Introduction

LAST fosters an inclusive, respectful, and safe working environment in which every individual—whether internal or external to the organization—can freely express their identity and professionalism.

Inspired by the Universal Declaration of Human Rights and the Company’s Code of Ethics, this Policy sets forth the expected behaviors and the individual and collective responsibilities in preventing and addressing any form of harassment, sexually inappropriate conduct, or bullying.

Such behaviors undermine people’s physical and psychological well-being, the internal climate, the quality of services, and the company’s reputation. LAST ensures support, protection, and attentive listening to anyone reporting incidents related to these issues, and expressly prohibits retaliatory actions against those who contribute to reporting or investigations.

This Policy is subject to periodic review. Violations of its principles may result in disciplinary proceedings, with aggravating circumstances in cases of abuse of power by personnel in positions of hierarchical authority.

Scope of application

This Policy applies to all individuals working for LAST: employees, members of corporate bodies, agency workers, interns, trainees, and external collaborators.

The rules apply both within the physical workplace and in any context connected to professional activity: business trips, events, common areas (locker rooms, parking lots, break areas), use of social media, remote working, and all interactions attributable to the company.

Key external stakeholders are also informed of the Policy’s contents. Reports concerning third parties will be subject to confidential investigation and, if necessary, specific actions.

Harassment

Harassment is defined as any verbal, non-verbal, psychological, or physical behavior that violates a person’s dignity or creates a hostile, degrading, offensive, or intimidating environment.

Even a single incident is considered relevant if it causes discomfort, anxiety, or fear.

Common examples—without claiming to be exhaustive—include:

Sexually inappropriate behavior

This category includes all unwanted behaviors with sexual connotations, or based on a person’s gender, identity, or sexual orientation, which offend their dignity or harm the professional environment.

They are prohibited regardless of the role or gender of the parties involved.

Among the recurring behaviors (listed as an example):

LAST bases its professional environment on skills and ethical behavior, not on physical or aesthetic characteristics.

Bullying

Bullying involves repeated and targeted actions aimed at hindering, isolating, intimidating, or discrediting a person in the performance of their work.

Such behaviors can make the person vulnerable, threatened, or humiliated, compromising their professional dignity and emotional well-being.

Among the most commonly encountered practices:

Legitimate professional feedback, constructive criticism, and proper performance management are excluded from this definition.

Prevention and corporate culture

LAST promotes a work environment based on respect, inclusion, and equal dignity.
Prevention involves:

Report Management

Anyone who experiences or witnesses incidents of harassment, sexually inappropriate behavior, or bullying can contact:

Each report will be treated confidentially and will be investigated as necessary.

Disciplinary consequences

Violations of the Policy or applicable regulations will result in disciplinary action, commensurate with the seriousness of the conduct, and potentially up to and including dismissal.

Protection of whistleblowers

LAST protects those who report in good faith, even anonymously, by guaranteeing:

Retaliatory or silence-inducing behaviors are themselves serious disciplinary violations.

False reports submitted in bad faith will be subject to specific evaluation and, if necessary, disciplinary action.

Practical information

When you feel like you’re a victim

It is possible:

When you witness an episode

Everyone is required to actively contribute to combating harassment.

These are useful actions:

Prata di Pordenone, May 9, 2025​​​​​

The Management​