Code of Ethics – Code of Conduct.
Satel Film’s guiding principles for professional conduct
The aim of this Code of Ethics is to unequivocally set forth the principles, values and policies that SATEL Film maintains internally with respect to its own corporate culture and requires externally in the context of its business activities. The Code of Ethics applies to all employees of Satel Film and is assumed in the cooperation with all contractual partners of Satel Film.
1. responsibility of the management
In addition to the general obligation to comply with applicable labor and social legislation, we actively fulfill our duty of care towards all employees. This includes setting an example with our own manners, which have an important preventive effect. We stand for transparent communication and easily comprehensible measures. Emotional behavior is fine, but should be made understandable and comprehensible and must remain within the framework of respectful, professional behavior. Hierarchies and dependencies are taken into account in every situation because they have a significant influence on the scope of action of those affected.
In accordance with the Equal Treatment Act, we undertake to take remedial action in the event of incidents of discrimination as soon as we become aware of them. Discrimination, harassment, exploitation and assault will not be tolerated by us and, in particular, will be sanctioned by labor law and disciplinary action. A proven violation of the code of ethics constitutes a breach of contractual service obligations and may result in dismissal.
2 Respectful, professional conduct
Respectful conduct is the foundation of all professional behavior. Let’s actively contribute to creating a constructive and appreciative work environment! We consider our choice of words and use language that is appropriate and adapted to the situation. An environment in which people feel uncomfortable or threatened is neither productive nor creative. We also respect the privacy of employees on the set and in the workplace.
Alcohol and drug use are not part of the workplace and lower the inhibition threshold for inappropriate behavior.
As a general rule, we clearly communicate our own boundaries and respect the boundaries of others. If someone asks us to stop doing something, we stop it and we stop it now.
3. against bullying and discrimination
It is desirable to actively and continuously address forms of discrimination, harassment, bullying and exclusionary behavior, regardless of incidents. The specific occurrence is to be actively counteracted. The opinions of others are to be respected and must not become the target of personal attacks. Any form of harassment and exclusionary behavior is not acceptable.
In particular, no one may be discriminated against, excluded, insulted, patronized or threatened with violence on the basis of gender, sexual orientation, origin, appearance, ethnic, cultural, religious or social affiliation, level of education, skin color, age, size, marital status or political conviction (within the framework of the rule of law). This also includes jokes, unintentional discrimination, sharing of inappropriate, sexually explicit or violent content, especially via digital media, and unwanted sexual come-ons, seemingly random touching, showing sexual images, and discussing sexual behavior of others.
Affected individuals have usually already tried to get out of discriminatory or other awkward situations themselves before speaking up about it. We take their tips and stories very seriously and take into account that those affected usually take a high risk in revealing discrimination and disadvantages – hierarchical and dependency relationships in particular must be included in such situations.
4. not to stand by and watch, but to share responsibility
When we observe harassment, discrimination, disrespectful or bullying behavior towards another person, we have an obligation to act. It is perfectly normal to feel overwhelmed at first. We talk to the person involved and do not walk all over them and their needs. Proactively, we point out inappropriate behavior by others and make it clear that we will not tolerate it.
If appropriate or in danger, we get help immediately. We do not underestimate your impact as a passive bystander, because doing nothing is often taken as silent consent. Even in a situation that has already passed, we offer support to those affected, communicate perceptions or confront perpetrators or report them to managers.
In the event of harassment, employees have the opportunity for a consultation. The Equal Opportunity Officer of Satel Film is available for this purpose as well as for reports of violations. Any information and the identity of the whistleblower will of course be treated confidentially.
Contact Dr. Sonja Hofmann
Tel: 01 58872-206, Email: hofmann@satel.at
You can find further advice and information here:
#we_do! Contact and advice center: for everyone working in the Austrian film and television industry. Information and advice on discrimination and unequal treatment, abuse of power, sexual assault and violations in labor law, prevention & intervention.
https://we-do.filmschaffende.at/
VERA – Vertrauensstelle gegen Belästigung und Gewalt in Kunst, Kultur und Sport can be reached at www.vera-vertrauensstelle.at
Ombud for Equal Treatment: advice and support for people who have experienced or observed discrimination, for relatives and companies, organizations and responsible persons*.
https://www.gleichbehandlungsanwaltschaft.gv.at
Chamber of Labor: for all labor law matters in the case of employment.
https://www.arbeiterkammer.at/index.html
ZARA. Zivilcourage & Anti-Rassismus-Arbeit: Counseling center against hate on the net and against racism.
https://www.zara.or.at/de
Women’s helpline against violence: daily, 24 hours, in many languages, 0800 222 555.
http://www.frauenhelpline.at
Men’s Health Counseling: counseling for men and boys.
https://men-center.at
Younion: help and advice in emergency situations.
https://www.younion.at/leistungen/mobbing-beratung