OUR POLICIES
A 24 C O D E OF C O N D U C T
“DEATH OF A UNICORNE”
UNICORN FILM KFT.
PRODUCTION CONDUCT GUIDELINES
Updated as of 2023. 06.08
A24 Code of Conduct
Respect and integrity are the foundation for creating a community that encourages creativity, collaboration, and working towards common goals. These policies express our commitment to providing equal employment opportunities and maintaining a workplace that is free of unlawful discrimination or harassment. Our goal is to hold ourselves and each other accountable for our behaviors. We expect that all members of the A24 community will treat each other with decency, empathy, and respect above all else.
A24 is committed to providing a positive and professional work environment, free of discrimination and harassment. Discrimination and harassment of any kind, including sexual harassment, by management, supervisors, co-workers, or third parties will not be tolerated. Violation of these policies may result in discipline up to and including termination. The production will also endeavor to protect production personnel from reported discrimination or harassment in the workplace or in a work-related context by non-employees. Production personnel should be aware, however, that a production may deal with sexually explicit material in the normal course of its business and that these materials (art, animation, filmed images, etc.) may need to be displayed and discussed in the work environment.
Accepting and continuing employment at the production, therefore, constitutes an acknowledgement and consent that an individual may encounter such materials and that, in this context, exposure to such images and materials does not constitute harassment of any kind.
REQUIRED HARASSMENT & DISCRIMINATION PREVENTION TRAINING
All cast and crew are required to complete online Harassment & Discrimination Prevention training prior to starting work. A24 will work with production to set up the course and add new users on a weekly basis.
REQUIRED CREW & CAST PAPERWORK
HR will provide a packet of information and protocols that must be included in all cast and crew start paperwork. This paperwork should be reviewed and signed by all cast and crew, and delivered with the deal memo.
ANONYMOUS WORKPLACE HOTLINE
The anonymous hotline must be clearly visible on every call sheet, please confirm placement with A24 production. Anonymous Workplace Hotline: (833) 290-000 *Non-US Productions can report online using this link: https://www.lighthouse-services.com/a24films
NATIONAL SUICIDE PREVENTION LIFELINE
If you or someone you know is suicidal or in emotional distress, contact the National Suicide Prevention Lifeline. Trained crisis workers are available to talk 24 hours a day, 7 days a week. Your confidential and toll-free call goes to the nearest crisis center in the Lifeline national network. These centers provide crisis counseling and mental health referrals. National Suicide Prevention Lifeline: (800) 273-8255
SUBSTANCE ABUSE AND MENTAL HEALTH SERVICES ADMINISTRATION
Get general information on mental health and locate treatment services in your area. Speak to a live person, Monday through Friday from 8 a.m. to 8 p.m. EST.
SAMHSA Helpline: 800-662-4357
EQUAL EMPLOYMENT OPPORTUNITY POLICY
A24 is committed to providing equal employment opportunities to all employees and applicants without regard to race, religious creed, color, national origin, ancestry, physical or mental disability, medical condition, genetic information or characteristics, marital, partnership or caregiver status, sex (including pregnancy, childbirth and related medical conditions), gender, gender identity, gender expression, age, sexual orientation, alienage or citizenship status, unemployment status, domestic violence victim status, and military and veteran status or any other protected status under applicable federal, state or local law (each a “Classification”).
Equal opportunity extends to all aspects of the employment relationship, including without limitation, hiring, promotions, transfers, training, terminations, working conditions, compensation, benefits and any other terms and conditions of employment.
GENERAL POLICY AGAINST DISCRIMINATION AND HARASSMENT
It is A24’s policy that all members of a production should be able to enjoy a work environment free of discrimination and harassment. This requires that each person working on a production treat with courtesy and respect every other production personnel and individual with whom the production member has contact in the course of the production member’s employment. A24 strictly forbids discrimination, harassment, bullying, or retaliation of any kind, including discrimination based on any Classification.
This policy extends to each and every level of our operation. Accordingly, any form of discrimination or harassment, whether by a fellow employee, manager, supervisor, or by a third party doing business with A24, will not be tolerated. It is imperative that any person working on the production who is in a position to make hiring or termination decisions, or make decisions about someone’s terms or conditions of employment (such as a promotion, demotion, or reassignment) follow these policies at all times and ensure that decisions regarding the terms and conditions of an individual’s employment are made without regard to any Classification.
We expect common decency and respect in all of our interactions. In support of this commitment, we strictly prohibit all forms of harassment of employees, production personnel, interns, volunteers, and persons providing services to A24, including harassment on the basis of any Classification, by employees, production personnel, supervisors, co-workers and third parties such as vendors. Additionally, we prohibit any member of a production from touching another person on a production without that person’s consent.
Harassment is unwelcome conduct based on an individual’s Classification when any of the following occur or are present:
- Submission to such conduct is made either explicitly or implicitly a term or condition of employment;
- Submitting to or rejection of such conduct is used as the basis for employment decisions; and/or
- Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creates an intimidating or hostile working environment.
While it is not easy to define precisely what harassment is, harassing conduct may include:
- Epithets, slurs, or negative stereotyping;
- Threatening, intimidating, or hostile acts;
- Denigrating jokes and display or circulation of written or graphic material not related to production that denigrates, disparages, belittles, or shows hostility or aversion toward an individual or group; and other similar verbal or physical conduct.
BULLYING PROHIBITED
Bullying undermines the respectful work environment that A24 values. Bullying occurs when an individual behaves in an intimidating, hostile, or abusive manner toward another, regardless of whether it is based on that person's membership in a protected category. While bullying generally involves a pattern of behavior, asingle act that is sufficiently severe may still violate this policy. Like harassment, bullying may be verbal, physical or environmental. It is important to distinguish bullying from workplace supervision - such as giving performance feedback, setting and adhering to business or other performance objectives, or counseling for poor performance -which, when conducted in an appropriate manner, does not violate this policy.
SEXUAL HARASSMENT
Sexual harassment is a form of sex discrimination and is unlawful. Sexual harassment includes harassment on the basis of sex, sexual orientation, self-identified or perceived sex, gender expression, gender identity, and the status of being transgender. Sexual harassment includes unwelcome conduct which is either of a sexual nature, or which is directed at an individual because of that individual’s sex when:
- Submission to such conduct is made either explicitly or implicitly a term or condition of employment;
- Submitting to or rejection of such conduct is used as the basis for employment decisions affecting an individual’s employment; and/or
- Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creates an intimidating or hostile working environment, even if the reporting individual is not the intended target of the sexual harassment.
The following section provides examples of behavior that may be considered sexual harassment - it is not intended to be an exhaustive list.
Possible Examples of Sexual Harassment
- Unwanted sexual advances.
- Offering an employment benefit (such as a raise, promotion or career advancement) in exchange for sexual favors, or threatening an employment detriment (such as termination or refusal to hire in the future) for an employee’s failure to engage in sexual activity.
- Visual conduct, such as leering, making sexual gestures and displaying or posting sexually suggestive objects or pictures, cartoons or posters.
- Verbal sexual advances, propositions, requests or comments.
- Sending or posting sexually related messages, videos or messages via text, instant messaging, or social media.
- Verbal abuse of a sexual nature, graphic verbal comments about an individual’s body, sexually degrading words used to describe an individual, and suggestive or obscene letters, notes or invitations.
- Physical conduct, such as touching, groping, assault or blocking movement.
- Physical or verbal abuse concerning an individual’s gender, gender identity or gender expression.
- Verbal abuse concerning a person’s characteristics such as pitch of voice, facial hair or the size or shape of a person’s body, including remarks that a male is too feminine or a woman is too masculine.
Sexual harassment can occur between any individuals, regardless of their sex or gender.
Please note that while this policy sets forth our goal of promoting a workplace that is free of sexual harassment, the policy is not designed or intended to limit our authority to discipline or take remedial action for unacceptable workplace conduct, regardless of whether that conduct satisfies the definition of sexual harassment.
WORK PLACE RELATIONSHIPS
The Company recognizes that consensual romantic or sexual relationships may exist or develop between employees and does not prohibit them. However, perceived or actual conflicts can arise both during the relationship and after it comes to an end. This risk is greater when one of the employees can influence or determine the other's working conditions, regardless of whether they work in the same department.
To be clear, subordinates and supervisors should not have sexual relationships. These relationships are simply not allowed on an A24 production.
COMPLAINT PROCEDURE
Harassment of any kind serves no legitimate purpose and has a disruptive effect on an individual’s ability to perform his or her job properly. A24 takes allegations of harassment very seriously, and will actively investigate whenever management receives a complaint or otherwise becomes aware of possible harassment occurring. If it is determined that harassment or any other inappropriate or unacceptable conduct has occurred, management will take appropriate disciplinary action against the offending person(s), up to and including termination of employment.
If any individual believes that they have been the subject of discrimination or harassment, has witnessed or knows about the harassment of others, the individual needs to bring immediately the concerns to the attention of management immediately by communicating verbally or electronically with their supervisor, the Producer, or the Production Manager, or any member of management with whom the individual is comfortable. A24 also has a hotline available for any anonymous complaints: (833) 290-0001 or an individual may complete the complaint form at the end of this policy (international productions may report online at https://www.lighthouse-services.com/a24films). All supervisory and management employees are required to immediately report any complaint that they receive, or any harassment that they observe or are aware of to their supervisor, the Production Manager, the Producer, A24 Human Resources or the anonymous hotline. Any complaint will be investigated promptly, thoroughly and impartially. Subject to legal obligations and the circumstances, the production will attempt to maintain the confidentiality of any investigation to the extent possible.
Harassment is unlawful under federal, state law and, where applicable, local law. A24 is committed to responding quickly and effectively to any internal report of harassment, and hopes that any individual will be comfortable coming forward with a report of sexual harassment. It is our policy that all such matters will be handled with appropriate care and discretion and receive a thorough investigation. When an individual brings a sexual harassment complaint to the attention of any member of management or management observes or becomes aware of possible sexual harassment, an investigation of the allegations will be undertaken promptly.
An investigation typically involves, at a minimum:
- Speaking with the complainant;
- Speaking with the alleged harasser;
- Interviewing witnesses; and
- Collecting and reviewing any related documents.
Employees are required to cooperate with management during any investigation of sexual harassment. Subject to legal obligations and the circumstances, the Production will attempt to maintain the confidentiality of the investigation to the extent possible. Upon completion of the investigation, a determination will be made regarding the alleged harassment and communicated as soon as practical. If it is determined that harassment has occurred, prompt remedial action will be taken, commensurate with the severity of the offense, up to and including termination. Supervisors and managers who knowingly allow sexual harassment to continue will face disciplinary action up to and including immediate termination of employment.
Anyone who engages in discrimination or harassment based upon a Classification will be subject to discipline, up to and including termination. Even if conduct does not satisfy the legal definition of discrimination or harassment, A24 may take disciplinary action against an individual who engages in unacceptable workplace conduct, including termination of employment.
A24’s policies against discrimination and harassment extend to all aspects of A24’s employment practices, including recruiting, hiring, discipline, termination, promotions, transfers, compensation, benefits, training, leaves of absence, and other terms and conditions of employment. It applies to applicants and production personnel, and prohibits all personnel from discriminating against or harassing co-workers as well as customers, vendors, suppliers, and others doing business with us. In addition, we prohibit those doing business with us from discriminating against or harassing production personnel. Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside of the workplace, such as during business trips, business meetings and business-related social events.
RETALIATION PROHIBITED
Retaliation against anyone for having reported or threatened to report harassment or discrimination and / or for participating in an investigation is unlawful, unacceptable, and will not be tolerated. Retaliation can include denying future employment, demotions, mistreatment or spreading derogatory rumors to others. Anyone found to have engaged in retaliatory behavior will be subject to discipline, up to and including termination.
Legal Protections and External Remedies
Harassment is not only prohibited by A24 but is also prohibited by state, federal, and, where applicable, local law. The Production is committed to responding quickly and effectively to any internal report of harassment and hopes that any individual will be comfortable coming forward and allowing us to pursue an internal investigation of the matter. Production personnel may also choose to pursue legal remedies with the following governmental entities. While a private attorney is not required to file a complaint with a governmental agency, you may seek the legal advice of an attorney. In addition to those outlined below, personnel in certain industries may have additional legal protections.
State Human Rights Law (HRL)
The Human Rights Law (HRL), codified as N.Y. Executive Law, art. 15, § 290 et seq., applies to all employers in New York State with regard to sexual harassment, and protects employees, paid or unpaid interns and non-employees, regardless of immigration status. A complaint alleging violation of the Human Rights Law may be filed either with the Division of Human Rights (DHR) or in New York State Supreme Court
Complaints with DHR may be filed any time within one year of the harassment. If an individual did not file at DHR, they can sue directly in state court under theHRL, within three years of the alleged sexual harassment. An individual may not file with DHR if they have already filed a HRL complaint in state cour
Complaining internally to A24 does not extend your time to file with DHR or in court. The one year or three years is counted from the date of the most recent incident of harassment. You do not need an attorney to file a complaint with DHR, and there is no cost to file with DHR. DHR will investigate your complaint and determine whether there is probable cause to believe that sexual harassment has occurred. Probable cause cases are forwarded to a public hearing before an administrative law judge. If sexual harassment is found after a hearing, DHR has the power to award relief, which varies but may include requiring your employer to take action to stop the harassment, or redress the damage caused, including paying of monetary damages, attorney’s fees and civil fines.
DHR’s main office contact information is: NYS Division of Human Rights, One Fordham Plaza, Fourth Floor, Bronx, New York 10458. You may call (718) 741-8400 or visit: www.dhr.ny.gov.
Contact DHR at (888) 392-3644 or visit dhr.ny.gov/complaint for more information about filing a complaint. The website has a complaint form that can be downloaded, filled out, notarized and mailed to DHR. The website also contains contact information for DHR’s regional offices across New York State.
California Fair Employment and Housing Act
Discrmination, harassment, and retaliation are prohibited by federal law and the California Fair Employment and Housing Act. If you believe you have been the victim of unlawful harassment or discrimination, you may raise a concern directly with NBCUniversal using the reporting channels outlined in the Company’s policy. In addition, you may report your concern to the EEOC or the following state agency:
The California Department of Fair Employment and Housing (DFEH):
● 800-884-1684; 800-700-2320 (TTY) or California’s Relay Service at 711
If the Commission finds that harassment occurred, it can order monetary remedies, such as back pay, fines or damages, and other remedies such as reinstatement, promotion, or changes in policies and practices. Whether or not theDepartment finds probable merit in a complaint, the charging party may file a lawsuit in court upon receipt of a right-to-sue letter from the Department.
California requires that employees attend training on the prevention of harassment and discrimination in the workplace once every second calendar year. This training is provided by the Company. For more information about this training requirement, you may visit https://www.dfeh.ca.gov/shpt/.
Civil Rights Act of 1964
The United States Equal Employment Opportunity Commission (EEOC) enforces federal anti-discrimination laws, including Title VII of the 1964 federal Civil RightsAct (codified as 42 U.S.C. § 2000e et seq.). An individual can file a complaint withthe EEOC anytime within 300 days from the harassment. There is no cost to file acomplaint with the EEOC. The EEOC will investigate the complaint, and determine whether there is reasonable cause to believe that discrimination has occurred, at which point the EEOC will issue a Right to Sue letter permitting the individual to file a complaint in federal court.
The EEOC does not hold hearings or award relief, but may take other action including pursuing cases in federal court on behalf of complaining parties. Federal courts may award remedies if discrimination is found to have occurred. In general, private employers must have at least 15 employees to come within the jurisdiction of the EEOC.
An employee alleging discrimination at work can file a “Charge of Discrimination.” The EEOC has district, area, and field offices where complaints can be filed. Contact the EEOC by calling 1-800-669-4000 (TTY: 1-800-669-6820), visiting their website at www.eeoc.gov or via email at info@eeoc.gov.
If an individual filed an administrative complaint with DHR, DHR will file the complaint with the EEOC to preserve the right to proceed in federal court.
Local Protections
Many localities enforce laws protecting individuals from sexual harassment and discrimination. An individual should contact the county, city or town in which theylive to find out if such a law exists. For example, employees who work in New York City may file complaints of sexual harassment with the New York City Commission on Human Rights. Contact their main office at Law Enforcement Bureau of the NYC Commission on Human Rights, 40 Rector Street, 10th Floor, New York, New York; call 311 or (212) 306-7450; or visit
www.nyc.gov/html/cchr/html/home/home.shtml.
Contact the Local Police Department If the harassment involves unwanted physical touching, coerced physical confinement or coerced sex acts, the conduct may constitute a crime. Contact the local police department.
DISABILITIES
This policy prohibits discrimination against any qualified production personnel or applicant in connection with any terms or conditions of employment because ofsuch individual’s disability or perceived disability. Consistent with this policy, the Production will engage in an interactive process with a qualified individual with a disability (as defined by the federal Americans with Disabilities Act (the “ADA”), as amended, and other similar federal, state and local laws) who has made A24 aware of his or her disability, and will provide an appropriate reasonable accommodation for a qualified individual with a disability provided that such accommodation does not constitute an undue hardship on A24. Any employee who needs a reasonable accommodation should contact the Producer or Production Manager.
R E S P E C T F U L W O R K P L. A C E
ENGLISH
1. PURPOSE
THE ROYAL BUDAPEST FILM CO. values its employees and partners and committed to providing a work environment that upholds the principles of respect, inclusiveness, fairness and equity. THE ROYAL BUDAPEST FILM CO. has policy, procedures, and expectations to create and support a respectful workplace.
2. STATEMENT
All THE ROYAL BUDAPEST FILM CO. employees, board members, interns, volunteers, contractors and its employees, service providers and its employees interacting with or attending NADIA 44 worksites are expected to treat each other with dignity and respect and refrain from discrimination, harassment, bullying or other disrespectful behavior.
THE ROYAL BUDAPEST FILM CO. will not tolerate discrimination, harassment, bullying or disrespectful behavior by anyone. These behaviors have the effect of creating an intimidating, hostile or offensive work environment.
THE ROYAL BUDAPEST FILM CO. employees, board members, interns, volunteers, contractors and its employees, service providers and its employees are accountable for their own behavior and are expected to always conduct themselves in a respectful and appropriate manner.
Anyone who is found to have violated this policy will be subject to a range of corrective measures, up to and including termination of employment or contract, removal from a position, and/or revocation of access to THE ROYAL BUDAPEST FILM CO. s premises and its employees, contractors.
3. SCOPE + APPLICATION
The prohibited conduct described in this policy and expectations for appropriate behavior apply to all persons interacting with or attending at THE ROYAL BUDAPEST FILM CO. worksites including employees, board members, interns, volunteers, contractors and its employees, service providers and its employees.
Conduct prohibited by this policy can occur directly from person to person and via electronic communications including e-mail, internet and social media, whether used or engaged in at THE ROYAL BUDAPEST FILM CO. worksites or off-site with personal equipment/devices
4. RESPONSIBILITIES
Under this policy, every THE ROYAL BUDAPEST FILM CO. employee, contractors and its employees, service providers and its employees and other persons attending at or interacting with THE ROYAL BUDAPEST FILM CO. worksites have specific responsibilities for contributing to a respectful workplace.
Employees, interns, volunteers and contractors and its employees, service providers and its employees will:
• conduct themselves in a respectful and appropriate manner;
• comply with this policy by not engaging in discrimination, harassment, bullying or disrespectful behavior;
• report incidents of discrimination, harassment, bullying or disrespectful behavior which are experienced or observed; and
• participate in the investigation process of potential violations of this policy.
Managers, supervisors and board members will:
• conduct themselves in a respectful and appropriate manner;
• comply with this policy by not engaging in discrimination, harassment, bullying or disrespectful behavior;
• create a respectful work environment by taking reasonable steps to ensure it is free from discrimination, harassment, bullying or disrespectful behavior;
• intervene when any unacceptable behavior is observed whether or not it is reported; and
• facilitate, support and participate in the investigation process of reported incidents; and
• conduct an annual review of the policy, procedures and any related forms.
5. DEFINITIONS
Respectful Workplace: any work environment, on or off-site, where THE ROYAL BUDAPEST FILM CO. employees, board members, interns, volunteers, contractors and its employees, service providers and its employees are polite and considerate of others; communications are thoughtful, transparent and timely; activities are inclusive and sensitive; feedback is immediate and constructive; and disagreements or disputes are resolved by maintaining the dignity of the parties involved and creating developmental resolutions. A respectful workplace:
• promotes positive communication
• embraces diversity and equality
• values dignity of the person
• encourages fair and respectful treatment
• encourages thinking about how other people want and deserve to be treated
• promotes collegiality and team work
• supports an inclusive atmosphere
• promotes the sharing of opinions and ideas in an open-minded environment
• encourages positive feedback for ideas, suggestions or work that is accomplished well
Disrespectful Behavior: refers to any behavior which is prohibited by this policy including discrimination, harassment, and bullying. Disrespectful behavior also includes behavior that detracts from maintaining a respectful workplace where employees, board members, interns, volunteers, contractors and its employees, service providers and its employees feel respected, valued and safe.
Complainant: a person who believes they have been harassed, bullied or discriminated against and who seeks recourse under this policy.
Respondent: a person against whom an allegation of discrimination, harassment or bullying is made under this policy.
Investigator: the Managing Director of THE ROYAL BUDAPEST FILM CO. or authorized designate who determines the facts of a complaint and documents findings.
Prohibited ground: refers to the prohibited grounds, ie. race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex (includes pregnancy), sexual orientation, age, gender identity or expression, and conviction of a criminal or summary conviction offence that is unrelated to the employment or other legal relationship of that person.
Bullying: A form of harassment that is marked by the intentional, persistent attempt of one or more persons to intimidate, demean, torment, control, mentally or physically harm or isolate another person(s).
Harassment: Harassment may be based on one of the Prohibited grounds or personal harassment.
Discriminatory harassment: Any unwelcome conduct, comment, display, action, or gesture related to any of the Prohibited Grounds of Discrimination that negatively affects the work environment or leads to adverse job-related harassment. Harassment includes conduct that the person engaged in the harassment ought to have known would be unwelcome.
Sexual harassment: Any unwelcome conduct, comment, display, action or gesture or contact of a sexual nature. Sexual harassment includes, but is not limited to, unwanted physical contact, sexual advances, requests for sexual favours, sexual innuendo, suggestive or offensive comments or gestures emphasizing sexuality or sexual identity, and any conduct that reasonably leads to the perception that a condition of a sexual nature is being placed on a person’s employment or any opportunities for persons in the workplace.
Personal harassment: A type of harassment that is not related to one of the Prohibited Grounds of Discrimination. Personal harassment is any inappropriate conduct, comment, display, action, or gesture by a person towards another person that the first person ought to have known would cause the other person to be humiliated or intimidated.
To constitute personal harassment there must be: a) repeated conduct, comments, displays, actions or gestures; or b) a single serious occurrence of conduct, or a single serious comment, display, action or gesture that has a lasting, harmful effect on a person.
Personal harassment includes verbal or physical abuse, threats, violence, bullying, insults, belittling comments, or intimidation, and subtler forms of harassment such as unwelcome non-verbal gestures, manipulation, ignoring or isolating a person or treating a person adversely for no legitimate work purpose.
Bullying and Harassment DO NOT include:
Management of the workforce: Harassment may occur because of an abuse of authority. However, supervision, direction or management of employees, contractors and its employees, service providers and its employees undertaken in a good faith manner for a work-related purpose does not constitute harassment. For example, harassment does not include changes to working conditions, corrective action, discipline, termination of employment or other legal relationship, decisions relating to workload and deadlines, performance evaluation, transfers, changes in job duties, lay-offs, demotions and reorganizations unless such conduct is carried out in an abusive or threatening manner or is intended to cause emotional harm.
It is not harassment for a manager or supervisor to informally or formally investigate behavior or incidents of concern that occur at or arise from the workplace by interviewing employees, contractors and its employees, service providers and its employees unless an interview is carried out in an abusive or threatening manner or intended to cause emotional harm.
It is not harassment for a supervisor or manager during an investigation to warn an employee, contractors and its employees, service providers and its employees of the disciplinary consequences that may result from failure to comply with this Policy including engaging in bullying and harassment, failing to cooperate with the company’s investigation, failure to report bullying and harassment, breaching confidentiality or retaliation differences of opinion is not harassment.
6. PROCEDURE
THE ROYAL BUDAPEST FILM CO. recognizes that from time-to-time disagreements or conflicts may arise in the workplace. When this occurs, it is expected that employees, contractors and its employees, service providers and its employees resolve disagreements or conflicts in a timely way with respectful and open discussion.
THE ROYAL BUDAPEST FILM CO. expects prompt reporting of all incidents of discrimination, harassment, bullying or other disrespectful behavior.
Under this policy, complaints of harassment or bullying may be dealt with independently and directly or may be reported to Managing Director of THE ROYAL BUDAPEST FILM CO. . An individual who brings forward a complaint (the Complainant) may address the issue directly with the Respondent or through an informal or formal process, as described below.
• Complaints should be brought forward promptly, and in any event, must be brought forward within 6 months of the date from which the incident (or last incident, in the case of a series of incidents) occurred.
• The Complainant may request termination of the complaint or their participation in the complaint process at any time. THE ROYAL BUDAPEST FILM CO. will consider this request and reserves the right to continue the process or take any other actions necessary to ensure that any workplace discrimination, harassment or bullying incidents are appropriately addressed.
Direct Communication
A Complainant who believes that they have been subject to discrimination, harassment or bullying is encouraged to bring the matter to the attention of the person believed to be responsible for the conduct (the Respondent).
The Complainant may communicate with the Respondent verbally or in writing and may choose to be accompanied by a support person when approaching the Respondent. The Complainant should describe to the Respondent the unwanted conduct, the effect of the unwanted conduct and request that the conduct stop.
Formal Resolution
If an informal process does not resolve the issue, or if the Complainant does not wish to attempt an informal process, the Complainant may initiate a formal complaint. All formal complaints should be made promptly and not later than six (6) months from the date of when the last incident of the alleged conduct occurred.
The Complainant and/or the Respondent may, at any time during the formal process, seek to resolve the complaint informally with the assistance of the Managing Director of NADIA 44.
7. CONFIDENTIALITY
Handling complaints of discrimination, harassment or bullying requires the collection, use and disclosure of sensitive personal information. Confidentiality is required so that those who have experienced discrimination, harassment or bullying will be free to come forward with their complaint and also so that the interests of those involved in the complaint are protected
Confidentiality is not the same as anonymity. Anyone involved in complaints of discrimination, harassment or bullying must make every effort to keep all information pertaining to the complaint confidential except to the extent necessary to properly and fairly investigate and resolve the issue. While every effort will be made to preserve the confidentiality of the complaint, the Complainant must recognize that the Respondent(s) will be made aware of the details of the complaint, including the name of the Complainant, and will be given an opportunity to respond. In addition, the Investigator may interview other persons who may have relevant information about and/or who may have witnessed the relevant incident(s). Names and details will be identified as necessary to conduct a proper and fair investigation and implement any corrective and/or remedial action.
All information pertaining to complaints filed under this policy is deemed to be protected from disclosure under relevant legislation. THE ROYAL BUDAPEST FILM CO. will treat all disclosed information related to a complaint as submitted in confidence and will keep this information in a secure location, accessible only by the Managing Director or member of THE ROYAL BUDAPEST FILM CO. .
Anyone who is found to have breached the confidentiality of any aspect of a complaint is considered to have violated this policy and may be subject to a range of corrective measures, up to and including termination of employment or contract or removal from a position.
8. VEXATIOUS COMPLAINTS
THE ROYAL BUDAPEST FILM CO. recognizes that false accusations of discrimination, harassment or bullying may have serious impacts on innocent people. Anyone who makes a frivolous, vindictive or vexatious complaint may be found to have violated this policy and be subject to corrective measures, up to and including termination of employment or contract or removal from a position.
9. RETALIATION
Retaliation against another individual for initiating a complaint, participating in an investigation under this policy or associating with another individual who initiated a complaint or participated in an investigation is prohibited and may be subject to corrective measures, up to and including termination of employment or contract or removal from a position.
10. MISCELLANEOUS
Questions about this policy may be directed to the Managing Director or member of THE ROYAL BUDAPEST FILM CO.
R E S P E C T F U L W O R K P L. A C E
HUNGARIAN
P R I V A C Y P O L I C Y
ENGLISH
Munkahelyi etikai szabályzat ”NADIA 44” Film Korlátolt Felelősségű Társaság (”NADIA 44”)
1. A SZABÁLYZAT CÉLJA
THE ROYAL BUDAPEST FILM CO. nagyra becsüli a munkavállalóit és partnereit és elkötelezett, hogy olyan munkahelyi környezetet teremtsen, amelyben egymás tisztelete és elfogadása, valamint a méltányosság és az egyelőség alapvető értékek. THE ROYAL BUDAPEST FILM CO. a jelen szabályzatban meghatározott eljárással és követelményekkel a tiszteleten és tolerancián alapuló szakmai környezet fenntartására törekszik.
2. NYILATKOZAT
THE ROYAL BUDAPEST FILM CO. elvárja minden alkalmazottjától, igazgatósági tagjától, gyakornokától, önkéntesétől, vállalkozójától és annak alkalmazottjától, illetve egyéb szolgáltatójától és annak alkalmazottjától, aki a THE ROYAL BUDAPEST FILM CO. -el együttműködik vagy a munkaterületeken megjelenik, hogy tisztelettel és toleránsan bánjanak egymással, és tartózkodjanak mindennemű megkülönböztetéstől, zaklatástól, a bántalmazástól vagy egyéb tiszteletlen viselkedéstől.
THE ROYAL BUDAPEST FILM CO. nem tolerálja a diszkriminációt, a zaklatásokat, a bántalmazást és a mások irányában tanúsított tiszteletlen viselkedést. Ezek a magatartások megfélemlítő hangulatú, ellenséges légkört vagy sértő munkakörnyezetet teremtenek.
THE ROYAL BUDAPEST FILM CO. alkalmazottai, az igazgatóság tagjai, a gyakornokok, az önkéntesek, a vállalkozók és azok alkalmazottai, a szolgáltatók és alkalmazottai elszámoltathatók/felelősséggel tartoznak a saját viselkedésükért, és elvárás irányukban, hogy mindig tiszteletteljesen és megfelelő módon viselkedjenek.
E szabályzat megsértőivel szemben korrekciós intézkedés alkalmazására kerül sor, amely magával vonhatja végső soron a munka- vagy megbízási szerződés megszüntetését, az illető adott pozícióból történő elmozdítását, a THE ROYAL BUDAPEST FILM CO. helyiségeibe történő belépési jogosultság visszavonását, valamint a THE ROYAL BUDAPEST FILM CO. alkalmazottjaival, megbízottjaival való együttműködés megszüntetését.
3. SZEMÉLYI HATÁLY és ALKALMAZÁSI KÖR
A jelen szabályzatban tiltott, valamint az elvárt magatartásra vonatkozó követelmény valamennyi személyre kiterjed, aki a THE ROYAL BUDAPEST FILM CO. -gyel együttműködik, vagy a munkaterületein jelen van, ideértve az alkalmazottakat, igazgatósági tagokat, gyakornokokat, önkénteseket, megbízottakat és azok alkalmazottait, a szolgáltatókat és azok alkalmazottait.
A jelen szabályzat által tiltott magatartás megvalósulhat személyes, vagy elektronikus kommunikáció által, ideértve az e-mail, internet és egyéb média felületeket akár a THE ROYAL BUDAPEST FILM CO. munkaterületén belül, akár azon kívül használt személyes eszközök útján.
4. FELELŐSSÉG
A szabályzat hatálya alatt a THE ROYAL BUDAPEST FILM CO. valamennyi alkalmazottja, megbízottja és azok alkalmazottai, szolgáltatói és azok alkalmazottai, továbbá bárki más, aki a NADIA 44 munkaállomásain megjelenik, illetve a THE ROYAL BUDAPEST FILM CO. -gyel együttműködik felelősséggel tartozik a tiszteletteljes munkahelyi légkör megteremtéséért és tiszteletben tartásáért.
Az alkalmazottak, gyakornokok, önkéntesek, a megbízottak és azok munkavállalói, a szolgáltatók és azok munkavállalói kötelesek:
· tiszteletteljes és megfelelő magatartást tanúsítani,
· betartani jelen szabályzatot azáltal, hogy nem tanúsítanak semmilyen hátrányos megkülönböztetést, zaklatást, bántalmazást vagy egyéb tiszteletlen magatartást.
· észlelése esetén jelenteni a hátrányos megkülönböztetés, zaklatás, bántalmazás vagy tiszteletlen magatartást,
· részt venni a kivizsgálás folyamatában, amelyre jelen szabályzat megsértése esetén kerülhet sor.
A menedzserek, vezetők és az igazgatósági tagok/ügyvezető kötelesek:
· tiszteletteljes és megfelelő magatartást tanúsítani,
· betartani jelen szabályzatot azáltal, hogy nem tanúsítanak semmilyen hátrányos megkülönböztetést, zaklatást, bántalmazást vagy tiszteletlen magatartást,
· egymás tiszteletén alapuló munkahelyi környezet megteremtését segíteni azáltal, hogy ésszerű lépéseket tesznek annak érdekében, hogy a munkahelyi hátrányos megkülönböztetést, a zaklatást, a bántalmazást és tiszteletlenséget megakadályozzák,
· közbeavatkozni, amennyiben elfogadhatatlan magatartást észlelnek, függetlenül attól, hogy jelentették-e azt,
· megkönnyíteni, támogatni és részt venni a jelentett események kivizsgálásában,
· évente felülvizsgálni a jelen szabályzatot, az eljárásokat és a kapcsolódó folyamatokat.
5. DEFINÍCIÓK
Egymás tiszteletén alapuló munkahelyi környezet: azt a munkahelyi környezet jelenti - mind a THE ROYAL BUDAPEST FILM CO. székhelyén, mind azokon kívül -, amelyben a NADIA 44 alkalmazottai, az igazgatóság tagjai, gyakornokai, önkéntesei, vállalkozói és azok alkalmazottai, szolgáltatói és azok alkalmazottai egymással udvariasok és figyelmesek; kommunikációjuk átgondolt, transzparens és időszerű; a tetteik egymás számára érthetőek és figyelmesek; a visszajelzésük azonnali és konstruktív; a nézeteltéréseket vagy vitákat pedig az érintett felek egymás méltóságának tiszteletben tartása mellett megoldás orientált módon oldják meg.
Az egymás tiszteletén alapuló munkahelyi környezet
· támogatja a pozitív kommunikációt,
· magában foglalja/megragadja a sokféleséget és az egyenlőséget,
· tiszteletben tartja és értékeli a személy méltóságát,
· ösztönzi a tisztességes és tiszteletteljes bánásmódot,
· ösztönöz arra, hogy az emberek végig gondolják, hogy mások miként szeretnék, hogy velük bánjanak, és milyen bánásmódot szeretnének maguk is megtapasztalni,
· ösztönzi a kollegialitást és csapat munkát,
· segíti a befogadó légkör megteremtését,
· elősegíti azt a nyitott környezetet, ahol a véleményeket és ötleteket szabadon meg lehet egymással osztani,
· pozitív visszajelzésekkel ösztönöz, ötletet, javaslatot ad a jól teljesített munkával kapcsolatban.
Tiszteletlen magatartás: a jelen szabályzat által tiltott magatartásokra utal, ideértve a hátrányos megkülönböztetést, zaklatást, bántalmazást. Továbbá tiszteletlen bármilyen olyan magatartás, ami megakadályozza egy olyan munkahely kialakulását, ahol az alkalmazottak, az igazgatósági tagok, önkéntesek, gyakornokok, megbízottak és azok alkalmazottai, valamint a szolgáltatók és azok alkalmazottai tiszteletet, megbecsülést, biztonságot érezzenek.
Panaszos: az a személy, aki úgy ítéli meg, hogy zaklatásban, bántalmazásban, vagy hátrányos megkülönböztetésben volt része és jelen szabályzat hatálya alatt keres jogorvoslatot.
Vizsgálat alá vont személy: az a személy, akiről azt állítják, hogy jelen szabályzatban meghatározott megkülönböztetést, zaklatást, vagy verbális bántalmazást valósított meg.
Vizsgáló: a THE ROYAL BUDAPEST FILM CO. ügyvezető igazgatója vagy általa meghatalmazott személy, aki rögzíti a panasz tényét, és dokumentálja a körülményeket, állításokat.
Tiltott területek: a faj, bőrszín, származás, származási hely, politikai meggyőződés, vallás, családi állapot, fizikai vagy szellemi vagy fizikai fogyatékosság, nem (ideértve a várandósságot), szexuális irányultság, életkor, nemi identitás vagy kifejezés, büntetett előélet, amely nem kapcsolódik a munkaviszonyához vagy egyéb munkavégzésre irányuló jogviszonyához.
Bántalmazás: A zaklatás olyan szándékos, állandó formája, amely során egy vagy több személy megkísérel megfélemlíteni, megalázni, gyötörni, irányítani, szellemi vagy fizikai fájdalmat okozni, elszigetelni egy vagy több embert.
Zaklatás: A zaklatás alapja lehet a “Tiltott területek” pont alatt felsorolt kategóriák valamelyike, vagy személyes zaklatás.
Diszkriminatív zaklatás: Bármely nemkívánatos magatartás, megjegyzés, megjelenítés, cselekvés vagy gesztus, amely a Tiltott területekkel kapcsolatos, és amely negatívan befolyásolja a munkakörnyezetet, vagy amely a munkához kapcsolódó hátrányos zaklatáshoz vezet. A zaklatás magában foglalja azt a magatartást is, amelyről a zaklatásban részt vevő személynek tudnia kell, hogy az a másikkal szemben tolakodó, kéretlen.
Szexuális zaklatás: Bármilyen nemkívánatos magatartás, megjegyzés, megjelenés, cselekvés, gesztus vagy szexuális jellegű kapcsolat. A szexuális zaklatás magában foglalja a nem kívánt fizikai érintkezést, a szexuális töltetű kezdeményezéseket, a szexuális szívességek iránti kéréseket, a szexuális célzást, a szexualitást vagy a szexuális identitást hangsúlyozó szuggesztív vagy sértő megjegyzéseket vagy gesztusokat, valamint minden olyan magatartást, amely észszerűen vezet ahhoz a feltételezéshez, érzethez, hogy szexuális jelleg kapcsolódik az adott ember munkájához, foglalkoztatásához illetőleg annak jele jelen van az adott munkahelyen.
Személyes zaklatás: A zaklatás azon fajtája, amely nem kapcsolódik a fenti Tiltott területek egyikéhez sem. A személyes zaklatás minden olyan nem megfelelő magatartás, észrevétel, megjelenítés, cselekvés vagy gesztus, amelyet egy személy egy másik személlyel szemben elkövet, és amelyről tudnia kellene, hogy a másik ember számára megalázó és alkalmas arra, hogy a másik személyt megfélemlítse.
A személyes zaklatás megvalósulhat a) ismétlődő megatartás, megjegyzések, egyéb tettek, gesztusok által, vagy b) egyetlen súlyos magatartás, megjegyzés, megjelenítés, cselekvés vagy gesztus által, amely tartós, káros hatást gyakorol az emberre.
A személyes zaklatás magában foglalja a verbális vagy fizikai bántalmazást, a fenyegetéseket, az erőszakot, a zaklatásokat, a sértéseket, a lekicsinylő megjegyzéseket vagy a megfélemlítést, és a zaklatás finomabb formáit, például a nem kívánt verbális gesztusokat, a manipulációt, a személy figyelmen kívül hagyását vagy elszigetelését, vagy egyéb hátrányos olyan bánásmódot, amelyre nincs jogszerű és megalapozott munkahelyi jogalap.
Nem valósítanak meg bántalmazást és zaklatást az alábbiak:
A munkaerő irányítása: Zaklatás történhet a hatalommal való visszaélés miatt. Azonban az alkalmazottak, az alvállalkozók és alkalmazottaik, a szolgáltatók és alkalmazottai jóhiszemű, munkához kapcsolódó felügyelete, irányítása nem minősül zaklatásnak. Nem minősülnek zaklatásnak a munkakörülmények megváltoztatása, a korrekciós intézkedéseket, a munkaviszony vagy egyéb jogviszony megszüntetése, a munkaterheléssel és a határidőkkel kapcsolatos döntések, a teljesítményértékelés, az áthelyezések, a munkaköri feladatok megváltoztatása, az elbocsátások, az átszervezések, kivéve, ha az ilyen magatartást sértő vagy fenyegető módon hajtják végre, vagy ezen intézkedések célja az érzelmi, lelki bántalmazás.
A vezető vagy a superviser nem valósít meg zaklatást, ha informálisan vagy formálisan kivizsgálja a munkahelyen bekövetkező vagy a munkahelyen fellépő aggodalomra okot adó magatartásokat és eseteket az alkalmazottak, a megbízottak és alkalmazottaik, a szolgáltatók és alkalmazottaik meghallgatásával, kivéve, ha az interjút visszaélésszerű vagy fenyegető módon folytatják le, vagy érzelmi kárt okoznak.
Nem zaklatás a vezető részéről, amikor a vizsgálat során figyelmezteti az alkalmazottakat, a megbízottakat és alkalmazottaikat, a szolgáltatókat és alkalmazottaikat e szabályzat megszegéséből eredő jogkövetkezményekre, ideértve a vizsgálatok során tanúsított együttműködés hiányát, a bántalmazás vagy a zaklatás jelentésének elmulasztását is. A titoktartási kötelezettség megsértése és a korrekciós intézkedések alkalmazása a Vizsgálat alá vont személlyel, azon személy ellen, aki panasszal él, jelen szabályzat hatálya alatti vizsgálatban részt vesz, vagy aki a panasszal élő, vagy a vizsgálatban részt vevő személyt támogatja
nem minősül zaklatásnak.
6. ELJÁRÁSOK
THE ROYAL BUDAPEST FILM CO. tudomásul veszi, hogy időről időre nézeteltérések vagy konfliktusok merülhetnek fel a munkahelyen. Ha ez bekövetkezik, akkor elvárja, hogy az alkalmazottak, a vállalkozók és alkalmazottaik, a szolgáltatók és azok alkalmazottai tiszteletteljes és nyílt vitával időben megoldják a nézeteltéréseket vagy konfliktusokat.
THE ROYAL BUDAPEST FILM CO. elvárja a diszkrimináció, a zaklatás, a bántalmazás vagy más tiszteletlen magatartás minden esetének azonnali jelentését.
Ezen szabályzat hatálya alatt a zaklatással vagy bántalmazással kapcsolatos panaszok önállóan és közvetlenül kezelhetők, vagy jelenthetők a THE ROYAL BUDAPEST FILM CO. ügyvezető igazgatójának. A panaszt előterjesztő magánszemély (a Panaszos) közvetlenül a Vizsgálat alá vont személlyel kommunikálhat, vlamanit egy informális vagy formális folyamat útján kereshet megoldást az alábbiakban leírtak szerint.
· A panaszokat haladéktalanul elő kell terjeszteni, de legkésőbbaz incidens (vagy incidensek sorozatának esetén az utolsó esemény) bekövetkezésétől számított 6 hónapon belül.
· A Panaszos bármikor kérheti a panasz megszüntetését vagy részvételét a panasztételi folyamatban. A THE ROYAL BUDAPEST FILM CO. mérlegeli ezt a kérést, és fenntartja magának a jogot, hogy folytassa a folyamatot, vagy megtegyen minden egyéb szükséges intézkedést annak biztosítására, hogy a munkahelyi diszkriminációval, zaklatással vagy bántalmazással kapcsolatos eseteket megfelelően kezeljék.
Közvetlen kommunikáció
THE ROYAL BUDAPEST FILM CO. a Panaszost, aki úgy véli, hogy hátrányos megkülönböztetés, zaklatás vagy bántalmazás érte, arra ösztönzi, hogy az ügyet ismertesse a Válaszadóval.
A Panaszos kommunikálhat szóban vagy írásban a Vizsgálat alá vont személlyel, vagy dönthet úgy is, hogy egy őt támogató személy elkísérje. A Panaszosnak le kell írnia a Vizsgálat alá vont személynek, hogy mi volt a nem kívánt magatartást, annak hatását, és kérnie kell a magatartás leállítását.
Formális döntés
Ha informális folyamat során nem sikerül megoldani az ügyet, vagy ha a Panaszos nem kívánja informálisan megoldani az ügyet, a Panaszos formális panaszt indíthat. A formális panaszból fakadó eljárást mihamarabb meg kell indítani, de nem később, mint az utolsó incidenstől vagy állítólagos magatartástól számított 6 hónapon belül.
7. TITOKTARTÁS
A diszkriminációval, zaklatással vagy bántalmazással kapcsolatos panaszok kezelése bizalmas jellegű személyes adatok gyűjtésével, felhasználásával és nyilvánosságra hozatalával jár. Annak érdekében, hogy a diszkriminációt, zaklatást vagy bántalmazást megtapasztalt személyek szabadon előhozhassák/terjeszthessék a panaszukat, valamint a panasz által érintettek érdekei megfelelő védelemben részesülhessenek, szükséges az információk bizalmas/titkos kezelése.
Az adatok bizalmasan történő kezelése nem azonos a névtelenséggel. A hátrányos megkülönböztetéssel, zaklatással vagy bántalmazással kapcsolatos panaszokban érintetteknek minden erőfeszítést meg kell tenniük annak érdekében, hogy a panaszra vonatkozó információkat a lehető legteljesebb mértékben bizalmasan kezeljék, addig a mértékig, amely nem akadályozza a probléma megfelelő és tisztességes kivizsgálását és megoldását. Bár minden erőfeszítést meg kell tenni a panasz bizalmasságának/titkosságának megőrzése érdekében, a Panaszosnak tudomásul kell vennie, hogy köteles a Vizsgálat alá vont személlyel megismertetni a panasz részleteivel kapcsolatos információkat, beleértve a Panaszos nevét, és a Vizsgálat alá vont személynek lehetőséget kell kapnia a válaszadásra. Ezenkívül a Vizsgáló meghallgathat más személyeket, akik releváns információval rendelkezhetnek és / vagy akik tanúi lehettek a vonatkozó esemény(ek)nek. A megfelelő és tisztességes vizsgálat lefolytatásához, valamint a korrekciós és / vagy javító intézkedések végrehajtásához szükséges neveket és részleteket fel kell tárni.
A szabályzat hatálya alatt benyújtott panaszokra vonatkozó minden információ bizalmasan kezelendő, különösen védett adatnak minősül a vonatkozó jogszabályok alapján. A THE ROYAL BUDAPEST FILM CO. a panasszal kapcsolatosan nyilvánosságra hozott összes információt bizalmasan kezeli, ezeket az információkat biztonságos helyen tárolja, és csak a THE ROYAL BUDAPEST FILM CO. ügyvezető igazgatója vagy a társaság tulajdonosa érheti el.
Bárki, akiről kiderül, hogy a panasz bármely aspektusának titkosságát megsértette, úgy tekinthető, hogy megsértette jelen szabályzatot, és számos korrekciós intézkedésre kerülhet sor, akár a munkaviszony vagy a szerződés felmondásra vagy adott pozícióból való eltávolításra.
8. VALÓTLAN PANASZOK
THE ROYAL BUDAPEST FILM CO. elismeri, hogy a diszkriminációval, zaklatással vagy bántalmazással kapcsolatos hamis vádak súlyos következményekkel járhatnak az ártatlan emberekre. Bárki, aki komolytalan, bosszúálló vagy gonosz panaszt tesz, megállapítható, hogy megsértette ezt a szabályzatot, és korrekciós intézkedéseknek vethető alá, amely akár a munkaviszony vagy a szerződés felmondásával, vagy a pozícióból való eltávolítással járhat.
9. MEGTORLÁS
Tilos a megtorlás azon személy ellen, aki panasszal él, jelen szabályzat hatálya alatti vizsgálatban részt vesz, vagy aki a panasszal élő, vagy a vizsgálatban részt vevő személyt támogatja. Megtorló magatartás tanúsítása korrekciós intézkedések foganatosításával járhat, amelyek köre egészen a munkaviszony vagy megbízási jogviszony megszüntetéséig, vagy valamely pozícióból történő elmozdításig is terjedhet.
10. VEGYES RENDELKEZÉSEK
A szabályzatokkal kapcsolatos kérdések megválaszolására a THE ROYAL BUDAPEST FILM CO. ügyvezetője vagy a társaság tulajdonosa jogosult.
THE ROYAL BUDAPEST FILM CO. ("Data Controller") hereby informs the members of the production team ("Data Subject" or "You") in accordance with the provisions of Regulation No. 2016/679 of the European Parliament and of the Council on the General Data Protection Regulation (hereinafter: "GDPR") concerning the processing of personal data in connection with the contracts for production/creation of all productions.
This privacy policy forms an integral part and annex of the contract between the Data Controller and the Data Subject. The contracted partner is obliged to hand over this privacy policy to the natural person employee or agent involved in the data processing and is obliged to prove this to the Data Controller.
Data Controller: THE ROYAL BUDAPEST FILM CO. Mailing address: H-1054 Budapest, Aulich street 8. 2. floor. 5. E-mail: barbara@royalbudapest.com. Website of Data Controller: www.royalbudapest.com
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Data Controller retains the data:
· Until the failure of the conclusion of the contract
· In the event the contract enters into, until the termination thereof.
· In the event contract is terminated, Data Controller shall not delete the data, it shall retain the data until the end of the limitation period of the claims (civil law, tax law related) arising from the contract.
name and phone number of the person to be notified in case of an accident. In the event of an unexpected accident/circumstance, contact the relative concerned.
Explicit, voluntary and well - informed consent of the data Subject. Until the end of the shooting of the Film, i.e. predictably July 9, 2021. Data related to the completion of the contract (including the data connected to settlements between the parties and amendment of the contract)
Execution of the contract, enforcement of claims arising from the contract, compliance with accounting obligations.
· If the contracting person is a natural person, the legal basis is the preparation and performance of the contract to be concluded.
· If the contracting party is a legal entity, the legal basis is the legitimate interest of Data Controller to enter into contract.
· In case of accounting documents and posting orders arising in connection with a contract, the legal basis for data processing is the legal obligation arising from tax and accounting legislation.
Data Controller retains the data:
· Until the termination of the contract.
· After the termination of the contract, the Data Controller will not delete the personal data, but will retain them based on a legitimate interest until the end of the statute of limitations for the claims arising from the contract (civil law, tax law or accounting).
Contact details specified in the contract. Sharing contact information with crew members to ensure proper work organization and film production. Explicit, voluntary, and well - informed consent of the Data Subject Until the end of the Film production.
B. Personal data processed during measures related to the Covid-19 virus
Processed data
Purpose of data processing
Legal basis of data processing
Data retention
Name, address, and information on health status and stay abroad. Ensuring safe conditions for staff during filming. The legitimate interest of the Data Controller in ensuring healthy and safe working conditions. The Data Controller shall keep the questionnaire containing the personal data of the Data Subject until the last day of the filming, presumably by 9 July 2021.
C. Marketing/Film presentation
Data processed
Purpose of data processing
Legal basis of data processing
Data retention
Name, phone number, e-mail address of the person concerned
Marketing activities related to the participants in the production and an invitation to the presentation of the Film.
· If the contracting person is a natural person, the legal basis is the preparation and performance of the contract to be concluded.
· If the contracting party is a legal entity, the legal basis is the legitimate interest of Data Controller to prepare and to perform the contract.
The Data Controller shall process the data until the end of the production at the latest unless the data is stored in accordance with the provisions of the section “Preparation and performance of contracts”.
Information relating to the transfer of data, Data Controllers, personal data provided to the Recipient, Activity performed by the Data Controller Nemzeti Filmintézet Közhasznú Nonprofit Zrt. (H-1145 Budapest, Róna street 174, N building, tax number: 23376159-2-42).
https://nfi.hu/hu/rolunk/adatkezelesi-tajekoztatok/adatkezelesi-tajekoztatok-cikkek/a-nemzeti-filmintezet-kozhasznu-nonprofit-zrt-mozgokepszakmai-celokra-eloiranyzott-forrasok-elosztasaval-osszefuggo-palyazatkezelesevel-kapcsolatos-adatkezelesrol
name, place of birth, time, mother's name, registered office, identity card number, sole proprietorship registration number
Pursuant to the contract concluded with the sponsor, the Data Controller is obliged to transmit certain data.
The sponsor checks the eligibility for the grant.
Nemzeti Filmiroda (H-1027 Budapest, Kacsa street. 15-23.)
name, place of residence, date of birth, mother's name, identity card number, tax ID
The condition for the tax benefits available in connection with the creation of the Film is the provision of data to the Film Office.
Eligibility for support is checked by the film office.
Staff member of Data Controller
Name, phone number, e-mail
work organization, disposition, flow of production information
Data processors
Personal data provided to the recipient
Activity performed by a data processor
THE ROYAL BUDAPEST FILM CO.
name, date of birth, place of birth, address, phone number, email address, ID card number, TAJ number, tax identification number, license plate, department, position, starting date, company name, form of taxation (whether You are a sole proprietor subject to Act CXLVII of 2012 on the Fixed-rate Tax of Small Taxpayer Enterprises and Small Company Tax, i.e. KATA), registered office, tax number, registration number, name of representative.
Production and distribution of the Film.
Europrompt - Consult Kft. (H-1016 Budapest, Mészáros street 40.)
(Accountant)
name, place and date of birth, mother's name, registered office, identity card number, sole proprietor registration number, test result
Getting to know the information needed to perform accounting activities.
Nemzeti Oltóközpont Kft. (H-1134 Budapest, Váci street 70.)
name, place of birth, time, mother's name, address, TAJ number, identity card number
Perform PCR tests.
CONNECTICKET "UTAZÁS" Szolgáltató Korlátolt Felelősségű Társaság (Company reg.no. 01-09-920302, registered office: H- 1052 Budapest, Szép s. 2.)
name, place of birth, time, mother's name, address, identity card number
Purchase of airline tickets.
Person entrusted with producer tasks.
name, date of birth, place of birth, address, phone number, email address, ID card number, TAJ number, tax identification number, license plate, department, position, starting date, company name, form of taxation (whether You are a sole proprietor subject to Act CXLVII of 2012 on the Fixed-rate Tax of Small Taxpayer Enterprises and Small Company Tax, i.e. KATA), registered office, tax number, registration number, name of representative.
Inspects the work of the financial officer, cashier and the production supervisor, along with the existence of COVID 19 statements.
Verification of compliance with the safety requirements of the production.
Person entrusted with cashier duties
name, date of birth, place of birth, address, telephone number, email address, ID card number, TAJ number, tax identification number, license plate, department, position, starting date, company name, form of taxation (whether You are a sole proprietor subject to Act CXLVII of 2012 on the Fixed-rate Tax of Small Taxpayer Enterprises and Small Company Tax, i.e. KATA), registered office, tax number, registration number, name of representative.
Preparation of contracts, support of the contracting process.
Person in charge of production supervision
Controls contract preparation, contracting and contract execution processes, COVID 19 declarations.
The Data Controller will not transfer personal data to a recipient other than the one named above, unless the transfer is mandatory by law, authority, or court order.
RIGHTS OF THE DATA SUBJECT RELATED TO THE DATA PROCESSING, POSSIBILITIES OF ENFORCEMENT
The Data Subject may request the Data Controller to access, correct or delete personal data concerning him or her, and in certain cases may also request restrictions on the processing of the data. In connection with data processing, where the legal basis of the data processing is the legitimate interest of the Data Controller, Data Subject may object to the processing of his/her personal data.
The Data Subject may request the release of personal data processed about him or her in a machine-readable format (right to data portability), provided that the legal basis for the data processing is the Data Subject's consent. The Data Subject shall also have the right to lodge a complaint with the supervisory authority and to seek remedy.
A) Right to access
The Data Subject has the right at any time to request information on whether and how his / her personal data is processed by the Data Controller, including the purposes of the data processing, the recipients to whom his / her data has been communicated or the retention period, any rights related to the data processing. During the exercise of the right of access, the Data Subject is also entitled to request a copy of the data; in the case of an application submitted electronically, the Data Controller shall provide the requested information electronically (in pdf format) unless otherwise requested by the Data Subject. If the Data Subject's right of access adversely affects the rights and freedoms of others, in particular the trade secrets or intellectual property of others, the Data Controller shall be entitled to refuse the Data Subject's request to the extent necessary and proportionate.
B) Rights to rectification
The Data Controller shall correct or supplement the personal data concerning the Data Subject upon its request. If there is any doubt about the corrected data, the Data Controller may call on the Data Subject to prove the revised data to the Data Controller in an appropriate manner, primarily by a document. If the Data Controller has communicated the personal data covered by this right to another person (i.e. a recipient such as a data processor), the Data Controller shall inform these persons immediately after the correction of the data, provided that this is not impossible or does not require a disproportionate effort from the Data Controller. Upon request, the Data Controller shall inform the Data Subject of these recipients.
C) The right of cancellation ("the right to be forgotten")
If the Data Subject requests the deletion of any or all of his / her personal data, the Data Controller shall delete the data (s) without undue delay if:
· the Data Controller no longer needs the personal data for the purpose for which they were collected or otherwise processed;
· the processing is based on the Data Subject's consent, but the consent has been withdrawn by the Data Subject and there is no other legal basis for the data processing;
· the personal data has been unlawfully processed by the Data Controller, or
· the deletion of personal data is necessary to fulfill a legal obligation.
If the personal data covered by this right have been communicated by the Data Controller to another person (ie a recipient such as a data processor), the Data Controller shall inform these persons immediately after the deletion, provided that this is not impossible or does not require a disproportionate effort from the Data Controller. Upon request, the Data Controller shall inform the Data Subject of these recipients. The Data Controller is not always obliged to delete personal data, especially e.g. in the event that the data processing is necessary for the submission, enforcement or protection of legal claims.
D) The right to restrict data processing
You may request a restriction on the processing of your personal data in the following cases:
· the Data Subject disputes the accuracy of the personal data - in this case the restriction applies to the period of time that allows the controller to verify the accuracy of the personal data;
· the processing is unlawful, but the Data Subject opposes the deletion of the data and instead requests that their use be restricted;
· the Data Controller no longer needs the personal data for the purpose of data processing, but the Data subject requests them in order to submit, enforce or protect legal claims, or
· the Data Subject has objected to the data processing - in this case the restriction applies for the period until it is determined whether the legitimate reasons of the Data Controller take precedence over the legitimate reasons of the Data Subject.
Restriction of data processing means that the Data Controller does not process the personal data affected by the restriction, except for storage, or only to the extent to which the Data Subject has consented, or in the absence of such consent the Data Controller may process data necessary to protect the rights of another natural or legal person or in the overriding public interest of the Union or of a Member State of the European Union. The Data Controller shall inform the Data Subject in advance of the lifting of the restriction of data processing. If the Data Controller has communicated the personal data covered by this right to another person (ie recipient, such as a data processor), the Data Controller shall immediately inform these persons of the restriction of data processing, provided that this is not impossible or does not require a disproportionate effort from the Data Controller. At the request of the Data Subject, the Data Controller shall inform these recipients.
E) Right to protest
If the legal basis for the data processing concerning the Data Subject is the legitimate interest of the Data Controller or a third party, the Data Subject has the right to object to the data processing. The Data Controller is not obliged to grant the protest if the Data Controller proves that
· the processing is justified by compelling legitimate reasons which take precedence over the interests, rights and freedoms of the Data Subject;
· the data processing is related to the submission, enforcement or protection of the Data Controller's legal claims.
F) Right to Data Portability
The Data Subject has the right to receive the personal data concerning him / her made available to the Data Controller in a structured, widely used, machine - readable format (eg by e - mail) and to transfer this data directly to another Data Controller. In case of exercising the right to data portability, the Data Controller will comply with the Data Subject's request in pdf format.
G) Right of complaint, right of appeal
If the Data Subject considers that the processing of his or her personal data by the controller infringes the provisions of data protection law in force at any given time, in particular the General Data Protection Regulation, he or she shall have the right to complain to the competent data protection supervisory authority of the Member State of residence. In Hungary, a complaint can be lodged with the National Data Protection and Freedom of Information Authority (“NAIH”). Contact information for NAIH:
Website: http://naih.hu/ Phone no.: +36-1-391-1400
Address: 1055 Budapest, Falk Miksa utca 9-11 Fax: +36-1-391-1410
Mailing address: 1363 Budapest, Pf.: 9. E-mail: ugyfelszolgalat@naih.hu
The Data Subject also has the right to complain to another supervisory authority, in particular the supervisory authority established in the Member State of the European Union where he or she has his or her habitual residence, place of employment or suspected infringement.
Irrespective of the right to complain, the data subject may also apply to a court in the event of such a violation of the law. In the case of the Data Controller, the competent court is the Metropolitan Court, however, the Data Subject may also initiate a lawsuit before the court of his or her place of residence. The contact details of the courts in Hungary can be found at the following link: http://birosag.hu/torvenyszekek.
The person concerned may also bring an action before the competent court of the Member State in which he or she has his or her habitual residence if the person concerned has his or her habitual residence in another Member State of the European Union. The Data Subject is also entitled to appeal to a court against a legally binding decision of the supervisory authority.
The Data Subject shall also have the right to a judicial remedy if the supervisory authority does not deal with the complaint or does not inform the Data Subject of the procedural developments or the outcome of the complaint within three months. The Data Subject shall have the right to entrust a non-profit organization or association established in accordance with the law of a Member State of the European Union, whose statutes and stated objectives are to serve the public interest and to protect the rights and freedoms of Data Subjects with regard to personal data.
Automated decision making, profiling
In the course of data processing of the Data Controller concerning the Data Subjects, no automated decision-making or profiling takes place.
Deadline for replying to the Data Subject 's request
The Data Controller shall ensure that if the Data Subjects exercise any rights in relation to the data processing and contact the Data Controller in this regard, Data Controller responds to such requests without undue delay, but no later than 25 days, except in the case of withdrawal of consent when Data Controller shall take immediate action on the erasure of data processed under Data Subject’s consent. If the Data Subject has submitted the application electronically, the information should, if possible, be provided electronically.