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Since 1 September 2014, extensive changes have been brought in to the rules on violence, bullying and sexual harassment in the workplace. The aim is to put in place a general framework for preventing workplace psychosocial hazards.
Two intervening parties play a particularly important role in the prevention of workplace psychosocial hazards:
If workers consider that they have sustained psychological harm, which may also be accompanied by physical harm, arising out of workplace psychosocial hazards including violence, bullying and sexual harassment in the workplace, they can appeal to the psychosocial hazards prevention adviser or to the confidential counsellor if there is one.
This Infoflash briefly reviews the rules regarding the designation and the status of the confidential counsellor.
Reminder! The employment regulations must be adapted by 28 February 2015 and must include the following:
=> Order the appendix to the employment regulations containing these new provisions.
The employer is not obliged to designate one (or more) confidential counsellor(s) (= optional designation), except if all the members representing the workers on the committee for prevention and protection at work (CPPT) or, failing that, the trade union delegation or, failing that, the workers request him to do so.
The employer designates the confidential counsellor after the prior agreement of all the members representing the workers within the CPPT or, failing that, of the trade union delegation or, failing that, of the workers.
If no prior agreement is reached and before he takes a decision, the employer must seek the opinion of the Directorate of the Inspectorate of Well-being at Work provided that the terms laid down by the Royal Decree of 10 April 2014 on the prevention of workplace psychosocial hazards are observed.
If he does not follow the opinion of the Directorate, the employer notifies the CPPT or, failing that, the trade union delegation or, failing that, the workers of the reasons for doing so.
NB!
The employer must take all necessary measures to ensure that the confidential counsellor, within 2 years following his/her appointment, has the skills and knowledge which are required to carry out his/her duties, particularly in the field of:
The confidential counsellor may not:
The person who was designated as confidential counsellor before 1 September 2014 in application of the Royal Decree of 11 July 2002 on the protection against violence, bullying and sexual harassment at work and of the Royal Decree of 17 May 2007 on the prevention of the psychosocial load caused by work, including violence, bullying and sexual harassment in the workplace and who has already taken training, may continue to occupy the position of confidential counsellor even when this training does not meet all the required conditions. However, if this person has not taken any training before 1 September 2014, he/she may only continue to occupy the position of confidential counsellor under certain conditions.
The person who was designated as confidential counsellor before 1 September 2014 may continue to occupy this position even if:
To be continued..., watch this space!
Sources: Act of 28 February 2014 supplementing the Act of 4 August 1996 on the well-being of workers in the performance of their work as regards the prevention of psychosocial hazards at work, including violence, bullying and sexual harassment in the workplace, Moniteur belge of 28 April 2014; Royal Decree of 10 April 2014 on the prevention of workplace psychosocial hazards, Moniteur belge of 28 April 2014; in French on the website of the FPS Employment, Labour and Social Dialogue, heading "Thèmes/Bien-être au travail/Charge psychosociale" (www.emploi.belgique).
Author: Catherine Mairy
20/08/2015
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