It May Carry Out an Employment Regulation File

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That these fields are covered in order to file the internal complaint. As soon as the complaint is received, the company has to appoint an instructor who is in charge of verifying if the facts are true or if,on the contrary, there is no basis. For practical reasons , it is recommended that it be a person versed in occupational risk prevention or a specialist in human resources . In addition, it is necessary to avoid a conflict of interest with the denounced party.
  
This means that if you are not a specialist in labor relations, you may not be able to centralize everything in one person. Resolution of the procedure The resolution of the procedure will be dictated by the instructor , but it is important to moible number data point out that, regardless of what is determined, the civil or criminal responsibilities of the company are not extinguished. In case of disagreeing with the decision, the worker may claim through the courts to defend their rights.



The final decision may consist of the opening of a disciplinary file to purify responsibilities or, in the event that they do not exist, in his file From him. As a practical matter, it is advisable that companies of a certain size have a commission for the prevention of workplace harassment made up of the management of the company and the workers. In this way, the cases that arise can be settled objectively, offering more objective and balanced resolutions in a casuistry.