Repeals Resolutions 652 and 1356 of 2012

Its main objective is to generate guidelines for the formation and operation of the Workplace Coexistence Committee (WCC)

1. Purpose of the resolution: Establishes guidelines for the formation and operation of the Workplace Coexistence Committee for companies, as well as the responsibilities of employers and ARLs (Workers’ Compensation Insurance Companies) in the prevention and handling of workplace harassment.

•     Formation of the Workplace Coexistence Committee

Number of workers	Committee members
Less than 5	One (1) representative of the workers and one (1) of the employer.
From 5 to 19	One (1) representative of the workers and one (1) of the employer, with their alternates.
20 or more	Four (4) members: two (2) on behalf of the employer and two (2) on behalf of the workers, with alternates.

Companies with two or more workplaces must create a central committee and an additional committee for each workplace.

Employeess who have been reported or have been victims of workplace harassment in the year prior to its formation may not be members of the committee.

• Rules and functioning of the Committee

The CCL must draw up internal regulations that include:

• Operating conditions
• Confidentiality protocols and handling of sensitive information
• Term of the Committee: Two (2) years from the date of notification of the election/appointment of its members.

• Regular meetings: Monthly, to follow up on cases, prepare reports, and make recommendations. Meetings are held with half plus one of the members present.

• Special meetings: These are convened when a complaint of workplace harassment is received.

• Non-competence of the Committee

The WCC does not have jurisdiction over cases of:

• Sexual harassment
• Gender-based violence

These must be handled directly by senior management or the human resources department, who must establish procedures for response, prevention, and protection.

• Deadlines

The preventive procedure for workplace harassment complaints cannot take longer than 65 calendar days from the receipt of the complaint.

• Employer responsibilities

Preventive measures

1. Adopt a clear policy against workplace harassment.
2. Develop coexistence manuals.
3. Provide training in:

• Prevention of harassment from a gender perspective
• Non-discrimination based on origin, race, religion, etc.
• Assertive communication and conflict resolution
• Raise awareness about harassment and its consequences.
• Promote teamwork, respect, and mental health.
• Establish confidential channels for reporting.
• Train the committee and other key actors together with the ARL.
• Periodically monitor the work environment.

Corrective measures

• Implement actions to eliminate psychosocial risks.
• Involve workers in intervention strategies.
• Relocate workers according to medical or Committee recommendations.
• Provide psychological care in crises (in person or virtually).
• Disseminate mental health care pathways.

Follow the recommendations issued by the Committee.