1.1. I.P.Cert LLC (hereinafter – “the Company”) takes issues of combating discrimination seriously and complies with all applicable legislative and regulatory requirements. This “Policy for Prevention and Combating Discrimination” (hereinafter – “the Policy”) P0-Pa002:2025 has been developed in accordance with ISO 37001 standard, requirements of the Constitution of Ukraine, the Labor Code of Ukraine, Laws of Ukraine “On Principles of Prevention and Combating Discrimination in Ukraine,” “On Ensuring Equal Rights and Opportunities for Women and Men,” “On Amendments to Certain Legislative Acts of Ukraine Regarding Combating Bullying (Harassment),” “On Amendments to Certain Legislative Acts of Ukraine Regarding Prevention and Combating Mobbing (Harassment).”
2.1. This Policy P0-Pa002:2025 is developed to ensure equal opportunities for the realization of rights and freedoms of all employees, as well as clients and other stakeholders, maintaining an environment in the Company free from discrimination, bullying, mobbing, humiliation of honor, personal dignity and defines the procedure for settlement and prevention of conflicts.
3.1. This Policy P0-Pa002:2025 applies to all Company employees of all levels and positions, directors, managers, employees (full-time, temporary or those working under fixed-term employment contracts) (collectively referred to as “employees” in this Policy), as well as all persons acting on behalf of the Company, including consultants, contractors, seconded employees, outsourced employees, interns, agents and any other persons associated with the Company.
4.1. The Company does not support and will not support discrimination, sexual harassment, bullying, mobbing, other types of unlawful actions, humiliation of human honor and dignity in any form, as such behavior contradicts the legislation of Ukraine and does not correspond to the company’s mission and values.
4.2. For the implementation of the goals of this Policy, the following terms are used:
Conflict situation – a contradiction arising between two or more persons due to misunderstanding or opposing interests and views in the process of communication, joint activity, characterized by confrontation, striving for opposite goals, using different means to achieve them, divergence of interests, desires;
Discrimination – a situation where a person and/or group of persons based on their characteristics of race, skin color, political, religious and other beliefs, gender, age, disability, ethnic and social origin, citizenship, marital and property status, place of residence, linguistic or other characteristics that were, are and may be actual or supposed, experience limitation in recognition, realization or enjoyment of rights and freedoms in any form established by legislation, except in cases where such limitation has a legitimate, objectively justified purpose, the ways of achieving which are appropriate and necessary;
Bullying (harassment) – actions or behavior concerning an employee or directed against an Employee, consisting of constant and prolonged persecution or intimidation of the Employee, forcing him or her to underestimate their professional suitability, or aimed at humiliating or ridiculing the employee, isolation or exclusion from the collective;
Mobbing (harassment) – systematic (repeated) prolonged intentional actions or inaction by the employer, individual employees or a group of employees of the work collective, aimed at humiliating the honor and dignity of an employee, their business reputation, including for the purpose of acquiring, changing or terminating their labor rights and obligations, manifested in the form of psychological and/or economic pressure, in particular using means of electronic communications, creating a tense, hostile, offensive atmosphere regarding the employee, including one that forces them to underestimate their professional suitability;
Cybermobbing (cyberbullying) – mobbing or bullying carried out in the form of intentional insults, threats and communication to others of data compromising a person in the collective, using modern means of mobile communication, usually over a prolonged period, carried out in cyberspace through information and communication channels and means, including email, messaging programs in social networks, messengers;
Sexual harassment – any form of unwanted verbal, non-verbal or physical behavior of a sexual nature, the purpose or consequence of which is violation of human dignity, in particular by creating a threatening, hostile, humiliating or offensive environment, expressed verbally (threats, intimidation, indecent/unwanted proposals and/or remarks, jokes, messages and letters, demonstration of images, etc.) or physically (unwanted touching and patting, etc.);
Stalking – repeated attempts to observe a person, follow them and/or harassment of a specific person, which makes the person fear for their own safety or the safety of other people or experience significant emotional distress;
Harassment – unwanted behavior towards a person and/or group of persons, the purpose or consequence of which is humiliation of their human dignity based on certain characteristics or creation of a tense, hostile, offensive, contemptuous atmosphere regarding such person or group of persons, or systematic attempts to create conflict situations without desire to resolve them, causing harm to the psychological state of other collective members;
Offender – a person who commits any violence or humiliates the honor and dignity of another person (victim), as a result of which harm could have been or was caused to the victim’s mental or physical health;
Victim – a person who experienced violence or threat of violence in any form or experienced humiliation of their honor and dignity.
Other concepts used in this Policy are used in the meaning defined by the legislation of Ukraine.
5.1. Every Company employee has the right to:
5.2. All Company employees are obliged to:
5.3. The Company Director:
5.4. Company employees must:
6.1. Every Company employee has the right to submit applications, complaints regarding violation of their personal rights or rights of another person to employees who are authorized to consider them in accordance with this Policy. The form of application (complaint) is arbitrary. Employees and partners must immediately report any facts or suspicions of violations of this Policy through established channels: by sending an email to hello@ipcert.net.
6.2. A person who reports probable inappropriate behavior must reasonably assume that such behavior took place. Intentional submission of false information may be recognized as inappropriate (unethical) behavior of the complainant, for which disciplinary measures may be applied.
6.3. Persons who submitted an application (complaint) (hereinafter – applicant) are recommended to report cases of inappropriate behavior as soon as possible after the incident occurred. Prompt notification is critically important for objective clarification of all circumstances and can significantly contribute to the Company’s ability to respond to relevant applications.
7.1. The Company Director, in case of receiving a report about facts of discrimination, including bullying, mobbing and other manifestations of unethical behavior, depending on the circumstances of the case, must ensure as quickly as possible:
7.1.1 If possible, immediate cessation of discriminatory actions and other manifestations of unethical behavior; and/or
7.1.2 Informing other employees who are authorized to resolve the situation; and/or
7.1.3 If necessary, additionally communicate with the victim, as well as with the offender, with other persons who know the circumstances of the case, record this information in the form of a report and ensure consideration of the case on its merits.
7.2. After receiving a report about facts of discrimination and conducting consultations with the applicant, management may choose the following ways to resolve the situation regarding discriminatory actions, including bullying, mobbing:
7.2.1 Appeal with a complaint to the State Labor Service Office, which implements state policy in the field of supervision and control over compliance with labor legislation.
7.2.2 File a lawsuit to court for recognition of harassment facts and their elimination (without further termination of the employee’s work activity during the period of case proceedings).
7.2.3 Obtain compensation for damage caused by mobbing in the amount of expenses incurred by the victim during treatment (such compensation is possible if the fact of its commission is confirmed based on a court decision that has entered into legal force).
7.2.4 Terminate employment relations at their own will if the employer does not comply with labor legislation and continues to commit mobbing or evade actions specified in paragraph 7.1.
8.1. Conflict situations, i.e., disputes between two or more persons that, in the understanding of this Policy, do not contain manifestations of discrimination, may arise in the Company:
8.2. The Company Director and Team Leaders, upon receiving information about the occurrence of a conflict situation, are obliged to:
