Department of Chemistry

Lund University

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Work environment

Work environment policy

Everyone should feel secure and have the chance to prosper at CAS. We follow Lund University Work environment and health policies, read more here: 

Safety regulations

Kemicentrum has a web-based safety handbook providing information about our safety, health, and environmental policies and procedures, which is mandatory knowledge for all working and studying at Kemicentrum: 

In case of emergency evacuation:

  1. If there is an alarm in your building you must always evacuate and go to your assembly point.
  2. You shall promptly interrupt your work in a safe and secure manner.
  3. Work being carried out in a ventilation hood shall be interrupted in such a way that safety will be maintained even if the work materials will remain standing for a more extended time period.  Then the hood shall be closed.
  4. In each room, check that no persons are left behind.  Then close the door.
  5. Bring your coat, keys and mobile phone if it possible without delaying the evacuation.
  6. All personnel shall go to the reassembly point.
  7. Do not return to the building until authorisation is given from Kemicentrum, Lund University security staff.

Victimisation and harassment

Lund University does not accept victimisation and harassment. What are victimisation and harassment? Read here: 

if you feel you have been, or have witnessed someone else being, subjected to victimisation or harassment, this is what you what you should do:

  1. Report the incident to your supervisor/PI of your research group.
  2. If this is not possible, you can contact the next level of management, the head of CAS (see )
  3. If this is not possible, you can contact the next level of management, the head of the department, KILU (see ) 
  4. You may also as an alternative report the incident directly through Lund University’s incident report procedure ( )

What happens when you report?

Your manager will start an investigation in which you are given the opportunity to recount what happened, who was involved and your experience of it. The investigator, who may be your manager or a person appointed by them, will also speak with the perceived perpetrator, as well as with any other people who have something important to contribute to the investigation.

The aim of the investigation is to clarify the course of events, but also to determine whether the incident falls within the framework of the Discrimination Act’s definitions of harassment, sexual harassment and victimisation.

Your manager is responsible for ensuring that the victimisation or harassment ceases and is to work to prevent it happening again.

Prohibition against reprisals

If you have reported discrimination or pointed out that your employer is breaking the law, the Discrimination Act protects you from punishment in the form of reprisals. This protection also applies to someone collaborating in an investigation pursuant to the Discrimination Act or to someone who has rejected or given in to harassment or sexual harassment.

Reprisals might take the form of employment not being extended, a low salary increase, or being given too much or too little to do at work, for example.

What support is available?

Contact your employee organisation for support and advice during the investigation. You can also contact the Occupational Health Service for consultation ( )