Mobbing in the workplace includes acts or behaviour in relation to an employee or directed against an employee, with the effect of persistent and long-term harassment or intimidation of an employee, resulting in a decreased evaluation of his/her professional abilities, or which is aimed at or results in the humiliation or ridicule of the employee, or the isolation or elimination of the employee from the group of co-workers.
An employee addresses a letter to the Rector including:
- description of the facts;
- evidence in support of the circumstances referred to;
- identification of the perpetrator(s) of mobbing.
- considers the notification to be unfounded;
- applies legal sanctions against the perpetrator(s) of the mobbing where the occurrence of the mobbing is not in doubt;
- refers the matter to the academic ombudsman for amicable settlement of the dispute where the negative phenomena specified in the notification do not exhaust all the signs of mobbing
- refers the matter to the Anti-Mobbing Committee for further clarification where the circumstances of the mobbing have been established.
Based on the conclusions and recommendations of the Anti-Mobbing Commission, the Rector applies legal sanctions against the perpetrator(s) where the occurrence of mobbing is not in doubt.
In addition to employee and disciplinary liability, the perpetrator of mobbing is also criminally liable as a result of reporting a suspected offence to the competent authorities.