Harassment Prevention Protocol
Our commitment
Whan Amador Prestige Group does not tolerate sexual harassment, harassment based on sex, or bullying of any kind. This protocol explains how we prevent it, how anyone can complain, and how complaints are investigated and people protected.
Version 1.0. Approved by the Administrator. In force from 28 October 2026. It follows Spanish Organic Laws 3/2007 and 10/2022 and the French Labour Code.
Who it protects
Directors, employees, trainees, temporary and seasonal staff, job applicants, and subcontractors' and suppliers' staff while working with us. It covers behaviour at work, at events and tastings, on board, in clients' homes, on work trips, and in work messages and social media, whoever the harasser is: a colleague, director, client, guest or supplier.
What counts as harassment
Sexual harassment is any verbal or physical behaviour of a sexual nature that violates a person's dignity, especially by creating an intimidating, hostile, degrading, humiliating or offensive environment. Harassment based on sex is such behaviour linked to a person's sex, pregnancy, maternity or caring responsibilities. Bullying is repeated hostile or humiliating behaviour that damages a person's dignity, health or working conditions. Harassment because of sexual orientation, gender identity, origin, religion, disability or age is treated in the same way.
Examples include unwanted touching; sexual comments, jokes, messages or images; requests for sexual favours; belittling someone because of pregnancy or family; shouting, insults, threats or public humiliation; and deliberate exclusion. Honest, polite feedback on someone's work is not harassment.
How we prevent it
- Everyone receives this protocol at induction and confirms they have read it
- Everyone completes equality and harassment prevention training within their first month, with a refresher every two years
- Clients are told clearly that our people must be treated with respect, and nobody is required to return where they have been harassed
- Safe arrangements for lone visits, late events and work trips
- The directors act on inappropriate behaviour they see, even without a complaint
How to complain
Speak to the Administrator, or use our confidential Report a Concern channel: write to info@prestigegroup.es marked Confidential, or call +34 672 93 99 23. Anonymous reports are accepted, and witnesses can report too. A complaint about a director, or a director's family member, is handed straight to an independent external employment adviser to investigate and decide.
What happens next
- Your complaint is acknowledged within 7 days
- Protective measures are taken at once where needed, never at the cost of the person who complained
- You choose whether to try an informal resolution first or go straight to a formal investigation; sexual harassment and serious cases always go to formal investigation
- The investigation is completed within 30 days, hearing everyone involved, each of whom may be accompanied
- A written decision is given within 10 days of the investigation ending, and the whole process is completed within 3 months at the most
- We check afterwards that the behaviour has stopped and there has been no retaliation
You can also go to the Labour Inspectorate, the police or the courts in Spain, or the labour inspectorate, the Défenseur des droits or the police in France, at any time.
Protection and sanctions
Complaints are kept confidential. Anyone who complains or helps an investigation in good faith is protected, and retaliation is treated as harassment. Proven harassment leads to disciplinary action, up to dismissal; a subcontractor's worker is removed from our work; and a client or guest is warned, our staff are withdrawn, or the service ends. Where it is a crime, it is reported to the police with the victim's agreement. The person harassed is offered support, including help to access medical or psychological care.
Review
We keep an anonymised yearly record of complaints and outcomes, and review this protocol every year. See also Respect, Equality & Safety and People & Workplace.