The use of the webpages and services provided to the visitor/user by the website https://www.chateau-lazaridi.com, owned by NIKOS LAZARIDIS S.A. (hereinafter referred to as “the Company”), presupposes your unconditional agreement with this Privacy Policy regarding the protection of personal data on this website. Therefore, the visitor/user is required to carefully read the contents of this page before using the services of our website. If you do not agree, you should leave the website and make no use of its services and content.
This Privacy Policy may be amended from time to time in accordance with legislation or industry developments. We will not explicitly notify our customers or website users of such changes. Instead, we recommend checking this page periodically for any modifications to this Privacy Policy. Continued use of https://www.chateau-lazaridi.com, even after any changes, constitutes your unconditional acceptance of these terms.
Protection of Personal Data
We collect and process your personal data only when it is absolutely necessary.
We will never sell, rent, distribute, or in any way disclose your personal data.
If you are under 16 years of age, you must obtain parental consent before using the services of this website.
Applicable Legislation
In addition to our internal IT systems, this website is designed to comply with the following laws/regulations regarding the protection of personal data of its users:
- EU Data Protection Directive 1995 (DPD)
- EU General Data Protection Regulation 2018 (GDPR)
Personal Information Collected by This Website and Purpose of Collection
Website Traffic Monitoring
Like most websites, this site uses Google Analytics (GA) to monitor user activity. We use these data to determine the number of visitors, understand how they find and navigate our pages, and track their journey through the site.
Although GA records data such as your geographical location, device, web browser, and operating system, none of these details can personally identify you to us. GA also records your computer’s IP address, which could potentially identify you, but Google does not grant us access to it. We consider Google to be a third-party data processor compliant with European legislation requirements.
Contact Forms and Email Links
If you choose to contact us using a contact form or an email link, none of the data you provide will be stored on this website, transferred to, or processed by any third-party data processors (as defined in the section “Our Third-Party Data Processors” below). Instead, this data will be sent to us via email using the Simple Mail Transfer Protocol (SMTP). Our SMTP servers are protected by TLS (sometimes known as SSL), meaning that the email content is encrypted before being sent over the Internet. The email content is decrypted on our local computers and devices.
Google Analytics Cookies
Google Analytics cookies are performance/analytics cookies that allow us to collect anonymous information on how visitors use our site. They may inform us about the number of visitors, the time and duration of access, and the navigation patterns of visitors within the site. This information helps us improve our website’s functionality.
All data are anonymous and contain no personal information.
The information collected via Google Analytics cookies regarding our website is transmitted to and stored by Google in accordance with Google’s privacy policy.
More details on Google Analytics can be found at:
https://support.google.com/analytics/answer/6004245
You can opt out of Google Analytics tracking at:
https://tools.google.com/dlpage/gaoptout?hl=en-GB
If you disable these cookies, your use of the site will not be tracked or included in our analytics. The functionality of the site will not be affected.
Website Cookies
This website uses cookies during your visit. Cookies may originate from our website (first-party cookies) to support its operational functionality and provide personalized services tailored to your needs, or from third parties (third-party cookies), such as advertising providers.
Users may delete cookies through their browser settings if they wish.
About This Website’s Server
All web traffic (file transfers) between this website and your browser is encrypted and transferred via HTTPS using Secure Sockets Layer (SSL).
Our Third-Party Data Processors
We use several third-party providers to process personal data on our behalf. These providers have been carefully selected to comply with the legislation referenced herein.
Data Breaches
For any personal information stored in our database, all necessary security measures will be taken to protect it.
We will report any unlawful breach of this website’s database—or the database of any third-party data processor—to all relevant parties and authorities within 72 hours of the breach, provided it is evident that identifiable personal data has been stolen.
WineClub Registration
For your registration in the WineClub, we use a third-party service provider (Mailchimp) which applies and complies with all procedures set out in the General Data Protection Regulation (GDPR). The management of the registered information will be handled by NIKOS LAZARIDIS S.A.
POLICY FOR THE ELIMINATION OF DISCRIMINATION, VIOLENCE AND HARASSMENT IN THE WORKPLACE
PREAMBLE
The company NIKOS LAZARIDIS O.V.G.E. complies with all measures and obligations concerning the implementation of the provisions of Part II of Law 4808/2021 for the prevention and combating of all forms of violence and harassment based on gender and sexual harassment.
Within the corporate working environment, we respect the dignity of all employees, to whom equal opportunities for advancement and development are provided. Human rights define our working framework and constitute our fundamental corporate value. The Company demonstrates zero tolerance for incidents of violence and harassment in the workplace and fully adopts this policy as expressed herein regarding the elimination of violence and harassment in the workplace.
PURPOSE
The purpose of this policy is to prevent and combat any form of discrimination based on personal characteristics and choices, as well as any form of violence and harassment that occurs during work, is connected to work, or arises from work.
DEFINITIONS
Violence and Harassment constitute behaviors, acts, and practices intended, leading, or likely to lead to physical, psychological, sexual, or economic harm, whether manifested as isolated incidents or repeatedly.
Harassment constitutes forms of behavior aimed at or resulting in the violation of a person’s dignity and the creation of an intimidating, hostile, degrading, humiliating, or offensive environment, irrespective of whether such conduct constitutes a form of discrimination, and includes harassment on the grounds of gender or other discriminatory grounds.
Gender-based harassment and sexual harassment constitute forms of behavior linked to a person’s gender, intended or resulting in the violation of that person’s dignity and the creation of an intimidating, hostile, degrading, humiliating, or offensive environment, as per Article 2 of Law 3896/2010 and paragraph 2 of Article 2 of Law 4443/2016. These forms of behavior include sexual harassment under Law 3896/2010, as well as behaviors related to sexual orientation, gender expression, gender identity, or gender characteristics of the person.
INCIDENTS CONSTITUTING VIOLENCE AND HARASSMENT
In the workplace, the following are strictly prohibited: any sexual and/or racist comments or innuendos, comments about someone’s appearance or character, stalking, unwanted verbal or physical attention towards any person, sending sexually explicit messages via SMS, email, or social media, offensive and persistent questions regarding age, marital status, personal life, sexual interests or preferences, race, ethnicity, religion, or disability, sexual gestures, persistent proposals or threats for sexual intercourse, insinuations that sexual relations may benefit an employee or that refusal to engage in sexual relations may negatively affect an employee’s career, touching or any form of unwanted physical contact, spreading malicious rumours, verbal or gestural threats, insults in public or private, undermining or ridiculing anyone’s abilities, whether in private or in front of others. The above incidents are indicative, not exhaustive.
SCOPE OF APPLICATION
This policy applies to management and employees under employment contracts, service providers under contracts of mandate, work, independent services, and temporary employment, apprenticeship contracts, secondment, persons employed through third-party service providers, volunteers, and any other individuals interacting or cooperating with the Company.
All employees and any people connected in any manner with the Company are required to comply with this policy. It applies both within the workplace and in any location related to corporate meetings and work-related events, whether on Company premises or elsewhere, whether in person, online, or by telephone.
The Company ensures a workplace that is accessible, safe, and friendly, where relationships among employees, collaborators, and management are characterized by mutual respect, courtesy, honesty, understanding, trust, cooperation, and support.
ZERO TOLERANCE STATEMENT ON DISCRIMINATION, VIOLENCE AND HARASSMENT – RISK ASSESSMENT
NIKOS LAZARIDIS O.V.G.E. declares its commitment to addressing and eliminating all discrimination, violence, and harassment in the workplace. Its aim is to secure a working environment free from any discrimination regarding employees’ personal characteristics and choices, and free from any form of violence and harassment, whether connected to work or arising from it.
The Company encourages employees not to ignore or tolerate, but to promptly report, any incident of violence or harassment they have experienced or witnessed. The Company undertakes to investigate each relevant complaint confidentially and respectfully, to not obstruct the receipt, investigation, or handling of such complaints, and to provide all necessary assistance and access to any competent public, administrative, or judicial authority during the investigation of any incident of violence or harassment.
For employees or any individuals connected in any way to the Company who violate the obligations arising from this Policy, appropriate and proportionate measures will be taken, as the case may be, to prevent and ensure that no similar incident or behavior is repeated.
REPORTING, INVESTIGATION AND HANDLING OF COMPLAINTS
Any employee of the Company or any third party connected in any way with it who believes they have been subjected to discriminatory treatment, violence, or any form of harassment, or has ascertained that such behaviour has occurred in the workplace, must report the incident. The Company will immediately carry out a thorough, fair, and objective investigation, maintaining confidentiality and discretion in handling the matter.
People submitting reports will be informed of the receipt and progress of their case. Upon completion of the investigation, the Company will communicate the results.
If any employee or third party connected with the Company believes they have suffered retaliatory behavior due to filing a complaint or providing assistance in the investigation process, they must immediately report the matter.
Complaints may be submitted in writing, signed or anonymous. To safeguard workplace safety and investigation integrity, the Company may, among other measures, reassign employees or modify their working hours while awaiting the outcome of the investigation. During this period, partial or full access to buildings or facilities may be restricted.
If the investigation concludes that an incident of discriminatory treatment, violence, harassment, or retaliation has occurred, the Company will take appropriate corrective, disciplinary, and/or other measures against the offender, which may include (indicatively but not exhaustively):
Disciplinary sanctions;
b. Change of position, working hours, location, or manner of work;
c. Termination of employment or cooperation agreement;
d. Legal action.
In any case, the offender may also bear criminal or civil liability under applicable law. This Regulation applies in parallel with general legislation on the protection of employees’ dignity and does not affect their legal rights under civil and criminal law, nor their right to lodge a complaint before the competent Labour Inspectorate.
MALICIOUS COMPLAINTS
Complaints that are proven to be manifestly malicious shall be deemed inadmissible and may be further investigated at the Company’s attention, both as to the motives and the parties involved, in order to restore order by any lawful means.
REPORTING CONTACT PERSON
Reports of incidents of violence and harassment, as well as questions related to the execution or interpretation of this Policy, should be submitted orally or to the email address finance@nicolazaridi.gr, to the attention of Mr. Dimitriou Iraklis, who is designated as the Reporting Contact Person responsible for informing and providing advisory guidance to staff, as well as handling matters related to the prevention and combatting of violence and harassment in the workplace.
This Policy is available on the Company’s website at the link: https://www.chateau-lazaridi.com/
