Almansa approves a workplace harassment protocol for its 230 employees

The Almansa City Council has approved the protocol for the prevention, identification, and action against workplace harassment, which is mandatory for all municipal staff. The approval was formalized through Mayor’s resolution 2064/2026, dated September 9, and the text is published in the Official Gazette of the Province of Albacete number 113, dated September 28, 2026, within the third Section (Local Administration), on pages 35 to 49. The protocol comes into force upon its publication in the BOP and on the municipal website, www.almansa.es.

The document is based on a municipal workforce of approximately 230 workers and is supported by the state and regional regulatory framework that penalizes harassment: Article 10 of the Spanish Constitution, Article 95.2.o) of the Basic Statute of Public Employees (Royal Legislative Decree 5/2015, of October 30), which classifies workplace harassment as a very serious disciplinary offense, and Article 134.o) of Law 4/2011, of March 10, on Public Employment of Castilla-La Mancha. It also invokes Law 31/1995 on the Prevention of Occupational Risks, Article 28 of Law 62/2003 on discriminatory harassment, and Technical Criterion 69/2009 of the Labor and Social Security Inspectorate.

The proposal for approval corresponds to the Health and Safety Committee, which submits it to the Mayor’s Office as the competent body for its final approval by resolution. The Personnel and Prevention Service shares responsibility for its dissemination and monitoring, and the protocol must be revised if the Labor Inspectorate identifies deficiencies or if a judicial ruling condemns the City Council for failing to prevent such behaviors.

A confidential channel and five phases with deadlines

The procedure is activated by a communication submitted via email to acosolaboral@ayto-almansa.es or in a sealed envelope deposited in the Personnel office mailbox, with a template available on the electronic office. The following are entitled to report:

• The person allegedly harassed.
• The unitary representation: Personnel Board or Works Council.
• Holders of administrative bodies with knowledge of the case.
• The Occupational Risk Prevention Service.
• Prevention delegates.
• Any person who has knowledge of a case of workplace or discriminatory harassment.

Anonymous complaints will not be processed and, if the communication is submitted by a third party, the express consent of the affected person will be required.

The protocol articulates five phases: initiation, initial assessment, investigation, resolution, and follow-up. The communication is sent to the Presidency of the Advisory Committee within a maximum of 5 business days; the Committee meets within 7 calendar days; the investigation is resolved within one month; the Department with delegated powers decides within 30 calendar days; and the follow-up of the measures is carried out within a period not exceeding another 30 calendar days.

Advisory Committee, precautionary measures, and victim protection

The Advisory Committee for harassment situations is a collegiate body for consultation and advice to the Health and Safety Committee. It is composed of a president (preferably a legal expert), a technician from the Prevention Service, a prevention delegate proposed by the trade union organizations, a psychologist, and a social worker, with a secretary elected from among its members and appointed by resolution of the Personnel Department.

During the processing, precautionary measures for separation from the focus of the conflict may be adopted, at the beginning or at any phase, if the healthcare staff perceive a risk to health. If clear indications of a crime are detected, the case is brought to the attention of the Public Prosecutor’s Office, and the resolution may lead to disciplinary proceedings, corrective measures, or dismissal. The protocol does not prevent the victim from approaching the Labor and Social Security Inspectorate, the labor authority, or the civil, labor, or criminal jurisdiction at any time.

The text is completed with seven annexes, including the communication, consent, and confidentiality templates, the investigation guidelines, and the list of behaviors considered and not considered workplace harassment.

The approval provides the Almansa City Council with a regulated and confidential channel for a problem that until now lacked its own internal procedure, and extends its coverage to all personnel providing services in the organization, including those from other entities, non-labor internships, and volunteers.

Source: Official Gazette of the Province of Albacete, number 113, of September 28, 2026, Third Section. Local Administration, pp. 35-49 (official reference: BOP-Albacete-2026-299207).