Lorentz Center - Code of Conduct
  Current Workshop  |   Overview   Back  |   Print   |   Home   |     

    Code of Conduct

Aim
To create a good working environment in the Lorentz Center in which everyone is treated with respect.

Scope
This code of conduct applies to all staff and guests of the Lorentz Center.

Introduction
If workshop participants and staff of the Center are to lead healthy, motivated and productive working lives, they must feel safe in their working and workshop environment. At the Lorentz Center we do our utmost to create a positive working environment. Ultimately, this helps us to achieve our aim, which is to foster innovative research through collaboration.

The Lorentz Center considers a good working environment to be of vital importance for both academics and support staff. The Center wants to provide a relaxed, positive and inspiring environment in which people can work with others or alone and in which they feel welcome, can be themselves and feel able to voice their opinions to others. To this end, the Center has drawn up a code of conduct for people who work in or visit the Center. It also applies to informal and formal meetings that take place outside the Center but within the scope of the Centerís work or a workshop. It is the joint responsibility of staff, workshop organizers and workshop participants to work together in a respectful manner.

Conduct
Despite the Centerís active efforts to create a safe and welcoming work environment, people may still find themselves subject to unacceptable behaviour. Unacceptable behaviour has a negative effect on the recipient as well as on the team and atmosphere during a workshop. The Lorentz Center has therefore adopted the following rule of conduct: In the Center we treat each other with respect. This means respecting other peopleís personal boundaries. Specifically, the Lorentz Center considers sexual harassment*, aggression and violence* and discrimination* to be unacceptable behaviour.

Reporting unacceptable behaviour
If as a workshop participant, organizer or member of staff you are subject to some form of unacceptable behaviour, there are various ways in which you can try to resolve the matter: Try to resolve the matter with the person who exhibited the unacceptable behaviour The first step is to try to resolve the issue with the person who exhibited the behaviour. People are often unaware that their behaviour is unacceptable. Confronting the person and explaining the effect their behaviour has on you is often sufficient to make it stop. In certain situations this might be difficult to do, so you can also ask for support. Discuss the unacceptable behaviour with the workshop organizer or your manager This person can take action that should stop the unacceptable behaviour. Contact the confidential counsellor If you have been subject to unacceptable behaviour and feel unable to take the action above or if you need personal support or advice, you can contact the confidential counsellor for unacceptable behaviour. The confidential counsellor does not handle the allegation or complaint herself but will provide support and guidance. The counsellor acts in your interests alone. She will treat your report with the utmost confidentiality, so your anonymity is guaranteed. If you are taking part in a workshop or have organized one, the counsellor will contact you within one day. If you are a member of staff, you will receive a response as soon as possible but within no more than 14 days and an appointment will be scheduled for you with the confidential counsellor. In the first meeting the confidential counsellor can: - analyse the unacceptable behaviour with you - evaluate whether the matter can be resolve informally - advise on submitting a formal complaint - support you in the phases above - refer you to professional support, if required Contact the institute manager If you prefer to talk to a staff member from the Lorentz Center or if the confidential counsellor is unavailable, you can contact the institute manager directly or via a workshop coordinator or another member of staff.

Complaints procedure (for students and staff of Leiden University)
If the subject of the complaint is a member of staff or a student from the Lorentz Center or Leiden University, the Leiden University Complaints Procedure for Undesirable Behaviour applies. If contact with the confidential counsellor or staff of the Lorentz Center has not provided a satisfactory result, you can submit a formal complaint to the independent internal complaints committee. The complaints committee will follow the complaints procedure, which includes audi alteram partem, and reach a decision on the complaint. The parties involved will then be informed.

Responsibilities
Confidential counsellor:
M.C. Bleeker
tel.: 071-526 8015 or 071-527 8015
E-mail: m.c.bleeker@lumc.nl
Independent support, information and advice Provides support during the procedure, but does not mediate If required, will refer to experts in the field of unacceptable behaviour Treats information with the utmost confidentiality

Institute Manager:
Louise Markering
tel.: 071-527 5405 or 071-527 5400
E-mail: markering@lorentzcenter.nl or via Lorentz Center staff
Independent support, provides support during the procedure or will refer to the right member of staff and monitor that the issue is resolved Treats information with the utmost confidentiality

List of definitions
- Sexual harassment: unwelcome sexual advances in the form of requests for sexual favours or other verbal, non-verbal or physical conduct (including sending or visibly inspecting images or texts of a sexual nature, among others via the internet,).
- Aggression and violence: bullying, mentally or physically harassing, threatening or attacking others.
- Discrimination: in any form whatsoever, statements on, actions towards or decisions about individuals that are offensive to these individuals due to their race, religion, sex, convictions, sexual orientation or other, or making a distinction on the basis of these factors (race, religion etc.).