition of sexual harassment
In accordance with Article 7.1 of Organic Law 3/2007, of March 22, for the effective equality of women and men, and without prejudice to what is established in the Criminal Code, for the purposes of a protocol, sexual harassment constitutes any behavior, verbal or physical, of a sexual nature that has the purpose or produces the effect of violating the dignity of a person, particularly when it creates an intimidating, degrading, or offensive environment.
Behaviors constituting sexual harassment
Verbal Conduct: Examples of verbal conduct that constitute sexual harassment include, among others, sexual innuendos, propositions or pressure for sexual activity; offensive flirting; suggestive, indirect, or obscene comments; unwanted or private phone calls or social media contacts; jokes or remarks about sexual appearance.
Non-verbal Conduct: Displaying sexually suggestive or pornographic photos, objects, or writings; lewd stares, gestures; offensive letters or emails or social media messages with clear sexual content.
Physical Behaviors: Deliberate and non-consensual physical contact, unwanted hugs or kisses, excessive and unnecessary physical proximity, non-consensual touching.
“Quid pro quo” Sexual Harassment or Sexual Coercion Among behaviors that constitute sexual harassment is “quid pro quo” sexual harassment or sexual coercion, which involves forcing the victim to choose between submitting to sexual demands or losing or seeing certain benefits or working conditions negatively affected. This may impact access to vocational training, continued employment, promotion, compensation, or any other decision related to this matter. As it constitutes an abuse of authority, the perpetrator will be someone who has the power, directly or indirectly, to provide or withdraw a benefit or work condition.
Hostile Work Environment Sexual Harassment In this type of sexual harassment, the harasser creates an intimidating, hostile, degrading, humiliating, or offensive environment for the victim, as a result of unwanted sexual attitudes and behaviors. It can be carried out by any member of the company, regardless of their position or status, or by third parties who are somehow connected to the workplace environment.
2.1- Gender-based harassment
According to Article 7.2 of the Organic Law, dated March 22, gender-based harassment is any behavior carried out based on a person’s gender with the purpose or effect of violating their dignity and creating an intimidating, degrading, or offensive environment.
All gender-based harassment is considered discriminatory. A set of constitutive elements of a common denominator is required, among which the following stand out: • Harassment, understood as any intimidating, degrading, humiliating, or offensive behavior that originates externally and is perceived as such by the person suffering from it. • An objective attack on the victim’s dignity, which is subjectively perceived by them as such. • Multi-offensive result. Gender-based harassment does not preclude damage to other fundamental rights of the victim. • The behavior is not an isolated incident. • The motivation for these behaviors must relate to the fact of being a woman or to reproductive and caregiving roles, which, due to social discrimination, are presumed inherent to them. In this sense, gender-based harassment may also be experienced by men when they perform tasks or activities associated with roles traditionally attributed to women.
Certain hostile actions that may occur occasionally at work may not, in themselves, constitute gender-based harassment if they occur in isolation and without repetition. However, if such hostile actions are detected, the school must act decisively to address them and prevent their potential recurrence. When the motive for the harassment behaviors is related to the gender roles traditionally assigned to women due to the historical social discrimination they have suffered, it will also be considered gender-based harassment, regardless of whether the harassed person is a man or a woman.
Below is a list of behaviors constituting gender-based harassment that, meeting the requirements highlighted in the previous point, serve as examples, without intending to be exclusive or limiting.
Actions aimed at isolating the victim:
• Ignoring the person’s presence.
• Refusing to speak to them.
• Restricting coworkers from talking to that person.
• Not allowing that person to express themselves.
Activities that affect the victim’s physical or mental health:
• Physical threats and assaults.
• Verbal or written threats.
• Shouting and/or insults.
• Frightening phone calls.
• Provoking the person, forcing them to react emotionally.
• Damaging their belongings.
• Belittling their work.
Attacks on private life and personal or professional reputation:
• Manipulating the person’s reputation through rumors, denigration, and ridicule.
• Suggesting the person has psychological problems.
• Mocking their gestures, voice, physical appearance, and disabilities. Giving them nicknames, etc.
• Criticizing their nationality, political and/or religious beliefs, private life, etc.
3- Laws and regulations in force at international, European and state level
In the study of sexual and/or gender-based harassment, international, European, and national regulations must be taken into account.
International Scope
- ILO Convention 111 on Discrimination in Employment (1958) (addresses sexual harassment in the workplace as a form of discrimination against female workers).
- Article 1 of the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW, 1979) (defines “discrimination against women”).
- Articles 1 and 2 of the Declaration on the Elimination of Violence against Women (1993) (defines “violence against women” and provides a specific concept of harassment and sexual intimidation in the workplace and educational institutions as forms of violence against women).
Within the European Union
- Commission Recommendation 92/131/EEC, of November 27, concerning the protection of the dignity of women and men at work (includes a Code of Conduct on measures to combat sexual harassment).
- Article 21 of the Charter of Fundamental Rights of the European Union (Nice, 2000), with binding effect since the Treaty of Lisbon in 2009 (prohibits all forms of discrimination, particularly those based on sex and sexual orientation).
- Directive 2006/54/EC, regarding the implementation of the principle of equal treatment between men and women in matters of employment and occupation (includes definitions of sexual harassment, gender-based harassment, and other issues applicable to any discriminatory conduct or act. Section 6 of its preamble states that gender-based and sexual harassment are contrary to the principle of equal treatment between men and women and constitute discrimination based on sex).
- Commission Communication on the European agreement on harassment and violence at work (COM (2007) 686 final), signed by European social partners (details various types of harassment based on their projection and effects, their externalization, the subjects involved, and their materialization).
National Scope
- Constitution of Spain (CE), articles 1.1, 14, and 9.2, proclaims equality as a supreme value of the legal order, a fundamental right, and a mandate to public authorities.
- CE, article 10.1, proclaims human dignity as a supreme value of the legal order and, in an interpretative framework, alongside the recognition of the free development of personality in relation to the rest of the articles on fundamental rights.
- CE, article 15, proclaims the right to life, physical and moral integrity, and protection from degrading treatment.
- CE, article 18.1, proclaims the right to honor, personal and family privacy, and one’s own image.
- CE, article 27, proclaims the right to education.
- CE, article 35 in conjunction with article 43, proclaims the right to work and to occupational health.
- Law 31/1995, of November 8, on the Prevention of Occupational Risks. Its preamble refers to the constitutional mandate derived from article 40 CE to develop a policy for the protection of workers’ health through the prevention of work-related risks, including psychosocial risks.
- Organic Law 10/1995, of November 23, of the Penal Code, especially article 184.
- Organic Law 1/2004, of December 28, on Comprehensive Protection Measures against Gender Violence, especially articles 33, 34, 35, 36, 37, 38, 39, 40, and 41. Defines gender violence as a violation of human rights and as a form of discrimination.
- Organic Law 3/2007, of March 22, on the effective equality of women and men, especially articles 7, 8, 9, 48, 51, and 62.
- Technical Criteria of the Labor Inspectorate No. 69/2009, on the actions of the Labor and Social Security Inspectorate regarding harassment and violence at work. It considers the lack of evaluation and preventive measures against gender violence in the workplace to be an infringement in matters of prevention.
Other regulatory references on sexual harassment and gender-based harassment include:
- General Health Law 14/1986, of April 25 (article 18.9).
- Royal Legislative Decree 1/1995, of March 24, approving the Revised Text of the Workers’ Statute Law (articles 4.2.e, 54.2, and 95.14).
- Royal Legislative Decree 2/1995, of April 7, approving the Revised Text of the Labor Procedure Law (articles 175-182).
- Law 29/1998, of July 13, regulating the contentious-administrative jurisdiction (article 19.1.i).
- Law 1/2000, of January 7, on Civil Procedure (article 11 bis) regarding standing.
- Royal Legislative Decree 5/2000, of August 4, approving the Revised Text of the Law on Infractions and Sanctions in the Social Order (article 8).
4- Action in the event of sexual harassment and/or gender-based harassment for the entire bcnlip group: communication and steps to follow. Instances and figures of intervention
The stages and maximum time frames for carrying out the procedure are as follows:
• Submission of complaint or report: the complaint or report is filed, and the corresponding administrative file is opened.
• Activation of the harassment protocol (maximum time frame: 2 to 3 business days).
• Informative file (maximum time frame: 10 business days).
• Resolution of the harassment file (maximum time frame: 3 to 4 business days).
• Follow-up (maximum time frame: 30 calendar days).
A- Submission of the complaint, activation of the protocol, and processing of the administrative file. The complaint or report made by any member of the educational community of the entire BCNLIP Group (staff and/or students) will be forwarded to the academic director of the BCNLIP Language School, the director of IBP (International Business Programs), or the director of the BCNLIP Educational Foundation, the three organizations that make up the BCNLIP Group.
If they are absent from their workplace for any reason, all relevant information will be sent to individuals designated by them for this purpose. The complexity of the organization, its different locations, and activities mean that, in day-to-day operations, if a complaint arises, it may be received by various members of the administrative and/or teaching staff.
To ensure better organization and in accordance with confidentiality and professional secrecy principles, the management will assign different members of the group to handle this task. The entire educational community will be informed of their names and the channels for oral and written communication established for this purpose (email, available phone number, etc.).
The complaint cannot be anonymous and must be filed by the person who feels harassed or by someone who is aware of the situation.
Confidentiality, professional secrecy, and data protection will be upheld at all stages of the protocol and by all participants in the case.
B- Activation of the protocol Upon receiving the complaint or report of sexual harassment or gender-based harassment, the instructing committee will be convened, which must open a file, notify the initiation of an investigation, conduct relevant interviews with the parties, and follow up and analyze the case. The instructing committee will consist of members of the educational community.
If any member is absent due to illness, vacation, or any other legal reason, alternates will be appointed. The procedure for processing the complaint will be activated within a maximum of 2 to 3 business days. Any complaint, report, or claim submitted will be presumed to be truthful.
C- Informative file The person designated by the instructing committee will conduct a quick and confidential investigation within 10 business days, during which they will hear from the affected parties, witnesses, and request any necessary documentation, while respecting data protection and confidentiality. The designated individuals are required to cooperate as promptly as possible.
During the file processing, the victim will first be heard, followed by the accused. The hearing can be conducted in person or online, as agreed by the parties. The process should be as efficient and swift as possible while protecting the privacy, confidentiality, and dignity of the affected parties, as well as respecting the accused’s right to respond.
Throughout the procedure, strict confidentiality will be maintained, and all internal investigations will be conducted with tact and respect for both the complainant—who shall not receive unfavorable treatment for filing the report—and the accused, whose guilt shall not be presumed.
During the file processing, the management will adopt necessary precautionary measures to immediately stop the harassment without causing permanent or definitive harm to the working conditions of the involved parties. Among other precautionary measures, the management will separate the alleged harasser from the victim.
D- Resolution of the harassment file Upon completing the investigation, the instructing committee will prepare a report detailing the facts, interviews, testimonies, and evidence gathered, concluding whether there are signs of sexual or gender-based harassment.
If the conclusion is that no imbalance, inequality, abuse, harassment, or discrimination has occurred, the protocol may be closed. For this, there must be an agreement signed by all parties involved in the assessment report. However, if the committee identifies inappropriate behavior or conflict that, if continued, could lead to harassment, they will notify the management, suggesting appropriate measures to prevent further incidents.
If the evidence suggests signs of harassment, the committee’s report will urge the BCNLIP Group management to take appropriate disciplinary measures. In severe cases, the committee may even recommend disciplinary dismissal or expulsion of the aggressor (whether a staff member or student).
E- Follow-up: The instructing committee will monitor the case for 30 days, depending on the severity and circumstances. If necessary, new precautionary measures will be taken, or the procedure will continue. If disciplinary dismissal is not the sanction applied, the committee is required to continue monitoring the accused’s behavior within the educational community. Simply applying the sanction is not enough; the person’s performance and behavior will need to be supervised.
According to international, community, and national legal frameworks, abuse, harassment, or discrimination are punishable by law, and depending on the severity of the case, the matter could be reported to Social Services, the Education Inspection Services (for Vocational Training cases), the Juvenile Prosecutor’s Office, the Civil Guard, and/or the Police.
In addition to any intervention by law enforcement or educational authorities, the BCNLIP Group will encourage the victim of harassment, abuse, or discrimination to receive guidance on self-protection, assertiveness, and support.
5- Preventive measures, proactive or procedural measures, reactive and/or corrective measures
BCNLIP Group is committed to implementing:
• Preventive measures, including a statement of principles, definition of sexual harassment and gender-based harassment, and identification of behaviors that may constitute these types of harassment.
• Proactive or procedural measures to address harassment, providing a channel for complaints or reports that may arise, as well as applicable precautionary and/or corrective measures.
• Identification of reactive measures against harassment and, if applicable, the enforcement of disciplinary actions.
With this protocol, BCNLIP Group expresses its zero tolerance for any behavior constituting sexual harassment or gender-based harassment within its organization. By adopting this protocol, it emphasizes its commitment to preventing and addressing harassment in all its forms, informing all personnel who provide services within the organization—whether internal staff or those from other companies, including individuals without a formal employment relationship, such as trainees, non-working interns, or volunteers—of its implementation.
The protocol will apply to situations of sexual harassment or gender-based harassment that occur during work, in connection with work, or as a result of work, and it includes: a. Personnel of the educational community and the Foundation: management, teaching staff, administrative staff, commercial and/or external service providers, transport staff, and maintenance and cleaning staff. b. Students, families, and/or host guardians. c. All facilities of BCNLIP Group locations, including break rooms, dining areas, and restrooms. d. Public and private spaces when they constitute an extension of the workplace and/or leisure areas, including areas surrounding the locations. e. Travel, trips, events, or social, cultural, and/or educational activities related to work and educational activities. f. Communications related to work, including those conducted through information and communication technologies (virtual harassment or cyberbullying). g. Housing arrangements, student apartments, and/or family homes owned and/or managed by BCNLIP Group. h. Travel between home and the workplace.
BCNLIP Group will adopt a proactive stance in both preventing harassment—by raising awareness and providing information on behaviors not tolerated by the company—and in promoting best practices, implementing necessary measures to manage complaints and reports related to this matter, and resolving them as appropriate in each case. This protocol complies with the requirements of Articles 46.2 and 48 of Organic Law 3/2007, of March 22, for effective equality between women and men, Royal Decree 901/2020 of October 13, which regulates equality plans and their registration, and amends Royal Decree 713/2010 of May 28, regarding the registration and deposit of collective agreements and labor agreements, and Article 14 of Law 31/1995, of November 8, on the prevention of occupational risks.