Policy Against Violence and Harassment

Respect for all is a guiding principle of the corporate policy and contributes to maintaining the values and ethics of GreenFence. In full compliance with Articles 9 and 10 of Law 4808/2021, regarding the elimination of violence and harassment in the workplace, the company adopts this policy.


Violence and Harassment:
These are actions, behaviors, or practices aimed at causing physical, psychological, sexual, or economic harm. Such behaviors can occur either individually or repeatedly.

Harassment includes forms of behavior that offend the dignity of an individual and create an intimidating, hostile, humiliating, and aggressive environment. These behaviors also include harassment based on gender or other grounds of discrimination.

Gender-Based Harassment:
Gender-based harassment refers to behaviors linked to a person’s gender that aim to violate their dignity. These behaviors include sexual harassment as defined by Law 3896/2010, as well as behaviors related to sexual orientation, expression, identity, or gender characteristics.

Incidents of Violence and Harassment:
An incident of violence and harassment may consist of the following acts, among others: actual or threatened violence, bullying, verbal abuse, threats, offensive comments, derogatory comments, acts of retaliation, sexual comments, jokes, gestures, and indecent remarks.

The workplace is a broad spatial context where incidents of violence and harassment can occur. The workplace includes any space where an employee performs their work, takes breaks, or rests. Additionally, it encompasses business trips, places where work-related training occurs, and venues for events directly related to work.

Purpose of the Policy

The purpose of this policy is to create and ensure a work environment that is based on respect and safeguards human dignity, while simultaneously protecting the right of individuals to work in a safe environment free from incidents of violence and harassment. GreenFence is committed to maintaining such an environment and does not tolerate any such behavior among its employees or partners.


The Management of GreenFence, primarily respecting the individual’s personality and the values it upholds throughout its journey, adopts the following policy:

Awareness and Education: The staff is informed and sensitized regarding the issue of violence and harassment in the workplace. Employees are aware of which actions or behaviors constitute incidents of violence and harassment.
Preventive Measures: The Company’s Management ensures that measures are taken to prevent such incidents, limit their occurrence, and address them effectively.
Open Communication: An open communication channel with the Company’s Management and the Compliance Officer is established in case such an incident is observed, creating a sense of security that reporting will not lead to retaliation.
Regular Evaluation: The effectiveness of the implemented preventive measures is evaluated on a regular basis.
Compliance Officer: The Compliance Officer is designated as the liaison responsible for guiding and informing employees about the prevention and handling of workplace violence and harassment.
Prohibition of Retaliation: Retaliation against the affected or reporting individual is prohibited, in accordance with Article 13 of Law 4808/2021.
Impartial Investigation: Complaints are investigated and examined impartially, ensuring the confidentiality and protection of personal data of the victims and the accused.


This policy extends to all company personnel with fixed-term or indefinite-term contracts, whether full-time or part-time, and to any individual collaborating with the company under a contract for independent services, a paid mandate, a loan agreement, etc.


Reporting Procedure

Every employee who experiences any incident of violence and harassment is required to report and file a complaint with the Compliance Officer, who is designated as the liaison. Complaints can be submitted in person or via email at Complaints must always be signed and should include the details of the accused and the incident(s) constituting the prohibited behavior.

The Compliance Officer will thoroughly investigate each complaint and gather any information that may serve as evidence of the reported incident. Specifically, the officer will speak with both the complainant and the accused, interview witnesses, and generally collect sufficient evidence to substantiate the incident of violence or harassment. Once the investigation is completed, the Compliance Officer will submit a written report of the findings to the management of GreenFence. The results will also be communicated to both the complainant and the accused to ensure they are informed. The investigation and announcement of the results must be completed within three (3) weeks from the date the complaint was filed.

If an incident of violence or harassment is substantiated, the Company’s Management will take all measures prescribed by the Work Regulations. These measures may include, but are not limited to:

– A formal warning for compliance
– Reassignment to a different position
– Termination of the contract or cessation of the collaboration

For any inconsistencies with this policy or for further information, please contact the Compliance Officer via email at or by phone at 22990 42494.