Companies obligations
Main Obligations:
Semiannual Obligations:
Obligations Regarding the Investigation Procedure for Complaints:
Main Obligations:
- Prepare, in accordance with the minimum requirements established by law, and make available to employees the protocol for preventing sexual harassment, workplace harassment, and violence in the workplace.
- Elaborate and provide employees with an investigation procedure for sexual harassment, workplace harassment, and violence at work.
Semiannual Obligations:
- Inform employees every six months about the channels for reporting complaints to the Labor Directorate.
- Provide employees every six months with information about digital channels and other means to access social security benefits from the administering agency of Law 16.744 and the Superintendency of Social Security.
Obligations Regarding the Investigation Procedure for Complaints:
- Ensure the proper processing of the investigation procedure for sexual harassment, workplace harassment, and workplace violence, by providing the necessary actions for it.
- Inform the complainant of their right to file a complaint with the employer or the Labour Directorate, referring it to the latter where appropriate.
- Inform the complainant that the complaint may be investigated internally or the company may decide to refer it to the Labour Directorate.
- Inform the complainant about the reporting channels to the Public Prosecutor’s Office, Carabineros of Chile, or PDI when criminal offenses may exist, without prejudice to the employer’s obligation to also file a report.
- Ensure and monitor compliance with the protective actions
- Refer the complainant to the early psychological care programs provided by their administrative body under the law 16.744 (ACHS, Mutual or IPS).
- Refrain from interfering with the impartiality of the investigator.
- Provide the necessary facilities so that the participants in the investigation procedure can collaborate with it.
- Inform the legal representatives of contractors, transitory services and suppliers that facts and/or complaints involving workers in their companies have been made known, provide facilities and coordinate the development of research, protective and corrective actions and sanctions.
- Report on the status and progress of the investigation procedures carried out by the company to the Labour Directorate when required.
- Respond to the concerns and requests of the labor unions.