Caixa will have to pay BRL 10 million for sexual and moral harassment practices within the bank

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Obligation is part of an agreement signed between the Public Ministry of Labor in the Federal District and the bank. Caixa Econômica Federal will have to pay R$ 10 million, as collective moral damages, for tolerating practices of sexual and moral harassment within the bank. The amount will be reverted to non-profit institutions. The obligation is part of an agreement signed between the Public Ministry of Labor in the Federal District (MPT-DF) and the bank. The agreement was ratified by the Labor Court, informed the MPT-DF this Thursday (27). The agreement was signed on March 27. After more than three months of work, Caixa Econômica Federal’s Internal Affairs concluded, in October last year, that there were several signs of moral and sexual harassment practiced by the bank’s president at the time, Pedro Guimarães. After the allegations, he was fired. The signed agreement is related to Caixa. The process on the individual accountability of the former president is still in progress, under court secrecy. ALSO READ: Caixa scandal: how Guimarães transformed harassment into a management model, the ‘KGB dossier’ and the backstage of the scheme Caixa’s internal investigation points to signs of sexual and moral harassment committed by Pedro Guimarães -president of the bank Pedro Guimarães on sexual harassment Caixa’s obligations In addition to paying collective moral damages, the agreement provides that the company will have to fulfill obligations, including: implementing, within 90 days, a “Policy to Prevent and Combat Moral Harassment “, guaranteeing, among other items, safe reporting channels, which safeguard the anonymity, secrecy and privacy of whistleblowers and record time for resolution of cases. The deadlines set are 30 days for analysis of complaints and verification of a maximum of 180 days to disclose on the company’s transparency portal the number of complaints received involving sexual harassment, moral harassment and discrimination carry out external audits to “identify risks, monitor and evaluate actions to prevent and deal with harassment” any act of retaliation, coercion or embarrassment against employees who report or witness cases of harassment in the institution is prohibited.

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