Karin Act

Information and a channel for reporting workplace harassment, sexual harassment, and violence in the workplace, in accordance with Law 21.643. All reports are handled with strict confidentiality and protective measures from the moment they are received.

What's Covered

Law 21,643, known as the Karin Law, amended the Labor Code to prevent, investigate, and punish workplace harassment, sexual harassment, and violence in the workplace. It has been in effect since August 1, 2024.

Workplace Harassment

Assault or harassment, by any means and even if it occurs only once, that causes harm, mistreatment, or humiliation, or that threatens or harms the employment status or job opportunities of the person on the receiving end.

Sexual Harassment

Unwanted sexual advances, made in an inappropriate manner by any means and without the consent of the recipient, that threaten or harm the recipient’s employment status or job opportunities.

Violence in the Workplace

Behaviors by individuals outside the employment relationship, such as customers, suppliers, or users, that affect Electrogas employees in the course of their work.

Protocol and Procedure

We have a protocol for the prevention, investigation, and disciplinary action regarding sexual harassment, workplace harassment, and workplace violence, as well as an investigation procedure incorporated into our Internal Regulations, as required by law.

Prevention Protocol

It identifies risks, defines how to prevent them, and is communicated to everyone who works at Electrogas.

Investigation Within 30 Days

Within 3 days of the complaint being filed, an internal investigation is initiated or the case is referred to the Labor Inspectorate. The investigation is concluded within a maximum of 30 days.

Protective Measures

Once a complaint is received, protective measures are immediately taken, such as separating work areas, adjusting work schedules, or providing early psychological support through the ACHS.

Conclusions and Actions

The report is sent to the Labor Inspectorate, which has 30 days to issue a ruling. Once the ruling is issued, or if that deadline expires, the measures or sanctions are implemented within 15 days, and both parties are notified.

Karin Act Reporting Channel

You can file a complaint in writing or verbally. Your complaint will be handled exclusively by the Human Resources Department and General Management.

What to Include

The name, tax ID number, and personal email address of the affected person; the identity of the person or persons being reported and their position, if known; the affected person’s relationship to them; and what happened, when, and where. If there are witnesses or other relevant details, you can include them.

Who Conducts the Investigation

A designated individual with training in harassment, gender, or fundamental rights who has no connection to the incident. The investigation may also be conducted by an external investigator or the Labor Inspectorate.

In writing
: Email confianzalaboral@electrogas.cl. Only the Head of Human Resources and the General Manager have access to this email address.

Verbally
: Report it to your direct supervisor or any manager at the company. A report will be prepared, which you will sign, and you will receive a copy.

If the complaint involves someone from Human
Resources: Do not use the complaint email address. Submit it directly to the General Manager, either verbally or in writing, or to the Labor Department.

Confidential

The entire procedure is conducted in strict confidence.

With a receipt

Protective measures are taken as soon as the complaint is received.

With a deadline

The investigation will be completed within a maximum of 30 days.

No Retaliation

No one may be harmed for reporting in good faith.

Department of Labor

You can file your complaint with the Labor Directorate, either online through the Mi DT portal or at any Labor Inspection Office. If we receive your complaint, we can also forward it to the Labor Inspection Office for investigation.

Frequently Asked Questions

Yes. The entire process is conducted in strict confidence. The information is known only to those involved in the process and the Department of Labor.

No. Your account is sufficient. If you have witnesses, emails, messages, photographs, or other supporting evidence, you may submit them.

Precautionary measures are taken, and within 3 days, an internal investigation is initiated or the case is referred to the Labor Inspectorate. Both parties are heard and may present witnesses and evidence. The investigation is concluded within a maximum of 30 days; its findings are sent to the Labor Inspectorate, and both parties are informed of the measures taken.

Yes. You can access psychological care through the ACHS, our agency responsible for administering Law 16.744.

Certain incidents, such as physical assault, sexual abuse, or threats, may constitute crimes. In that case, you can file a report with the District Attorney’s Office, the Carabineros, or the PDI. This report is separate from any report you file with your employer, and you can file both.

Public Prosecutor’s Office: 600 333 0000, at www.fiscaliadechile.cl, or at any prosecutor’s office.

Carabineros: 133 or at any police station.

PDI: 134 or at any PDI station.

The company will provide you with the necessary assistance to file the complaint.

No. Reporting a matter in good faith cannot have any negative consequences for your job.