Workplace harassment prevention protocol and LFT

According to Article 132 of the Federal Labor Law, having a protocol to prevent gender discrimination, and address cases of violence, harassment, or sexual harassment is not optional. It is a permanent employer obligation for all companies in Mexico, regardless of their number of employees. In the event of an inspection or a formal complaint, labor authorities demand evidentiary proof showing that the protocol not only exists on paper, but was also disseminated, accepted, and signed by the entire workforce.

The Risk of Documentary Gaps

When a dispute or harassment complaint occurs in the workplace, the company will face serious liabilities if it cannot prove that it trained staff and collected the signed acknowledgment of the prevention policy. Presenting a general document without the individualized signature of the accusing or accused worker leaves the organization in a state of procedural defenselessness.

[LFT Protocol Publication] ➔ [Autonomous Digital Distribution] ➔ [Cryptographic Signature with Biometrics] ➔ [Safekeeping in File]

Dissemination and Signature Collection with Sora

Sora's artificial intelligence automates the distribution and integration of the protocol into the employee's file:

1. Notification and Consultation: The employee receives the official version of the protocol through the application.

2. Unquestionable Acceptance: To acknowledge receipt and agreement, the employee uses the Cryptographic Signature with Facial Biometrics.

3. Identity Matching: Identity is verified in real-time against official RENAPO records with liveness detection.

4. ed25519 Encryption: The signature is encrypted with a non-transferable PIN under the zero-knowledge scheme.

Having the protocol disseminated and digitally signed elevates the level of corporate labor compliance, creating a safe, ethical workspace aligned with current regulations.