Zakon o ratifikaciji Konvencije o odpravi nasilja in nadlegovanja v svetu dela, 2019 (Konvencija MOD št. 190), kot je bila spremenjena s Konvencijo o spremembah standardov zaradi priznanja varnega in zdravega delovnega okolja za temeljno načelo, 2023 (Konvencija MOD št. 191) (MKONNSD)

Ratificira se Konvencija o odpravi nasilja in nadlegovanja v svetu dela, 2019 (Konvencija MOD št. 190), sprejeta na 108. zasedanju Generalne konference Mednarodne organizacije dela v Ženevi 21. junija 2019, kot je bila spremenjena s Konvencijo o spremembah standardov zaradi priznanja varnega in zdravega delovnega okolja za temeljno načelo, 2023 (Konvencija MOD št. 191), sprejeto na 111. zasedanju Generalne konference Mednarodne organizacije dela v Ženevi 12. junija 2023.

Besedilo konvencije 1 se v izvirniku v angleškem jeziku in prevodu v slovenskem jeziku glasi: 1Besedilo konvencije v francoskem jeziku je na vpogled v Sektorju za mednarodno pravo Ministrstva za zunanje in evropske zadeve. The General Conference of the International Labour Organization, Having been convened at Geneva by the Governing Body of the International Labour Office, and having met in its 108th (Centenary) Session on 10 June 2019, and Recalling that the Declaration of Philadelphia affirms that all human beings, irrespective of race, creed or sex, have the right to pursue both their material well-being and their spiritual development in conditions of freedom and dignity, of economic security and equal opportunity, and Reaffirming the relevance of the fundamental Conventions of the International Labour Organization, and Recalling other relevant international instruments such as the Universal Declaration of Human Rights, the International Covenant on Civil and Political Rights, the International Covenant on Economic, Social and Cultural Rights, the International Convention on the Elimination of All Forms of Racial Discrimination, the Convention on the Elimination of All Forms of Discrimination against Women, the International Convention on the Protection of the Rights of All Migrant Workers and Members of Their Families, and the Convention on the Rights of Persons with Disabilities, and Recognizing the right of everyone to a world of work free from violence and harassment, including gender-based violence and harassment, and Recognizing that violence and harassment in the world of work can constitute a human rights violation or abuse, and that violence and harassment is a threat to equal opportunities, is unacceptable and incompatible with decent work, and Recognizing the importance of a work culture based on mutual respect and dignity of the human being to prevent violence and harassment, and Recalling that Members have an important responsibility to promote a general environment of zero tolerance to violence and harassment in order to facilitate the prevention of such behaviours and practices, and that all actors in the world of work must refrain from, prevent and address violence and harassment, and Acknowledging that violence and harassment in the world of work affects a person’s psychological, physical and sexual health, dignity, and family and social environment, and Recognizing that violence and harassment also affects the quality of public and private services, and may prevent persons, particularly women, from accessing, and remaining and advancing in the labour market, and Noting that violence and harassment is incompatible with the promotion of sustainable enterprises and impacts negatively on the organization of work, workplace relations, worker engagement, enterprise reputation, and productivity, and Acknowledging that gender-based violence and harassment disproportionately affects women and girls, and recognizing that an inclusive, integrated and gender-responsive approach, which tackles underlying causes and risk factors, including gender stereotypes, multiple and intersecting forms of discrimination, and unequal gender-based power relations, is essential to ending violence and harassment in the world of work, and Noting that domestic violence can affect employment, productivity and health and safety, and that governments, employers’ and workers’ organizations and labour market institutions can help, as part of other measures, to recognize, respond to and address the impacts of domestic violence, and Having decided upon the adoption of certain proposals concerning violence and harassment in the world of work, which is the fifth item on the agenda of the session, and Having determined that these proposals shall take the form of an international Convention, adopts this twenty-first day of June of the year two thousand and nineteen the following Convention, which may be cited as the Violence and Harassment Convention, 2019: 1. For the purposes of this Convention: (a) the term “violence and harassment” in the world of work refers to a range of unacceptable behaviours and practices, or threats thereof, whether a single occurrence or repeated, that aim at, result in, or are likely to result in physical, psychological, sexual or economic harm, and includes gender-based violence and harassment; (b) the term “gender-based violence and harassment” means violence and harassment directed at persons because of their sex or gender, or affecting persons of a particular sex or gender disproportionately, and includes sexual harassment. 2. Without prejudice to subparagraphs (a) and (b) of paragraph 1 of this Article, definitions in national laws and regulations may provide for a single concept or separate concepts. 1. This Convention protects workers and other persons in the world of work, including employees as defined by national law and practice, as well as persons working irrespective of their contractual status, persons in training, including interns and apprentices, workers whose employment has been terminated, volunteers, jobseekers and job applicants, and individuals exercising the authority, duties or responsibilities of an employer. 2. This Convention applies to all sectors, whether private or public, both in the formal and informal economy, and whether in urban or rural areas. This Convention applies to violence and harassment in the world of work occurring in the course of, linked with or arising out of work: (a) in the workplace, including public and private spaces where they are a place of work; (b) in places where the worker is paid, takes a rest break or a meal, or uses sanitary, washing and changing facilities; (c) during work-related trips, travel, training, events or social activities; (d) through work-related communications, including those enabled by information and communication technologies; (e) in employer-provided accommodation; and (f) when commuting to and from work. 1. Each Member which ratifies this Convention shall respect, promote and realize the right of everyone to a world of work free from violence and harassment. 2. Each Member shall adopt, in accordance with national law and circumstances and in consultation with representative employers’ and workers’ organizations, an inclusive, integrated and gender-responsive approach for the prevention and elimination of violence and harassment in the world of work. Such an approach should take into account violence and harassment involving third parties, where applicable, and includes: (a) prohibiting in law violence and harassment; (b) ensuring that relevant policies address violence and harassment; (c) adopting a comprehensive strategy in order to implement measures to prevent and combat violence and harassment; (d) establishing or strengthening enforcement and monitoring mechanisms; (e) ensuring access to remedies and support for victims; (f) providing for sanctions; (g) developing tools, guidance, education and training, and raising awareness, in accessible formats as appropriate; and (h) ensuring effective means of inspection and investigation of cases of violence and harassment, including through labour inspectorates or other competent bodies. 3. In adopting and implementing the approach referred to in paragraph 2 of this Article, each Member shall recognize the different and complementary roles and functions of governments, and employers and workers and their respective organizations, taking into account the varying nature and extent of their respective responsibilities. With a view to preventing and eliminating violence and harassment in the world of work, each Member shall respect, promote and realize the fundamental principles and rights at work, namely freedom of association and the effective recognition of the right to collective bargaining, the elimination of all forms of forced or compulsory labour, the effective abolition of child labour, the elimination of discrimination in respect of employment and occupation, and a safe and healthy working environment, as well as promote decent work. Each Member shall adopt laws, regulations and policies ensuring the right to equality and non-discrimination in employment and occupation, including for women workers, as well as for workers and other persons belonging to one or more vulnerable groups or groups in situations of vulnerability that are disproportionately affected by violence and harassment in the world of work. Without prejudice to and consistent with Article 1, each Member shall adopt laws and regulations to define and prohibit violence and harassment in the world of work, including gender-based violence and harassment. Each Member shall take appropriate measures to prevent violence and harassment in the world of work, including: (a) recognizing the important role of public authorities in the case of informal economy workers; (b) identifying, in consultation with the employers’ and workers’ organizations concerned and through other means, the sectors or occupations and work arrangements in which workers and other persons concerned are more exposed to violence and harassment; and (c) taking measures to effectively protect such persons. Each Member shall adopt laws and regulations requiring employers to take appropriate steps commensurate with their degree of control to prevent violence and harassment in the world of work, including gender-based violence and harassment, and in particular, so far as is reasonably practicable, to: (a) adopt and implement, in consultation with workers and their representatives, a workplace policy on violence and harassment; (b) take into account violence and harassment and associated psychosocial risks in the management of occupational safety and health; (c) identify hazards and assess the risks of violence and harassment, with the participation of workers and their representatives, and take measures to prevent and control them; and (d) provide to workers and other persons concerned information and training, in accessible formats as appropriate, on the identified hazards and risks of violence and harassment and the associated prevention and protection measures, including on the rights and responsibilities of workers and other persons concerned in relation to the policy referred to in subparagraph (a) of this Article. Each Member shall take appropriate measures to: (a) monitor and enforce national laws and regulations regarding violence and harassment in the world of work; (b) ensure easy access to appropriate and effective remedies and safe, fair and effective reporting and dispute resolution mechanisms and procedures in cases of violence and harassment in the world of work, such as: (i) complaint and investigation procedures, as well as, where appropriate, dispute resolution mechanisms at the workplace level; (ii) dispute resolution mechanisms external to the workplace; (iii) courts or tribunals; (iv) protection against victimization of or retaliation against complainants, victims, witnesses and whistle-blowers; and (v) legal, social, medical and administrative support measures for complainants and victims; (c) protect the privacy of those individuals involved and confidentiality, to the extent possible and as appropriate, and ensure that requirements for privacy and confidentiality are not misused; (d) provide for sanctions, where appropriate, in cases of violence and harassment in the world of work; (e) provide that victims of gender-based violence and harassment in the world of work have effective access to gender-responsive, safe and effective complaint and dispute resolution mechanisms, support, services and remedies; (f) recognize the effects of domestic violence and, so far as is reasonably practicable, mitigate its impact in the world of work; (g) ensure that workers have the right to remove themselves from a work situation which they have reasonable justification to believe presents an imminent and serious danger to life, health or safety due to violence and harassment, without suffering retaliation or other undue consequences, and the duty to inform management; and (h) ensure that labour inspectorates and other relevant authorities, as appropriate, are empowered to deal with violence and harassment in the world of work, including by issuing orders requiring measures with immediate executory force, and orders to stop work in cases of an imminent danger to life, health or safety, subject to any right of appeal to a judicial or administrative authority which may be provided by law. Each Member, in consultation with representative employers’ and workers’ organizations, shall seek to ensure that: (a) violence and harassment in the world of work is addressed in relevant national policies, such as those concerning occupational safety and health, equality and non-discrimination, and migration; (b) employers and workers and their organizations, and relevant authorities, are provided with guidance, resources, training or other tools, in accessible formats as appropriate, on violence and harassment in the world of work, including on gender-based violence and harassment; and (c) initiatives, including awareness-raising campaigns, are undertaken. The provisions of this Convention shall be applied by means of national laws and regulations, as well as through collective agreements or other measures consistent with national practice, including by extending or adapting existing occupational safety and health measures to cover violence and harassment and developing specific measures where necessary. The formal ratifications of this Convention shall be communicated to the Director-General of the International Labour Office for registration. 1. This Convention shall be binding only upon those Members of the International Labour Organization whose ratifications have been registered with the Director-General of the International Labour Office. 2. It shall come into force twelve months after the date on which the ratifications of two Members have been registered with the Director-General. 3. Thereafter, this Convention shall come into force for any Member twelve months after the date on which its ratification is registered. 1. A Member which has ratified this Convention may denounce it after the expiration of ten years from the date on which the Convention first comes into force, by an act communicated to the Director-General of the International Labour Office for registration. Such denunciation shall not take effect until one year after the date on which it is registered. 2. Each Member which has ratified this Convention and which does not, within the year following the expiration of the period of ten years mentioned in the preceding paragraph, exercise the right of denunciation provided for in this Article, will be bound for another period of ten years and, thereafter, may denounce this Convention within the first year of each new period of ten years under the terms provided for in this Article. 1. The Director-General of the International Labour Office shall notify all Members of the International Labour Organization of the registration of all ratifications and denunciations that have been communicated by the Members of the Organization. 2. When notifying the Members of the Organization of the registration of the second ratification that has been communicated, the Director-General shall draw the attention of the Members of the Organization to the date upon which the Convention will come into force. The Director-General of the International Labour Office shall communicate to the Secretary-General of the United Nations for registration in accordance with Article 102 of the Charter of the United Nations full particulars of all ratifications and denunciations that have been registered in accordance with the provisions of the preceding Articles. At such times as it may consider necessary, the Governing Body of the International Labour Office shall present to the General Conference a report on the working of this Convention and shall examine the desirability of placing on the agenda of the Conference the question of its revision in whole or in part. 1. Should the Conference adopt a new Convention revising this Convention, then, unless the new Convention otherwise provides: (a) the ratification by a Member of the new revising Convention shall ipso jure involve the immediate denunciation of this Convention, notwithstanding the provisions of Article 15 above, if and when the new revising Convention shall have come into force; (b) as from the date when the new revising Convention comes into force, this Convention shall cease to be open to ratification by the Members. 2. This Convention shall in any case remain in force in its actual form and content for those Members which have ratified it but have not ratified the revising Convention. The English and French versions of the text of this Convention are equally authoritative. The text of the Convention as here presented is the consolidated version prepared by the Office of the Convention as modified by the Safe and Healthy Working Environment (Consequential Amendments) Convention, 2023 (No. 191). Generalna konferenca Mednarodne organizacije dela, ki jo je v Ženevi sklical Administrativni svet Mednarodnega urada za delo in se je 10. junija 2019 sestala na svojem stoosmem zasedanju (ob stoletnici), ob sklicevanju na to, da Filadelfijska deklaracija potrjuje, da imajo vsi ljudje, ne glede na raso, prepričanje ali spol, pravico do materialne blaginje in duhovnega razvoja v razmerah svobode in dostojanstva, ekonomske varnosti in enakih možnosti; ob ponovni potrditvi pomena temeljnih konvencij Mednarodne organizacije dela; ob sklicevanju na druge ustrezne mednarodne instrumente, kot so Splošna deklaracija človekovih pravic, Mednarodni pakt o državljanskih in političnih pravicah, Mednarodni pakt o ekonomskih, socialnih in kulturnih pravicah, Mednarodna konvencija o odpravi vseh oblik rasne diskriminacije, Konvencija o odpravi vseh oblik diskriminacije žensk, Mednarodna konvencija o varstvu pravic vseh delavcev migrantov in njihovih družinskih članov ter Konvencija o pravicah invalidov; ob priznavanju pravice vsakogar do sveta dela brez nasilja in nadlegovanja, vključno nasilja in nadlegovanja zaradi spola; ob spoznanju, da lahko nasilje in nadlegovanje v svetu dela pomenita kršitev ali zlorabo človekovih pravic ter da nasilje in nadlegovanje ogrožata enake možnosti ter sta nesprejemljiva in nezdružljiva z dostojnim delom; ob priznavanju pomena delovne kulture, ki temelji na vzajemnem spoštovanju in dostojanstvu ljudi, z namenom preprečiti nasilje in nadlegovanje; ob sklicevanju na to, da imajo članice pomembno odgovornost spodbujati splošno okolje ničelne strpnosti do nasilja in nadlegovanja s ciljem omogočiti preprečevanje takšnega vedenja in praks, ter na to, da se morajo vsi udeleženi v svetu dela vzdržati nasilja in nadlegovanja, ju preprečevati in odpravljati; ob zavedanju, da nasilje in nadlegovanje v svetu dela vplivata na duševno, telesno in spolno zdravje, dostojanstvo ter družinsko in družbeno okolje posameznika; ob spoznanju, da nasilje in nadlegovanje vplivata tudi na kakovost javnih in zasebnih storitev ter lahko osebam, zlasti ženskam, preprečita dostop do trga dela ter obstanek in napredovanje na njem; ob ugotovitvi, da sta nasilje in nadlegovanje nezdružljiva s spodbujanjem trajnostnih podjetij ter negativno vplivata na organizacijo dela, odnose na delovnem mestu, zavzetost delavcev, ugled podjetja in produktivnost; ob zavedanju, da nasilje in nadlegovanje zaradi spola nesorazmerno prizadeneta ženske in dekleta, ter ob spoznanju, da je vključujoče in celostno delovanje, ki upošteva enakost spolov in obravnava temeljne vzroke in dejavnike tveganja, vključno s spolnimi stereotipi, večkratnimi in presečnimi oblikami diskriminacije ter neenakimi odnosi moči med spoloma, ključno za odpravo nasilja in nadlegovanja v svetu dela; ob ugotovitvi, da nasilje v družini lahko vpliva na zaposlovanje, produktivnost ter zdravje in varnost in da lahko vlade, organizacije delodajalcev in delavcev ter institucije trga dela v okviru drugih ukrepov pomagajo prepoznati posledice nasilja v družini, se nanje odzvati in jih reševati; po odločitvi, da sprejme nekatere predloge v zvezi z nasiljem in nadlegovanjem v svetu dela pod peto točko dnevnega reda zasedanja; po odločitvi, da se ti predlogi oblikujejo kot mednarodna konvencija, sprejema enaindvajsetega junija leta dva tisoč devetnajst to konvencijo, ki se lahko imenuje Konvencija o nasilju in nadlegovanju, 2019:

1. V tej konvenciji: (a) se izraz “nasilje in nadlegovanje” v svetu dela nanaša na vrsto nesprejemljivih vedenj in ravnanj ali nevarnosti le-teh, bodisi posameznih bodisi ponavljajočih se, katerih namen je povzročiti telesno, psihološko, spolno ali ekonomsko škodo oziroma ki jo povzročijo ali bi jo verjetno povzročila, ter vključuje tudi nasilje in nadlegovanje zaradi spola; (b) izraz “nasilje in nadlegovanje zaradi spola” pomeni nasilje in nadlegovanje, ki sta usmerjena na osebe zaradi njihovega biološkega ali družbenega spola ali ki nesorazmerno prizadeneta osebe določenega biološkega ali družbenega spola, in vključuje spolno nadlegovanje. 2. Brez poseganja v pododstavka a in b prvega odstavka tega člena sta izraza v notranjih zakonih in drugih predpisih lahko opredeljena kot en pojem ali več pojmov.

1. Ta konvencija varuje delavce in druge osebe v svetu dela, vključno z zaposlenimi, kot jih opredeljujeta notranje pravo in praksa, ter osebami, ki opravljajo delo, ne glede na njihov pogodbeni status, osebami, ki se usposabljajo, vključno s pripravniki in vajenci, delavci, ki jim preneha delovno razmerje, prostovoljci, iskalci zaposlitve in kandidati za zaposlitev ter posamezniki, ki izvajajo pristojnosti, dolžnosti ali odgovornosti delodajalca. 2. Ta konvencija se uporablja v vseh sektorjih, tako zasebnih kot javnih, v formalnem in neformalnem gospodarstvu, tako v mestih kot na podeželju.

Ta konvencija se uporablja za nasilje in nadlegovanje v svetu dela, ki se pojavita med delom, v povezavi z njim ali zaradi njega: (a) na delovnem mestu, vključno z javnimi in zasebnimi prostori, ki se uporabljajo kot kraj dela; (b) v prostorih, kjer delavec prejema plačilo, ima odmor ali malica ali ki jih uporablja za sanitarije, prostore za umivanje in preoblačenje; (c) na z delom povezanih izletih, potovanjih, usposabljanjih, dogodkih ali družbenih dejavnostih; (d) med z delom povezanim komuniciranjem, vključno s tistim, ki ga omogočajo informacijske in komunikacijske tehnologije; (e) v nastanitvi, ki jo zagotovi delodajalec; (f) na poti na delo in z dela.

1. Vsaka članica, ki ratificira to konvencijo, spoštuje, spodbuja in uresničuje pravico vsakogar do sveta dela brez nasilja in nadlegovanja. 2. Vsaka članica sprejme, v skladu z notranjim pravom in okoliščinami ter ob posvetovanju z reprezentativnimi organizacijami delodajalcev in delavcev, vključujoč in celostni način delovanja, ki upošteva enakost spolov, za preprečevanje ter odpravo nasilja in nadlegovanja v svetu dela. Tak način delovanja naj po potrebi upošteva tudi nasilje in nadlegovanje, v katera so vpletene tretje osebe, in pri tem: (a) zakonsko prepove nasilje in nadlegovanje; (b) zagotovi, da ustrezne politike obravnavajo nasilje in nadlegovanje; (c) sprejme celovito strategijo za izvajanje ukrepov za preprečevanje nasilja in nadlegovanja ter za boj proti njima; (d) vzpostavi ali okrepi mehanizme za uveljavljanje in spremljanje; (e) zagotovi dostop do pravnih sredstev in podporo žrtvam; (f) določi sankcije; (g) razvija orodja, smernice, izobraževanje in usposabljanje ter ozaveščanje v ustreznih dostopnih oblikah; (h) zagotavlja učinkovita sredstva za inšpekcijske preglede in preiskave primerov nasilja in nadlegovanja, tudi prek inšpektoratov za delo ali drugih pristojnih organov. 3. Pri sprejemanju in izvajanju načina delovanja iz drugega odstavka tega člena vsaka članica priznava različne in dopolnjujoče se vloge in naloge vlad ter delodajalcev in delavcev in njihovih organizacij, pri čemer upošteva različno naravo ter obseg njihovih odgovornosti.

Z namenom preprečevanja in odpravljanja nasilja in nadlegovanja v svetu dela vsaka članica spoštuje, spodbuja ter uresničuje temeljna načela in pravice pri delu, in sicer svobodo združevanja in dejansko priznanje pravice do kolektivnega dogovarjanja, odpravo vseh oblik prisilnega ali obveznega dela, dejansko odpravo dela otrok, odpravo diskriminacije glede zaposlovanja in poklicev ter varno in zdravo delovno okolje, ter spodbuja dostojno delo.

Vsaka članica sprejme zakone in druge predpise ter politike, ki zagotavljajo pravico do enakosti in nediskriminacije pri zaposlovanju in poklicih, vključno za delavke ter tudi za delavce in druge osebe, ki pripadajo ranljivi skupini ali skupini v ranljivem položaju ali več takim skupinam ter jih nasilje in nadlegovanje v svetu dela nesorazmerno prizadeneta.

Brez poseganja v 1. člen in v skladu z njim vsaka članica sprejme zakone in druge predpise za opredelitev in prepoved nasilja in nadlegovanja v svetu dela, tudi nasilja in nadlegovanja zaradi spola.

Vsaka članica sprejme ustrezne ukrepe za preprečevanje nasilja in nadlegovanja v svetu dela in pri tem: (a) prizna pomembno vlogo, ki jo imajo organi javne uprave za delavce v neformalnem gospodarstvu; (b) ob posvetovanju z zadevnimi organizacijami delodajalcev in delavcev ter z drugimi sredstvi opredeli dejavnosti ali poklice in ureditve dela, v katerih so delavci in druge zadevne osebe bolj izpostavljeni nasilju in nadlegovanju; (c) sprejme ukrepe za učinkovito zaščito teh oseb.

Vsaka članica sprejme zakone in druge predpise, ki od delodajalcev zahtevajo, da skladno s svojo odgovornostjo sprejmejo ustrezne ukrepe za preprečevanje nasilja in nadlegovanja v svetu dela, vključno nasilja in nadlegovanja zaradi spola, ter zlasti, kolikor je to razumno izvedljivo, da: (a) ob posvetovanju z delavci in njihovimi predstavniki sprejmejo in izvajajo politiko proti nasilju in nadlegovanju na delovnem mestu; (b) upoštevajo nasilje in nadlegovanje ter s tem povezana psihosocialna tveganja pri zagotavljanju varnosti in zdravja pri delu; (c) opredelijo nevarnosti ter ocenijo tveganje nasilja in nadlegovanja, pri čemer delavci in njihovi predstavniki sodelujejo, ter sprejmejo ukrepe za njihovo preprečevanje in obvladovanje; (d) delavcem in drugim zadevnim osebam v ustreznih dostopnih oblikah zagotovijo informacije in usposabljanje o ugotovljenih nevarnostih in tveganju nasilja in nadlegovanja ter o s tem povezanih ukrepih za preprečevanje in zaščito, tudi o pravicah in odgovornostih delavcev in drugih zadevnih oseb v zvezi s politiko iz pododstavka a tega člena.

Vsaka članica sprejme ustrezne ukrepe: (a) za spremljanje in izvajanje notranjih zakonov in drugih predpisov v zvezi z nasiljem in nadlegovanjem v svetu dela; (b) za zagotovitev lahkega dostopa do ustreznih in učinkovitih pravnih sredstev, varnih, pravičnih in učinkovitih mehanizmov ter postopkov za prijavo in za reševanje sporov v primerih nasilja in nadlegovanja v svetu dela, kot so: (i) pritožbeni in preiskovalni postopki, ter če je to primerno, mehanizmi za reševanje sporov na delovnem mestu; (ii) mehanizmi za reševanje sporov zunaj delovnega mesta; (iii) sodišča; (iv) zaščita pritožnikov, žrtev, prič in žvižgačev pred viktimizacijo ali povračilnimi ukrepi proti njim; (v) pravni, socialni, zdravstveni in upravni ukrepi podpore pritožnikom in žrtvam; (c) za varstvo zasebnosti vpletenih posameznikov in zaupnosti, kolikor je to mogoče in ustrezno, ter za zagotovitev, da se zahteve glede zasebnosti in zaupnosti ne zlorabijo; (d) za sankcije, če je to primerno, v primerih nasilja in nadlegovanja v svetu dela; (e) za zagotovitev, da imajo žrtve nasilja in nadlegovanja zaradi spola v svetu dela učinkovit dostop do varnih in učinkovitih mehanizmov za pritožbe in reševanje sporov ter do podpore, storitev in pravnih sredstev, ki upoštevajo enakost spolov; (f) za prepoznavanje učinkov nasilja v družini, in kolikor je to razumno izvedljivo, ublažitev njegovih posledic v svetu dela; (g) za zagotovitev, da imajo delavci pravico zapustiti delovno okolje, za katero upravičeno menijo, da pomeni neposredno in resno nevarnost za življenje, zdravje ali varnost zaradi nasilja in nadlegovanja, ne da bi utrpeli povračilne ukrepe ali druge neupravičene posledice, ter dolžnost obvestiti poslovodstvo; (h) za zagotovitev, da so inšpektorati za delo in drugi ustrezni organi, odvisno od primera, pooblaščeni za obravnavanje nasilja in nadlegovanja v svetu dela, vključno z odreditvijo ukrepov s takojšnjo veljavnostjo in odreditvijo ustavitve dela v primerih neposredne nevarnosti za življenje, zdravje ali varnost, ob upoštevanju morebitne pravice do pritožbe pri sodnem ali upravnem organu, ki je lahko določena z zakonom.

Vsaka članica ob posvetovanju z reprezentativnimi organizacijami delodajalcev in delavcev skuša zagotoviti, da: (a) se nasilje in nadlegovanje v svetu dela obravnavata v ustreznih državnih politikah, kot so politike v zvezi z varnostjo in zdravjem pri delu, enakostjo in nediskriminacijo ter migracijami; (b) so delodajalcem in delavcem ter njihovim organizacijam in ustreznim organom na voljo smernice, viri, usposabljanje ali druga orodja za preprečevanje nasilja in nadlegovanja v svetu dela, tudi nasilja in nadlegovanja zaradi spola, in sicer v ustreznih dostopnih oblikah; (c) se izvajajo pobude, vključno s kampanjami za ozaveščanje.

Določbe te konvencije se izvajajo z notranjimi zakoni in drugimi predpisi ter kolektivnimi pogodbami ali drugimi ukrepi, skladnimi z notranjo prakso, vključno z razširitvijo ali prilagoditvijo veljavnih ukrepov varnosti in zdravja pri delu, da sta zajeta nasilje in nadlegovanje, ter po potrebi z razvojem posebnih ukrepov.

Listine o ratifikaciji te konvencije se pošljejo generalnemu direktorju Mednarodnega urada za delo v registracijo.

1. Ta konvencija zavezuje samo tiste članice Mednarodne organizacije dela, katerih ratifikacije so registrirane pri generalnem direktorju Mednarodnega urada za delo. 2. Veljati začne dvanajst mesecev po dnevu, ko sta pri generalnem direktorju registrirani ratifikaciji dveh članic. 3. Potem začne ta konvencija veljati za vsako članico dvanajst mesecev po dnevu registracije njene ratifikacije.

1. Članica, ki je ratificirala to konvencijo, jo lahko odpove po poteku desetih let po dnevu, ko je prvič začela veljati, z aktom, ki ga pošlje v registracijo generalnemu direktorju Mednarodnega urada za delo. Odpoved začne veljati eno leto po dnevu registracije. 2. Vsaka članica, ki je ratificirala to konvencijo in v enem letu po poteku desetletnega obdobja iz prejšnjega odstavka ne uveljavi pravice do odpovedi po tem členu, ostane zavezana za nadaljnje desetletno obdobje, potem pa jo lahko pod pogoji iz tega člena odpove v prvem letu vsakega novega desetletnega obdobja.

1. Generalni direktor Mednarodnega urada za delo uradno obvesti vse članice Mednarodne organizacije dela o registraciji vseh ratifikacij in odpovedi, ki so jih poslale članice organizacije. 2. Ko generalni direktor uradno obvesti članice organizacije o registraciji druge ratifikacije, ki je bila poslana, jih opozori tudi na dan začetka veljavnosti te konvencije.

Generalni direktor Mednarodnega urada za delo zaradi registracije v skladu s 102. členom Ustanovne listine Organizacije združenih narodov sporoči generalnemu sekretarju Združenih narodov vse podatke o vseh ratifikacijah in odpovedih, registriranih v skladu z določbami prejšnjih členov.

Kadar meni, da je treba, Administrativni svet Mednarodnega urada za delo predloži Generalni konferenci poročilo o izvajanju te konvencije in prouči, ali je primerno na dnevni red konference uvrstiti vprašanje o spremembi celotne konvencije ali njenega dela.

1. Če konferenca sprejme novo konvencijo, ki to konvencijo spreminja, in če z novo konvencijo ni določeno drugače: (a) ratifikacija nove, spremenjene konvencije, ki jo ratificira posamezna članica, zanjo ipso iure povzroči takojšnjo odpoved te konvencije ne glede na določbe 15. člena, če in ko nova, spremenjena konvencija začne veljati; (b) od dneva začetka veljavnosti nove, spremenjene konvencije ta konvencija članicam ni več na voljo za ratifikacijo. 2. Ta konvencija vsekakor še naprej velja v sedanji obliki in vsebini za tiste članice, ki so jo ratificirale, niso pa ratificirale spremenjene konvencije.

Angleška in francoska različica besedila te konvencije sta enako verodostojni. Zgornje besedilo je prečiščena različica konvencije, ki jo je pripravil Urad konvencije, kot je bila spremenjena s Konvencijo o varnem in zdravem delovnem okolju (posledične spremembe), 2023 (št. 191).

Za izvajanje konvencije skrbi ministrstvo, pristojno za delo.

Ta zakon začne veljati petnajsti dan po objavi v Uradnem listu Republike Slovenije – Mednarodne pogodbe. Št. 102-01/26-1/12 Ljubljana, dne 28. januarja 2026 EPA 2737-IX Državni zbor Republike Slovenije mag. Urška Klakočar Zupančič predsednica