Page 86 - Goldair Handling_Corporate Responsibility & Sustainable Development Report 2017

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To reinforce the open door policy, twice per week, a member colleagues and superiors, the means and equipment they are
of Human Resources visits all departments at the Athens given and the training they receive. Its purpose is to provide a
airport, during specific times, to be able to talk to everybody platform for people to express themselves freely, without fear,
in person and listen to any concerns or questions they may so we can identify those areas that require improvement.
have. Also, in addition to the aforementioned weekly visit,
members of Human Resources visit their colleagues in as Moreover, there is an open and two-way dialogue with the
many shifts and areas as they can, providing the opportunity Company’s labour union, whenever deemed necessary by
to as many employees as possible to talk to them, both in either side. During 2017, the Management of Goldair Handling
Athens and at the regional airports. met twice with representatives of the labour union, with the
participation of 15 employees. We should note here that the
It is worth noting that in 2017 a two-year satisfaction survey Company completed in 2017 its Employee Complaint Policy,
of our people was launched, in which they can anonymously which was announced to the entire personnel during the first
express their opinions on the company, their relations with their months of 2018.

EXTRACT FROM THE EMPLOYEE COMPLAINT POLICY
These complaints may relate to behaviours and actions related to:

• Discrimination - defined as the different treatment of • Injustice - which is defined as an act characterised
people arising from prejudice or interest. by lack of justice or an act opposing justice, in relation
to a specific person. The injustice burdens or favours
• Harassment - defined as the behaviour that disrupts or someone unfairly compared to somebody else, and
annoys, and is characteristically repeated. This behaviour violates the principles of meritocracy or equality.
is perceived as annoying or threatening.
This policy presents all the ways available to the
•Bullying - defined as an aggressive, purposeful act employees to communicate a complaint. It should be
or behaviour manifested by an individual or group of noted that the Company provides the employees with
individuals repeatedly which endures over time. It may the option to submit their complaint in writing and/
concern physical or psychological violence. or anonymously, if they wish to do so, through the
“Conferience” electronic platform.

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