Our commitment and the applicable framework
DIGITAL INFINITY DOO prohibits workplace bullying, sexual harassment and unlawful abuse of protection procedures. The prohibition also applies to the employer and its responsible persons. Everyone taking part in the work should be treated with dignity, respect and appropriate consideration for their health and professional integrity.
This public English-language summary is adapted from the company’s Serbian notice on the prohibition of workplace bullying and sexual harassment. Its legal references are the Law on Prevention of Harassment at Work (Official Gazette of the Republic of Serbia, No. 36/2010) and the Rulebook on Rules of Conduct of Employers and Employees in Relation to Prevention and Protection from Harassment at Work (No. 62/2010). The applicable Serbian law, formal notices and procedures govern individual cases.
Bullying and sexual harassment
Workplace bullying, often called mobbing, includes repeated active or passive conduct towards an employee or another person participating in the employer’s work that violates dignity, reputation, personal or professional integrity, health or position, or creates fear or a hostile, humiliating or offensive environment. It may worsen working conditions, isolate a person or pressure them to leave. Encouraging such conduct is also covered by the company notice.
Sexual harassment includes verbal, non-verbal or physical conduct that violates dignity in the sphere of sexual life and causes fear or creates a hostile, humiliating or offensive environment. Do not assume that the repetition element used to describe workplace bullying must be met before a sexual-harassment concern can be raised.
Raising a concern and obtaining the right procedure
Contact legal@digitalinfinity.rs to raise a workplace dignity concern or obtain the current details of the person authorised to receive a formal protection request and the relevant procedure. Describe the conduct, dates and relevant circumstances, and provide only information reasonably needed to understand the concern. The general website enquiry form is not the formal protection procedure.
Internal protection can involve mediation and, where appropriate, a procedure concerning the alleged conduct. The appropriate route depends on who is involved and the legal conditions. Where the alleged conduct is by the employer or a responsible person, direct court protection may be available without first completing internal mediation. You are not required by this page to report to the person whose conduct is in question.
The notice states that an internal protection request may be made within six months of the most recent conduct alleged to constitute bullying. Other procedural and court deadlines can also apply. Obtain advice promptly rather than assuming that an informal email, ongoing discussions or an internal response stops a deadline.
Fair handling, privacy and protection
Reports should be handled fairly, with access to information restricted to those who need it for the appropriate procedure. Relevant facts and evidence should be preserved lawfully. Respect the privacy of the person raising the concern, witnesses and the person whose conduct is questioned; a report is not itself a finding of responsibility.
People must not be placed at a disadvantage for legitimately seeking protection or participating in a lawful procedure. Deliberate abuse of a protection procedure is a separate matter; an allegation that is not upheld must not automatically be treated as bad faith. Applicable statutory protections and remedies remain available.
Share medical or other sensitive evidence only through an appropriate agreed channel and only where necessary. For urgent danger, contact the competent emergency services; a legal inbox is not an emergency response service.
Other workplace rights remain available
The notice distinguishes bullying from ordinary differences of opinion, justified work discipline, lawful safety measures and challenges to individual employment decisions. Whether conduct crosses the legal threshold depends on the facts; these examples are not a blanket exemption for harmful behaviour.
Unpaid wages, denial of leave, unlawful overtime, discrimination or an unlawful employment decision can require a different legal route even where they are not classified as bullying. They should not be dismissed because the mobbing procedure is not the appropriate remedy. Whistleblower protection is also a separate framework and may apply where a disclosure meets its statutory conditions.
Employer information and employee notices
DIGITAL INFINITY DOO, Somborska 15, 21000 Novi Sad, Serbia. Registration No.: 21318507; VAT ID No.: 110217311. Contact: legal@digitalinfinity.rs. The company makes the relevant protection procedures and contact details available to employees. This webpage supports that information; it does not replace individual delivery of mandatory notices, a formal internal procedure or a statutory right to seek protection.
Information about employment-related personal data is set out in the Worker Privacy Notice. The Whistleblower Protection & Reporting page explains protected disclosures.
Legal sources & related notices
References identify the relevant framework. Consult the current official texts and amendments for the activity concerned.
- Law on Prevention of Harassment at Work — Official Gazette No. 36/2010
- Rulebook on prevention and protection from workplace harassment — Official Gazette No. 62/2010
- Law on Personal Data Protection — Official Gazette of the Republic of Serbia, No. 87/2018
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