HUEN
NON-DISCRIMINATION POLICY
Professional performance decides, nothing else
Our crews are made up of people from several countries, and work on our sites runs in several languages at once. That is a strength. For it to stay one, it has to be said plainly what we base decisions about people on — and what we will not tolerate.
This policy applies to every employee, manager, agency worker and subcontractor of Profix Építőipari és Kivitelező Kft., on every site, and at every stage of recruitment. Where a client imposes a stricter requirement, that applies.
01 · What is prohibited
Direct and indirect discrimination, harassment, unlawful segregation and retaliation are prohibited on any of the following grounds:
sex · age · nationality, origin, colour · native language · citizenship · religion or belief · political opinion · disability or health status · sexual orientation · marital status, pregnancy, parenthood · financial situation · trade-union membership
- None of these plays any part in recruitment, pay, assignment, promotion, selection for training, or termination.
- Our job advertisements state no age, sex or nationality requirement, except where the nature of the role lawfully requires it.
- Equal pay for work of equal value applies across nationalities: Hungarian and foreign workers in the same role are treated identically.
02 · Harassment and degrading treatment
Harassment means any conduct related to the characteristics above that creates an intimidating, hostile or humiliating environment. It includes nicknames, "jokes" mocking someone's nationality or accent, sexual innuendo, and public humiliation.
- The tone on site may be blunt, but it may not be personal or degrading. An instruction is not a shout.
- "That's how it's done here" and "I was only joking" are not defences.
- Holding a position of authority is an aggravating circumstance, not an excuse.
03 · Language and safety
A language gap must never be the reason a safety instruction is misunderstood. Safety training and site instructions are delivered in a language each person understands, using an interpreter or a bilingual gang leader where needed. Someone who does not understand an instruction is not at fault: the failure to communicate is ours.
04 · Accessibility and reasonable adjustment
Where a colleague has reduced working capacity or a health limitation, we examine what reasonable adjustment would allow the role to be performed: equipment, working-time arrangements or redistribution of tasks. If the role cannot be performed safely, we say so in writing with reasons, and examine whether another suitable position exists.
05 · Reporting and procedure
Anyone who experiences or witnesses discrimination or harassment should raise it with their line manager, the site manager, or directly with management at info@profixepszer.hu. Reports may be made anonymously and in any language the reporter understands.
We investigate within 30 days, hearing all parties. Where justified, we separate those involved for the duration — but never to the reporter's detriment.
Retaliation is prohibited. A good-faith reporter may not be dismissed, transferred, deprived of work or removed from site because of the report, even if it ultimately proves unfounded.
06 · Consequences
A proven breach carries employment consequences ranging from a warning to summary dismissal. For a subcontractor it means removal from site and termination of contract. Compliance is checked during site walks, and the policy is reviewed annually. The Hungarian version governs; this English edition is provided for information.