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| What to do if you are a victim or witness
| You are a line manager
Line managers include all persons who manage teams, such as: heads of units, laboratories or research centres; directors/heads of institutes, schools, departments or sections; deans; members of the Rectorate.
For what: if you experience or witness a conflict situation, harassment or discrimination with or from a UNIL employee
For whom: for any person employed by UNIL (PAT, intermediary staff, professorial staff) or if you are a victim of a person employed by UNIL
Services: Line managers have a duty to take concrete measures (listening, clarification, solution, intervention) when the work climate deteriorates or when an employee is a victim of a violation of personal rights (harassment, discrimination, violence)
Conditions: free of charge and with levels of confidentiality and discretion depending on the situation (see “Levels of confidentiality” below).
If you do not feel confident with your hierarchy, internal resources and external persons of trust are available to support you and present you with possible options.
As a supervisor or manager at UNIL, you have a key role in ensuring a peaceful work and study environment that is conducive to the development of everyone. You are also required to respect certain legal obligations with regard to the prevention and management of problematic situations. Resources are available to help you carry out your duties.
You are obliged to report to the Rectorate any cases of psychological or sexual harassment, discrimination and violence of which they are aware, in accordance with Article 321a of the Code of Obligations.
In addition, persons who have a supervisory or managerial function at UNIL:
As a manager, if you notice or are informed of relationship difficulties in your unit, you can proceed as follows:
If no solution is found, you can consider other measures:
You should react quickly to psychological or sexual harassment, discrimination or violence in the work or study place.
Do not minimize the situation: it is the perception of the person who feels he or she has been ictimized that should be taken into consideration, not the intention of the incriminated person.
Keep a strictly neutral approach – respect the principle of the presumption of innocence: the accused person has the right to be heard, so do not take sides.
Any person employed by UNIL or an entity attached to it has a duty to inform the Rectorate of serious cases that may be qualified as violations of personal rights (such as cases of sexual harassment) in accordance with Article 321a of the Code of Obligations, in order to enable the Rectorate to take action: the Rectorate has an obligation to take measures by virtue of its duty to act as an employer and is the only one entitled to do so.
Only entities subject to medical and professional confidentiality can guarantee total confidentiality.
If you wish to be guaranteed confidentiality in the first instance, you may contact a person of trust.