P\u00ebrmir\u00ebsimi i sh\u00ebrbimeve t\u00eb kujdesit sh\u00ebndet\u00ebsor emergjent p\u00ebrmes dialogut komunitar dhe advokimit t\u00eb bazuar n\u00eb evidenc\u00eb<\/h2><\/div><\/div>Together for Life zhvilloi nj\u00eb seri tryezash konsultuese n\u00eb C\u00ebrrik, Vor\u00eb, Fush\u00eb-Kruj\u00eb, Shkod\u00ebr, Puk\u00eb, P\u00ebrmet dhe Gramsh, t\u00eb fokusuara n\u00eb dialogun nd\u00ebrinstitucional dhe komunitar p\u00ebr p\u00ebrmir\u00ebsimin e sh\u00ebrbimeve t\u00eb kujdesit sh\u00ebndet\u00ebsor, me fokus t\u00eb ve\u00e7ant\u00eb tek sh\u00ebrbimet emergjente.\r\n\r\nTryezat sh\u00ebrbyen si platform\u00eb p\u00ebr prezantimin dhe diskutimin e gjetjeve t\u00eb studimit t\u00eb realizuar me p\u00ebrfitues t\u00eb sh\u00ebrbimeve sh\u00ebndet\u00ebsore.\r\n\r\nDiskutimet n\u00eb t\u00eb shtat\u00eb bashkit\u00eb nxor\u00ebn n\u00eb pah nevoj\u00ebn p\u00ebr forcimin e kapaciteteve t\u00eb sh\u00ebrbimeve sh\u00ebndet\u00ebsore lokale p\u00ebrmes investimeve n\u00eb infrastruktur\u00eb, pajisje, sisteme elektronike dhe burime njer\u00ebzore. Pjes\u00ebmarr\u00ebsit theksuan r\u00ebnd\u00ebsin\u00eb e rritjes s\u00eb aksesit n\u00eb sh\u00ebrbime cil\u00ebsore, p\u00ebrfshir\u00eb kujdesin emergjent, sh\u00ebrbimet specialistike, kujdesin n\u00eb banes\u00eb dhe mbulimin e zonave rurale. Nj\u00eb tjet\u00ebr prioritet i p\u00ebrbashk\u00ebt ishte p\u00ebrmir\u00ebsimi i koordinimit, sistemeve t\u00eb referimit, transparenc\u00ebs dhe dialogut nd\u00ebrmjet institucioneve dhe komuniteteve p\u00ebr t\u00eb siguruar sh\u00ebrbime m\u00eb t\u00eb p\u00ebrgjegjshme dhe gjith\u00ebp\u00ebrfshir\u00ebse.\r\n\r\nK\u00ebto tryeza t\u00eb rrumbullak\u00ebta jan\u00eb realizuar n\u00eb kuad\u00ebr t\u00eb projektit SOLIDAR-Bashk\u00eb n\u00eb emergjencat sh\u00ebndet\u00ebsore, nj\u00eb projekt i Agjensis\u00eb Zvicerane p\u00ebr Zhvillim dhe Bashk\u00ebpunim, q\u00eb implementohet nga GFA Consulting Group GmbH n\u00eb partneritet me Together for Life.\r\n\r\n***\r\n\r\nOver the past months, a series of consultation roundtables were held in Cerrik, Vora, Fushe-Kruje, Shkoder, Puke, Permet, and Gramsh, bringing together institutions, healthcare professionals, civil society organizations, and community members to discuss ways to improve healthcare services, with a particular focus on emergency care.\r\n\r\nThe roundtables served as a platform to present and discuss the findings of a public survey conducted between March and April 2026 among healthcare service users.\r\n\r\nDiscussions across the seven municipalities highlighted the need to strengthen local healthcare capacities through investments in infrastructure, equipment, electronic systems, and human resources. Participants emphasized improving access to quality healthcare services, including emergency care, specialist services, home-based care, and coverage of rural areas. Enhancing coordination, referral systems, transparency, and dialogue between institutions and communities also emerged as key priorities for building more responsive and inclusive healthcare services.\r\n\r\nThese roundtables were carried out within the framework of the SOLIDAR \u2013 Together in health emergencies project, funded by the Swiss Agency for Development and Cooperation (SDC) and implemented by GFA Consulting Group GmbH in partnership with Together for Life.<\/div><\/article>Shoqata t\u00eb Fuqizuara, Pacient\u00eb m\u00eb t\u00eb P\u00ebrfaq\u00ebsuar<\/h2><\/div><\/div>Shoqata t\u00eb pacient\u00ebve m\u00eb t\u00eb fuqizuara n\u00ebnkuptojn\u00eb z\u00ebra m\u00eb t\u00eb fort\u00eb p\u00ebr pacient\u00ebt, m\u00eb shum\u00eb llogaridh\u00ebnie n\u00eb sistemin sh\u00ebndet\u00ebsor dhe sh\u00ebrbime m\u00eb gjith\u00ebp\u00ebrfshir\u00ebse. Fuqizimi i organizatave q\u00eb p\u00ebrfaq\u00ebsojn\u00eb pacient\u00ebt \u00ebsht\u00eb thelb\u00ebsor p\u00ebr t\u00eb garantuar q\u00eb nevojat, t\u00eb drejtat dhe p\u00ebrvojat e tyre t\u00eb d\u00ebgjohen dhe t\u00eb reflektohen n\u00eb vendimmarrje.\r\n\r\nP\u00ebr k\u00ebt\u00eb arsye zhvilluam jav\u00ebn e shkuar dy trajnime, n\u00eb t\u00eb cilat mor\u00ebn pjes\u00eb nj\u00eb s\u00ebr\u00eb p\u00ebrfaq\u00ebsuesish t\u00eb organizatave dhe shoqatave t\u00eb pacient\u00ebve, duke u pajisur me mjete konkrete p\u00ebr t\u00eb advokuar m\u00eb mir\u00eb p\u00ebr komunitetet q\u00eb p\u00ebrfaq\u00ebsojn\u00eb.\r\n\r\nP\u00ebrmes nd\u00ebrveprimit n\u00eb grup dhe ushtrimeve praktike, u trajtuan:\r\n\r\nT\u00eb drejtat e pacient\u00ebve dhe mekanizmat e llogaridh\u00ebnies\r\n\r\nAdvokimin e bazuar n\u00eb evidenc\u00eb dhe d\u00ebshmit\u00eb e pacient\u00ebve\r\n\r\nStorytelling-un dhe zhvillimin e mesazheve\r\n\r\nAngazhimin me median dhe strategjit\u00eb e komunikimit\r\n\r\nFushatat dhe mjetet e komunikimit n\u00eb rrjetet sociale\r\n\r\nForcimi i k\u00ebtyre kapaciteteve kontribuon n\u00eb nd\u00ebrtimin e nj\u00eb ekosistemi m\u00eb t\u00eb fort\u00eb t\u00eb advokimit n\u00eb qend\u00ebr t\u00eb pacientit n\u00eb Shqip\u00ebri. \ud83c\udde6\ud83c\uddf1\r\n\r\nKy aktivitet \u00ebsht\u00eb realizuar n\u00eb kuad\u00ebr t\u00eb projektit SOLIDAR \u2013 Bashk\u00eb n\u00eb emergjencat sh\u00ebndet\u00ebsore, nj\u00eb projekt i Agjencis\u00eb Zvicerane p\u00ebr Zhvillim dhe Bashk\u00ebpunim (SDC), q\u00eb implementohet nga GFA Consulting Group GmbH n\u00eb partneritet me Together for Life.\r\n\r\n_______________________\r\n\r\nStrong patients\u2019 associations mean stronger patient voices, better healthcare accountability, and more inclusive health systems. Empowering organizations that represent patients is essential to ensuring that people\u2019s needs, rights, and experiences are heard and reflected in healthcare decision-making.\r\n\r\nFor this reason, last week we organized two training sessions, bringing together representatives from various patient organizations and associations, and equipping them with practical tools to better advocate for the communities they represent.\r\n\r\nThrough group interaction and practical exercises, the trainings explored:\r\n\r\nPatients\u2019 rights and accountability mechanisms\r\n\r\nEvidence-based advocacy and patient testimonies\r\n\r\nStorytelling and message development\r\n\r\nMedia engagement and communication strategies\r\n\r\nSocial media campaigning tools and techniques\r\n\r\nBy strengthening these capacities, we help build a stronger ecosystem of patient-centered advocacy in Albania. \ud83c\udde6\ud83c\uddf1\r\n\r\nThis activity was carried out within the framework of the SOLIDAR \u2013 Together in health emergencies project, funded by the Swiss Agency for Development and Cooperation (SDC) and implemented by GFA Consulting Group GmbH in partnership with Together for Life.\r\n\r\n <\/div><\/article>Ngacmimi seksual n\u00eb vendin e pun\u00ebs: Sfidat e shoq\u00ebrive tradicionale dhe moderne p\u00ebrball\u00eb nj\u00eb fenomeni global<\/h2><\/div><\/div>Ngacmimi seksual n\u00eb vendin e pun\u00ebs \u00ebsht\u00eb nj\u00eb fenomen q\u00eb ndikon drejtp\u00ebrdrejt n\u00eb mir\u00ebqenien e punonj\u00ebsve, sigurin\u00eb psikologjike dhe cil\u00ebsin\u00eb e mjedisit t\u00eb pun\u00ebs, duke p\u00ebrb\u00ebr\u00eb nj\u00eb sfid\u00eb t\u00eb vazhdueshme p\u00ebr shoq\u00ebrit\u00eb moderne. P\u00ebrtej pasojave individuale, ai ndikon negativisht n\u00eb produktivitet, motivim, performanc\u00eb profesionale dhe kultur\u00ebn organizative, duke krijuar mjedise pune t\u00eb pasigurta, diskriminuese dhe p\u00ebrjashtuese.\r\n\r\nPavar\u00ebsisht zhvillimeve ligjore, forcimit t\u00eb politikave institucionale dhe rritjes s\u00eb nd\u00ebrgjegj\u00ebsimit publik, ngacmimi seksual mbetet nj\u00eb fenomen i n\u00ebnraportuar. Frika nga stigmatizimi, humbja e vendit t\u00eb pun\u00ebs, mungesa e mekanizmave efektiv\u00eb t\u00eb raportimit dhe mosbesimi ndaj institucioneve p\u00ebrgjegj\u00ebse vazhdojn\u00eb t\u00eb p\u00ebrb\u00ebjn\u00eb pengesa t\u00eb r\u00ebnd\u00ebsishme p\u00ebr denoncimin e rasteve. Megjith\u00ebse grat\u00eb preken n\u00eb m\u00ebnyr\u00eb disproorcionale, fenomeni mund t\u00eb prek\u00eb individ\u00eb t\u00eb \u00e7do gjinie, moshe apo pozicioni profesional.\r\n\r\nPerceptimi dhe qasja ndaj ngacmimit seksual n\u00eb vendin e pun\u00ebs ndryshojn\u00eb ndjesh\u00ebm midis vendeve dhe shoq\u00ebrive, t\u00eb ndikuara nga normat sociale, kulturore dhe sistemet institucionale q\u00eb i karakterizojn\u00eb ato. N\u00eb shum\u00eb vende per\u00ebndimore, ngacmimi seksual konsiderohet nj\u00eb shkelje serioze e t\u00eb drejtave t\u00eb njeriut dhe nj\u00eb faktor q\u00eb ndikon jo vet\u00ebm n\u00eb jet\u00ebn profesionale dhe ekonomike t\u00eb individit, por edhe n\u00eb sh\u00ebndetin e tij mendor dhe mir\u00ebqenien sociale. Si rezultat, institucionet publike dhe private kan\u00eb investuar n\u00eb krijimin e politikave t\u00eb qarta p\u00ebr parandalimin, raportimin dhe trajtimin e rasteve t\u00eb tilla.\r\n\r\nFushata nd\u00ebrkomb\u00ebtare si #MeToo kan\u00eb luajtur nj\u00eb rol t\u00eb r\u00ebnd\u00ebsish\u00ebm n\u00eb rritjen e nd\u00ebrgjegj\u00ebsimit publik n\u00eb mbar\u00eb globin, fuqizimin e viktimave p\u00ebr t\u00eb denoncuar dhe shtimin e presionit ndaj institucioneve p\u00ebr t\u00eb nd\u00ebrtuar mjedise pune m\u00eb t\u00eb sigurta dhe m\u00eb gjith\u00ebp\u00ebrfshir\u00ebse. K\u00ebto zhvillime kan\u00eb sjell\u00eb nj\u00eb ndryshim t\u00eb r\u00ebnd\u00ebsish\u00ebm n\u00eb m\u00ebnyr\u00ebn se si ky fenomen perceptohet dhe trajtohet, ve\u00e7an\u00ebrisht n\u00eb raport me mbrojtjen e grave dhe vajzave, t\u00eb cilat vazhdojn\u00eb t\u00eb jen\u00eb m\u00eb t\u00eb ekspozuara ndaj k\u00ebsaj forme dhune dhe diskriminimi.\r\n\r\nMegjithat\u00eb, n\u00eb shum\u00eb vende t\u00eb tjera, ve\u00e7an\u00ebrisht n\u00eb disa rajone t\u00eb Lindjes s\u00eb Mesme dhe Azis\u00eb, ngacmimi seksual vazhdon t\u00eb mbetet nj\u00eb tem\u00eb tabu. N\u00eb k\u00ebto kontekste, raportimi i rasteve shpesh shoq\u00ebrohet me stigmatizim social, duke u perceptuar si turp jo vet\u00ebm p\u00ebr viktim\u00ebn, por edhe p\u00ebr familjen e saj. Pik\u00ebrisht ky mentalitet shoq\u00ebror p\u00ebrb\u00ebn nj\u00eb nga pengesat kryesore q\u00eb kufizon denoncimin dhe k\u00ebrkimin e mb\u00ebshtetjes.\r\n\r\nN\u00eb shum\u00eb prej k\u00ebtyre vendeve, roli i organizatave t\u00eb shoq\u00ebris\u00eb civile n\u00eb adresimin e fenomenit mbetet i kufizuar, nd\u00ebrsa ngacmimi seksual n\u00eb vendin e pun\u00ebs shpesh nuk trajtohet si prioritet n\u00eb politikat dhe programet e tyre. N\u00eb t\u00eb nj\u00ebjt\u00ebn koh\u00eb, mungesa e kuadrit t\u00eb plot\u00eb ligjor, procedurave efektive t\u00eb mbrojtjes dhe mekanizmave funksional\u00eb t\u00eb raportimit krijon boshll\u00ebqe t\u00eb konsiderueshme institucionale, duke e b\u00ebr\u00eb t\u00eb v\u00ebshtir\u00eb q\u00eb viktimat t\u00eb ndihen t\u00eb sigurta, t\u00eb mbrojtura dhe t\u00eb mb\u00ebshtetura n\u00eb k\u00ebrkimin e drejt\u00ebsis\u00eb.\r\n\r\nAdresimi efektiv i k\u00ebtij fenomeni k\u00ebrkon jo vet\u00ebm forcimin e kuadrit ligjor dhe mekanizmave institucional\u00eb, por edhe transformimin e kultur\u00ebs organizative dhe shoq\u00ebrore, promovimin e politikave parandaluese dhe krijimin e mjediseve t\u00eb pun\u00ebs t\u00eb bazuara n\u00eb respekt, barazi dhe dinjitet njer\u00ebzor.\r\n\r\nN\u00eb Shqip\u00ebri ngacmimi seksual n\u00eb pun\u00eb \u00ebsht\u00eb nj\u00eb \u00e7\u00ebshtje q\u00eb po merr gjithnj\u00eb e m\u00eb shum\u00eb v\u00ebmendje, sidomos tek grat\u00eb dhe t\u00eb rinjt\u00eb. Si p\u00ebr punonj\u00ebsit n\u00eb sektorin publik ashtu edhe ata t\u00eb sektorit privat, ngacmimi seksual konsiderohet si nj\u00eb p\u00ebrvoj\u00eb mjaft e p\u00ebrhapur, nd\u00ebrsa n\u00eb organizatat lokale dhe nd\u00ebrkomb\u00ebtare q\u00ebndron nj\u00eb nivel i lart\u00eb nd\u00ebrgjegj\u00ebsimi mbi k\u00ebt\u00eb \u00e7\u00ebshtje p\u00ebr shkak t\u00eb ekspozimit ndaj standardeve t\u00eb huaja. Edhe pse p\u00ebrvoja me ngacmimin seksual mund t\u00eb jet\u00eb m\u00eb e ul\u00ebt n\u00eb k\u00ebto organizata, nd\u00ebrgjegj\u00ebsimi dhe trajtimi serioz i \u00e7\u00ebshtjes jan\u00eb n\u00eb nivele m\u00eb t\u00eb larta se n\u00eb sektor\u00eb t\u00eb tjer\u00eb.\r\n\r\nFaktor\u00ebt q\u00eb ndikojn\u00eb n\u00eb perceptimin dhe raportimin e ngacmimit seksual jan\u00eb t\u00eb lidhur ngusht\u00eb me edukimin dhe nd\u00ebrgjegj\u00ebsimin e individ\u00ebve, si dhe me qasjen q\u00eb kan\u00eb ndaj raportimeve dhe standardeve nd\u00ebrkomb\u00ebtare. N\u00eb vende ku k\u00ebto standarde jan\u00eb t\u00eb p\u00ebrhapura, individ\u00ebt jan\u00eb m\u00eb t\u00eb p\u00ebrgatitur t\u00eb identifikojn\u00eb dhe raportojn\u00eb sjellje t\u00eb papranueshme. N\u00eb vendet ku ngacmimi seksual \u00ebsht\u00eb tabu, mungesa e diskutimit t\u00eb hapur p\u00ebr k\u00ebt\u00eb tem\u00eb e b\u00ebn t\u00eb v\u00ebshtir\u00eb p\u00ebr individ\u00ebt t\u00eb marrin hapa p\u00ebr t\u00eb raportuar ose kund\u00ebrshtuar situatat e pad\u00ebshiruara. P\u00ebr t\u00eb p\u00ebrmir\u00ebsuar mjedisin e pun\u00ebs dhe p\u00ebr t\u00eb siguruar nj\u00eb ambient ku respektohet dinjiteti dhe siguria e \u00e7do individi, \u00ebsht\u00eb e domosdoshme q\u00eb kompanit\u00eb dhe institucionet t\u00eb implementojn\u00eb politika t\u00eb qarta p\u00ebr mbrojtjen e punonj\u00ebsve nga ngacmimi seksual. Kjo p\u00ebrfshin krijimin e rregulloreve p\u00ebr raportim, mekanizma mbrojt\u00ebs p\u00ebr punonj\u00ebsit dhe programe trajnimi p\u00ebr t\u00eb rritur nd\u00ebrgjegj\u00ebsimin dhe p\u00ebr t\u00eb forcuar politikat mbrojt\u00ebse.\r\n\r\nNj\u00eb ambient pune i sh\u00ebndetsh\u00ebm \u00ebsht\u00eb nj\u00eb t\u00eb drejt\u00eb universale dhe duhet t\u00eb mbrohet n\u00eb \u00e7do vend. Fushatat p\u00ebr nd\u00ebrgjegj\u00ebsimin publik, mb\u00ebshtetja nga politikat e brendshme dhe nd\u00ebrtimi i nj\u00eb kulture pune me vlera respekti dhe integriteti jan\u00eb \u00e7el\u00ebsi p\u00ebr t\u00eb parandaluar dhe trajtuar ngacmimin seksual n\u00eb vendin e pun\u00ebs. Vet\u00ebm p\u00ebrmes nd\u00ebrhyrjeve t\u00eb vazhdueshme dhe p\u00ebrkushtimit ndaj p\u00ebrmir\u00ebsimit t\u00eb kushteve t\u00eb pun\u00ebs, mund t\u00eb krijojm\u00eb nj\u00eb mjedis t\u00eb drejt\u00eb dhe t\u00eb sigurt p\u00ebr t\u00eb gjith\u00eb.<\/div><\/article>RAPORT – P\u00ebrdorimi i sh\u00ebrbimeve sh\u00ebndet\u00ebsore n\u00eb e-Albania! Perceptime mbi aksesin, v\u00ebshtir\u00ebsit\u00eb dhe sugjerime p\u00ebr p\u00ebrmir\u00ebsime<\/h2><\/div><\/div><\/div><\/article>Raport – Monitorimi i shpenzimeve t\u00eb sektorit t\u00eb sh\u00ebndet\u00ebsis\u00eb, p\u00ebr vitin 2025<\/h2><\/div><\/div><\/div><\/article>Etika dhe respekti si themeli i nj\u00eb mjedisi pune t\u00eb sh\u00ebndetsh\u00ebm<\/h2><\/div><\/div>Marr\u00ebdh\u00ebniet nd\u00ebrmjet koleg\u00ebve n\u00eb vendin e pun\u00ebs p\u00ebrb\u00ebjn\u00eb nj\u00eb element themelor p\u00ebr krijimin e nj\u00eb mjedisi profesional t\u00eb sh\u00ebndetsh\u00ebm, produktiv dhe mb\u00ebshtet\u00ebs. P\u00ebrtej ndarjes s\u00eb p\u00ebrgjegj\u00ebsive profesionale gjat\u00eb orarit t\u00eb pun\u00ebs, punonj\u00ebsit kalojn\u00eb nj\u00eb pjes\u00eb t\u00eb konsiderueshme t\u00eb jet\u00ebs s\u00eb tyre s\u00eb p\u00ebrditshme n\u00eb t\u00eb nj\u00ebjtin ambient, \u00e7ka i b\u00ebn bashk\u00ebpunimin, mir\u00ebkuptimin dhe respektin reciprok parime thelb\u00ebsore t\u00eb funksionimit t\u00eb suksessh\u00ebm t\u00eb \u00e7do nd\u00ebrmarrje. Komunikimi i hapur, sjellja etike dhe qasja korrekte ndaj koleg\u00ebve kontribuojn\u00eb n\u00eb forcimin e besimit dhe p\u00ebrmir\u00ebsimin e performanc\u00ebs n\u00eb pun\u00eb, duke nd\u00ebrtuar nj\u00eb kultur\u00eb pune pozitive dhe gjith\u00ebp\u00ebrfshir\u00ebse. Edhe, humori dhe marr\u00ebdh\u00ebniet e mira shoq\u00ebrore ndikojn\u00eb pozitivisht n\u00eb moralin e stafit dhe n\u00eb krijimin e lidhjeve t\u00eb q\u00ebndrueshme profesionale, nd\u00ebrsa respektimi i kufijve etik\u00eb dhe dinjitetit t\u00eb \u00e7do individi mbetet kusht i domosdosh\u00ebm p\u00ebr ruajtjen e integritetit dhe harmonis\u00eb n\u00eb vendin e pun\u00ebs.\r\n\r\nN\u00eb shum\u00eb shoq\u00ebri, marr\u00ebdh\u00ebniet romantike mes koleg\u00ebve mund t\u00eb konsiderohen t\u00eb pranueshme, megjithat\u00eb ekzistojn\u00eb kufij t\u00eb qart\u00eb mes interesit t\u00eb nd\u00ebrsjell\u00eb dhe ngacmimit seksual, ku ky i fundit p\u00ebrb\u00ebn nj\u00eb shkelje serioze t\u00eb etik\u00ebs profesionale dhe t\u00eb respektit njer\u00ebzor.\r\n\r\nN\u00eb Shqip\u00ebri, ashtu si n\u00eb shum\u00eb vende t\u00eb tjera, ngacmimi seksual perceptohet si nj\u00eb sjellje q\u00eb c\u00ebnon besimin nd\u00ebrmjet koleg\u00ebve, krijon tensione dhe ndikon negativisht n\u00eb klim\u00ebn organizative. P\u00ebr k\u00ebt\u00eb arsye, ngacmimi seksual n\u00eb vendin e pun\u00ebs mbetet nj\u00eb nd\u00ebr problematikat m\u00eb shqet\u00ebsuese p\u00ebr shoq\u00ebrit\u00eb moderne, duke ngritur nevoj\u00ebn p\u00ebr politika efektive parandaluese dhe mekanizma t\u00eb qart\u00eb adresimi t\u00eb fenomenit brenda nd\u00ebrmarrjeve publike ose jopublike.\r\n\r\nBindja se ngacmimi seksual n\u00eb mjediset e pun\u00ebs mund dhe duhet t\u00eb parandalohet \u00ebsht\u00eb thelb\u00ebsore p\u00ebr nd\u00ebrtimin e nj\u00eb kulture pune t\u00eb sigurt dhe respektuese p\u00ebr t\u00eb gjith\u00eb punonj\u00ebsit. Sipas studimit \u201cNgacmimi Seksual n\u00eb Tregun e Pun\u00ebs\u201d, t\u00eb realizuar dhe publikuar nga Together for Life dy vjet m\u00eb par\u00eb, ky perceptim lidhet ngusht\u00eb me rritjen e nd\u00ebrgjegj\u00ebsimit shoq\u00ebror dhe kulturor mbi t\u00eb drejtat e punonj\u00ebsve dhe r\u00ebnd\u00ebsin\u00eb e respektit n\u00eb vendin e pun\u00ebs. Studimi evidentoi dallime t\u00eb dukshme gjinore n\u00eb perceptimin e fenomenit ku 29% e meshkujve e konsiderojn\u00eb ngacmimin seksual si t\u00eb pashmangsh\u00ebm, krahasuar me 14% t\u00eb grave. Ky dallim tregon se burrat dhe grat\u00eb e perceptojn\u00eb ndryshe ndikimin dhe pasojat e ngacmimit seksual ndaj viktimave. Grat\u00eb shpesh ndihen m\u00eb t\u00eb ekspozuara dhe m\u00eb t\u00eb prekura nga ky fenomen, nd\u00ebrsa burrat priren ta shohin at\u00eb nga nj\u00eb k\u00ebndv\u00ebshtrim tjet\u00ebr, \u00e7ka n\u00ebnvizon nevoj\u00ebn p\u00ebr rritje t\u00eb m\u00ebtejshme t\u00eb nd\u00ebrgjegj\u00ebsimit dhe edukimit p\u00ebr t\u00eb dyja grupet.\r\n\r\nN\u00eb nj\u00eb koh\u00eb kur respektimi i t\u00eb drejtave t\u00eb punonj\u00ebsve dhe promovimi i barazis\u00eb n\u00eb vendin e pun\u00ebs po marrin gjithnj\u00eb e m\u00eb shum\u00eb r\u00ebnd\u00ebsi, perceptimi se ngacmimi seksual mund t\u00eb parandalohet p\u00ebrb\u00ebn nj\u00eb tregues pozitiv p\u00ebr p\u00ebrmir\u00ebsimin e kultur\u00ebs organizative. Ky nd\u00ebrgjegj\u00ebsim nuk reflekton vet\u00ebm p\u00ebrvoja individuale, por \u00ebsht\u00eb gjithashtu konsiderohet si rezultat i fushatave t\u00eb vazhdueshme sensibilizuese dhe p\u00ebrmir\u00ebsimit t\u00eb standardeve t\u00eb pun\u00ebs n\u00eb nivel komb\u00ebtar dhe nd\u00ebrkomb\u00ebtar. N\u00eb k\u00ebt\u00eb kuad\u00ebr, nd\u00ebrmarrjet, institucionet dhe organizatat po orientohen drejt hartimit dhe zbatimit t\u00eb politikave m\u00eb t\u00eb qarta p\u00ebr mbrojtjen e punonj\u00ebsve, me synim krijimin e nj\u00eb mjedisi pune t\u00eb sigurt, dinjitoz dhe pa diskriminim p\u00ebr t\u00eb gjith\u00eb.\r\n\r\nSi mund t\u00eb shmangen ngacmemet seksuale n\u00eb mjeside pune me pun\u00ebmarr\u00ebs burra dhe gra\r\n\r\nBazuar n\u00eb t\u00eb dh\u00ebnat e analizuara nga studimi i realizuar nga Together for Life mbi p\u00ebrhapjen e fenomenit t\u00eb ngacmimit seksual n\u00eb sektorin publik dhe privat, n\u00eb t\u00eb cilin u p\u00ebrfshin\u00eb rreth 1000 t\u00eb anketuar - burra dhe gra, djem dhe vajza n\u00eb t\u00eb gjith\u00eb vendin, bie n\u00eb sy se shumica e t\u00eb anketuarve (53%) besojn\u00eb se ngacmimi seksual \u00ebsht\u00eb i shmangsh\u00ebm n\u00eb mjediset e pun\u00ebs me p\u00ebrb\u00ebrje gjinore t\u00eb p\u00ebrzier. Ky rezultat p\u00ebrb\u00ebn nj\u00eb tregues t\u00eb r\u00ebnd\u00ebsish\u00ebm t\u00eb rritjes s\u00eb nd\u00ebrgjegj\u00ebsimit dhe sensibilizimit t\u00eb qytetar\u00ebve mbi nevoj\u00ebn p\u00ebr parandalimin e k\u00ebtij fenomeni dhe krijimin e nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt dhe siguri p\u00ebr t\u00eb gjith\u00eb.\r\n\r\nKy rezultat p\u00ebrb\u00ebn nj\u00eb tregues t\u00eb r\u00ebnd\u00ebsish\u00ebm se nd\u00ebrgjegj\u00ebsimi dhe informimi publik kan\u00eb ndikuar pozitivisht n\u00eb p\u00ebrmir\u00ebsimin e qasjes s\u00eb qytetar\u00ebve shqiptar\u00eb ndaj k\u00ebtij fenomeni dhe n\u00eb rritjen e besimit se ai mund t\u00eb parandalohet p\u00ebrmes masave konkrete dhe kultur\u00ebs s\u00eb duhur institucionale.\r\n\r\nBesimi se ngacmimi seksual mund t\u00eb parandalohet p\u00ebrfaq\u00ebson nj\u00eb hap t\u00eb r\u00ebnd\u00ebsish\u00ebm drejt nd\u00ebrtimit t\u00eb nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt, barazi dhe siguri. Rritja e nd\u00ebrgjegj\u00ebsimit mbi k\u00ebt\u00eb \u00e7\u00ebshtje \u00ebsht\u00eb thelb\u00ebsore jo vet\u00ebm p\u00ebr t\u00eb parandaluar sjelljet abuzive, por edhe p\u00ebr t\u00eb krijuar nj\u00eb ambient ku \u00e7do punonj\u00ebs ndihet i respektuar, i d\u00ebgjuar dhe i mbrojtur. Ky perceptim p\u00ebrb\u00ebn gjithashtu nj\u00eb thirrje t\u00eb drejtp\u00ebrdrejt\u00eb p\u00ebr institucionet publike dhe private q\u00eb t\u00eb nd\u00ebrmarrin hapa konkret\u00eb p\u00ebr mbrojtjen e punonj\u00ebsve dhe p\u00ebr edukimin e stafit mbi kufijt\u00eb e sjelljes s\u00eb pranueshme n\u00eb marr\u00ebdh\u00ebniet profesionale.\r\n\r\nP\u00ebrmir\u00ebsimi i kushteve t\u00eb pun\u00ebs dhe krijimi i nj\u00eb ambienti t\u00eb sigurt dhe gjith\u00ebp\u00ebrfshir\u00ebs duhet t\u00eb jet\u00eb objektiv prioritar p\u00ebr \u00e7do kompani dhe institucion. Nj\u00eb kultur\u00eb pune q\u00eb promovon respektin, dinjitetin dhe sigurin\u00eb kontribuon jo vet\u00ebm n\u00eb parandalimin e ngacmimit seksual, por edhe n\u00eb rritjen e mir\u00ebqenies dhe produktivitetit t\u00eb p\u00ebrgjithsh\u00ebm t\u00eb punonj\u00ebsve. Mjediset e pun\u00ebs q\u00eb mb\u00ebshteten mbi vlerat e respektit dhe mbrojtjes s\u00eb t\u00eb drejtave t\u00eb individit krijojn\u00eb nj\u00eb kultur\u00eb organizative t\u00eb q\u00ebndrueshme, ku \u00e7do punonj\u00ebs ndihet i vler\u00ebsuar, i sigurt dhe i motivuar p\u00ebr t\u00eb kontribuar n\u00eb m\u00ebnyr\u00eb profesionale. N\u00eb k\u00ebt\u00eb kuad\u00ebr, nd\u00ebrgjegj\u00ebsimi dhe veprimet konkrete mbeten faktor\u00eb ky\u00e7 p\u00ebr t\u00eb garantuar q\u00eb \u00e7do vend pune t\u00eb jet\u00eb nj\u00eb hap\u00ebsir\u00eb respekti, mb\u00ebshtetjeje dhe zhvillimi p\u00ebr t\u00eb gjith\u00eb.<\/div><\/article>Pse krijimi i nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt dhe barazi duhet t\u00eb kthehet n\u00eb prioritet p\u00ebr \u00e7do pun\u00ebdh\u00ebn\u00ebs<\/h2><\/div><\/div>Siguria, dinjiteti dhe integriteti n\u00eb vendin e pun\u00ebs p\u00ebrb\u00ebjn\u00eb t\u00eb drejta themelore t\u00eb \u00e7do punonj\u00ebsi dhe standarde thelb\u00ebsore p\u00ebr nj\u00eb mjedis pune t\u00eb drejt\u00eb, etik dhe profesional. Nj\u00eb ambient pune i sigurt nuk kufizohet vet\u00ebm n\u00eb mbrojtjen fizike t\u00eb pun\u00ebmarr\u00ebsve, por p\u00ebrfshin gjithashtu garantimin e mir\u00ebqenies morale dhe psikologjike, duke mos toleruar asnj\u00eb form\u00eb ngacmimi seksual, diskriminimi apo sjelljeje t\u00eb pap\u00ebrshtatshme q\u00eb cenon dinjitetin dhe t\u00eb drejtat e individit.\r\n\r\nHistorikisht, koncepti i siguris\u00eb n\u00eb pun\u00eb ka qen\u00eb i fokusuar kryesisht n\u00eb aspektet teknike dhe mbrojtjen fizike t\u00eb punonj\u00ebsve. Megjithat\u00eb, zhvillimet sociale, ligjore dhe rritja e nd\u00ebrgjegj\u00ebsimit p\u00ebr t\u00eb drejtat e njeriut kan\u00eb sjell\u00eb nj\u00eb qasje m\u00eb gjith\u00ebp\u00ebrfshir\u00ebse ndaj siguris\u00eb n\u00eb vendin e pun\u00ebs, duke e konsideruar mbrojtjen nga abuzimi moral, psikologjik dhe seksual si pjes\u00eb integrale t\u00eb saj.\r\n\r\nSot, legjislacioni komb\u00ebtar dhe standardet nd\u00ebrkomb\u00ebtare e njohin ngacmimin seksual n\u00eb vendin e pun\u00ebs si nj\u00eb nga format m\u00eb serioze dhe m\u00eb t\u00eb p\u00ebrhapura t\u00eb dhun\u00ebs dhe diskriminimit n\u00eb marr\u00ebdh\u00ebniet e pun\u00ebs. P\u00ebr k\u00ebt\u00eb arsye, mekanizmat ligjor\u00eb dhe institucionale p\u00ebr parandalimin, raportimin dhe trajtimin e rasteve t\u00eb tilla jan\u00eb fuqizuar ndjesh\u00ebm. N\u00eb t\u00eb nj\u00ebjt\u00ebn koh\u00eb, krijimi i nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt, barazi dhe llogaridh\u00ebnie \u00ebsht\u00eb kthyer n\u00eb prioritet p\u00ebr institucionet publike, organizatat dhe kompanit\u00eb q\u00eb synojn\u00eb t\u00eb nd\u00ebrtojn\u00eb ambiente pune t\u00eb sigurta, gjith\u00ebp\u00ebrfshir\u00ebse dhe profesionale.\r\n\r\nN\u00eb \u00e7do institucion apo subjekt pun\u00ebdh\u00ebn\u00ebs, ekzistenca e politikave t\u00eb qarta dhe mekanizmave funksional\u00eb p\u00ebr parandalimin dhe adresimin e ngacmimit seksual p\u00ebrb\u00ebn nj\u00eb element thelb\u00ebsor t\u00eb siguris\u00eb dhe etik\u00ebs n\u00eb vendin e pun\u00ebs. Rregulloret e brendshme duhet t\u00eb jen\u00eb t\u00eb hartuara n\u00eb m\u00ebnyr\u00eb t\u00eb qart\u00eb, t\u00eb komunikohen rregullisht dhe t\u00eb jen\u00eb leht\u00ebsisht t\u00eb aksesueshme p\u00ebr t\u00eb gjith\u00eb punonj\u00ebsit, pavar\u00ebsisht pozicionit apo nivelit hierarkik. K\u00ebto politika nuk duhet t\u00eb mbeten vet\u00ebm dokumente formale, por t\u00eb shoq\u00ebrohen me masa konkrete parandaluese, procedura efektive raportimi dhe mekanizma mb\u00ebshtet\u00ebs p\u00ebr viktimat e mundshme t\u00eb ngacmimit seksual.\r\n\r\nP\u00ebrgjegj\u00ebsia kryesore p\u00ebr garantimin e nj\u00eb ambienti pune t\u00eb sigurt dhe dinjitoz bie mbi drejtuesit dhe pun\u00ebdh\u00ebn\u00ebsit, t\u00eb cil\u00ebt kan\u00eb detyrimin ligjor dhe etik t\u00eb nd\u00ebrtojn\u00eb nj\u00eb kultur\u00eb institucionale t\u00eb bazuar n\u00eb respekt, barazi dhe mosdiskriminim. Nj\u00eb mjedis pune ku punonj\u00ebsit ndihen t\u00eb mbrojtur dhe t\u00eb d\u00ebgjuar ndikon drejtp\u00ebrdrejt jo vet\u00ebm n\u00eb mir\u00ebqenien e tyre psikologjike dhe profesionale, por edhe n\u00eb rritjen e besimit, produktivitetit dhe integritetit t\u00eb vet\u00eb institucionit.\r\n\r\nT\u00eb dh\u00ebnat e studimit t\u00eb realizuar nga Shoqata Together for Life (TFL) ne vitin 2024 tregojn\u00eb se niveli i nd\u00ebrgjegj\u00ebsimit mbi ekzistenc\u00ebn e rregulloreve t\u00eb brendshme p\u00ebr mbrojtjen nga ngacmimi seksual \u00ebsht\u00eb duksh\u00ebm m\u00eb i lart\u00eb n\u00eb institucionet publike dhe n\u00eb organizatat joqeveritare. Kjo lidhet kryesisht me faktin se k\u00ebto institucione kan\u00eb investuar m\u00eb shum\u00eb n\u00eb informimin, edukimin dhe sensibilizimin e stafit lidhur me t\u00eb drejtat n\u00eb vendin e pun\u00ebs dhe mekanizmat mbrojt\u00ebs kund\u00ebr ngacmimit seksual. N\u00eb k\u00ebto sektor\u00eb vihet re nj\u00eb angazhim m\u00eb i madh p\u00ebr zhvillimin e trajnimeve, sesioneve informuese dhe politikave t\u00eb brendshme q\u00eb promovojn\u00eb nj\u00eb kultur\u00eb pune m\u00eb t\u00eb sigurt dhe m\u00eb gjith\u00ebp\u00ebrfshir\u00ebse.\r\n\r\nN\u00eb t\u00eb kund\u00ebrt, sektori privat paraqet mang\u00ebsi t\u00eb konsiderueshme n\u00eb k\u00ebt\u00eb drejtim. Studimi evidenton se shum\u00eb kompani private nuk kan\u00eb nd\u00ebrmarr\u00eb masa t\u00eb mjaftueshme p\u00ebr t\u00eb informuar punonj\u00ebsit mbi t\u00eb drejtat e tyre, procedurat e raportimit apo masat disiplinore q\u00eb aplikohen n\u00eb rastet e ngacmimit seksual. Mungesa e trajnimeve periodike, e komunikimit institucional dhe e politikave aktive parandaluese reflekton nj\u00eb nivel t\u00eb ul\u00ebt prioriteti q\u00eb i kushtohet k\u00ebsaj \u00e7\u00ebshtjeje n\u00eb nj\u00eb pjes\u00eb t\u00eb konsiderueshme t\u00eb sektorit privat. Si pasoj\u00eb, shum\u00eb punonj\u00ebs mbeten t\u00eb painformuar ose t\u00eb pasigurt mbi m\u00ebnyr\u00ebn se si duhet t\u00eb veprojn\u00eb n\u00eb rast se p\u00ebrballen me forma t\u00eb ngacmimit seksual n\u00eb vendin e pun\u00ebs.\r\n\r\nGjetjet e studimit t\u00eb TFL-s\u00eb tregonin se vet\u00ebm 52% e punonj\u00ebsve deklarojn\u00eb se jan\u00eb n\u00eb dijeni t\u00eb ekzistenc\u00ebs s\u00eb nj\u00eb rregulloreje t\u00eb brendshme p\u00ebr mbrojtjen nga ngacmimi seksual n\u00eb institucionin apo kompanin\u00eb ku punojn\u00eb. Nd\u00ebrkoh\u00eb, pjesa tjet\u00ebr ose nuk kan\u00eb informacion mbi ekzistenc\u00ebn e k\u00ebtyre mekanizmave mbrojt\u00ebs, ose nuk jan\u00eb t\u00eb sigurt p\u00ebr funksionimin dhe zbatimin e tyre n\u00eb praktik\u00eb. Ky nivel i kufizuar nd\u00ebrgjegj\u00ebsimi p\u00ebrb\u00ebn nj\u00eb tregues shqet\u00ebsues mbi nevoj\u00ebn p\u00ebr forcimin e masave parandaluese dhe informuese n\u00eb vendin e pun\u00ebs.\r\n\r\nN\u00eb k\u00ebt\u00eb kuad\u00ebr, b\u00ebhet e domosdoshme q\u00eb pun\u00ebdh\u00ebn\u00ebsit, ve\u00e7an\u00ebrisht n\u00eb sektorin privat, t\u00eb nd\u00ebrmarrin hapa m\u00eb konkret\u00eb p\u00ebr hartimin dhe zbatimin efektiv t\u00eb politikave kund\u00ebr ngacmimit seksual, p\u00ebr organizimin e trajnimeve t\u00eb vazhdueshme dhe p\u00ebr krijimin e mekanizmave t\u00eb besuesh\u00ebm t\u00eb raportimit dhe mb\u00ebshtetjes p\u00ebr punonj\u00ebsit. Vet\u00ebm p\u00ebrmes nj\u00eb qasjeje t\u00eb till\u00eb mund t\u00eb nd\u00ebrtohen ambiente pune t\u00eb sigurta, profesionale dhe t\u00eb bazuara n\u00eb respektimin e dinjitetit dhe t\u00eb drejtave t\u00eb \u00e7do individi.<\/div><\/article>EU for Good Governance, TFL ngre shqet\u00ebsimin p\u00ebr munges\u00ebn e financimit t\u00eb qendruesh\u00ebm p\u00ebr sh\u00ebrbimet sh\u00ebndet\u00ebsore jetike<\/h2><\/div><\/div>\ud83d\udcca Shoqata Together for Life (TFL) mori pjes\u00eb n\u00eb konferenc\u00ebn \u201cDrejt nj\u00eb shpenzimi publik m\u00eb efektiv: Reforma t\u00eb harmonizuara me standardet e BE-s\u00eb n\u00eb menaxhimin e investimeve publike dhe rishikimin e shpenzimeve publike\u201d, organizuar nga Ministria e Financave n\u00eb bashk\u00ebpunim me Delegacionin e Bashkimit Europian n\u00eb Shqip\u00ebri, n\u00eb kuad\u00ebr t\u00eb projektit \u201cEU for Good Governance\u201d.\r\n\r\nP\u00ebrfaq\u00ebsues t\u00eb Delegacionit t\u00eb Bashkimit Europian n\u00eb Shqip\u00ebri, Kuvendit t\u00eb Shqip\u00ebris\u00eb, Ministris\u00eb s\u00eb Financave, Ministris\u00eb s\u00eb Sh\u00ebndet\u00ebsis\u00eb dhe Mbrojtjes Sociale, si edhe ekspert\u00eb vendas dhe nd\u00ebrkomb\u00ebtar\u00eb diskutuan mbi reformat n\u00eb menaxhimin e financave publike, investimet publike dhe r\u00ebnd\u00ebsin\u00eb e rishikimeve t\u00eb shpenzimeve publike p\u00ebr rritjen e efikasitetit, transparenc\u00ebs dhe orientimit t\u00eb politikave publike drejt rezultateve konkrete p\u00ebr qytetar\u00ebt.\r\n\r\nE ftuar si nj\u00eb nga fol\u00ebset e panelit me tem\u00eb \u201cNga shpenzimet drejt rezultateve: si mund t\u00eb ndihmojn\u00eb rishikimet e shpenzimeve publike\u201d, menaxherja e projekteve n\u00eb TFL, Alma Lahe, n\u00ebnvizoi se shoq\u00ebria civile luan nj\u00eb rol ky\u00e7 n\u00eb lidhjen mes analiz\u00ebs s\u00eb buxhetit publik dhe ndikimit real q\u00eb ai ka n\u00eb jet\u00ebn e qytetar\u00ebve, duke kontribuar n\u00eb garantimin e sh\u00ebrbimeve m\u00eb cil\u00ebsore, t\u00eb q\u00ebndrueshme, t\u00eb aksesueshme dhe m\u00eb t\u00eb p\u00ebrballueshme p\u00ebr \u00e7do qytetar.\r\n\r\nN\u00eb fjal\u00ebn e saj, znj. Lahe ngriti shqet\u00ebsimin se raportet e monitorimit t\u00eb shpenzimeve publike n\u00eb sektorin e sh\u00ebndet\u00ebsis\u00eb vijojn\u00eb t\u00eb evidentojn\u00eb nj\u00eb lidhje t\u00eb dob\u00ebt mes politikave publike dhe buxheteve t\u00eb dedikuara p\u00ebr zbatimin e tyre. Si shembull konkret u soll Sh\u00ebrbimi i Kujdesit Sh\u00ebndet\u00ebsor n\u00eb Banes\u00eb, nj\u00eb sh\u00ebrbim i ri i dedikuar pacient\u00ebve q\u00eb nuk mund t\u00eb aksesojn\u00eb qendrat sh\u00ebndet\u00ebsore p\u00ebr shkak t\u00eb humbjes s\u00eb aft\u00ebsis\u00eb p\u00ebr t\u00eb l\u00ebvizur, i cili tashm\u00eb \u00ebsht\u00eb shtrir\u00eb n\u00eb 356 qendra sh\u00ebndet\u00ebsore n\u00eb t\u00eb gjith\u00eb vendin dhe aktualisht i vjen n\u00eb ndihm\u00eb rreth 5,000 pacient\u00ebve.\r\n\r\n\u201cZgjerimi i nj\u00eb sh\u00ebrbimi t\u00eb till\u00eb jetik duhet t\u00eb ishte shoq\u00ebruar me rritje t\u00eb dedikuar dhe t\u00eb q\u00ebndrueshme t\u00eb financimit p\u00ebr kujdesin sh\u00ebndet\u00ebsor par\u00ebsor, por fatkeq\u00ebsisht ka ndodhur e kund\u00ebrta\u201d, u shpreh znj. Lahe.\r\n\r\nN\u00eb k\u00ebt\u00eb kuad\u00ebr, TFL shprehu gatishm\u00ebrin\u00eb p\u00ebr t\u00eb kontribuar q\u00eb n\u00eb fazat e hershme t\u00eb analizimit t\u00eb Projekt-Buxhetit Afatmes\u00ebm, duke qen\u00eb pjes\u00eb aktive e proceseve t\u00eb rishikimit t\u00eb shpenzimeve publike, me synim hartimin e buxheteve publike m\u00eb efikase, transparente dhe t\u00eb orientuara drejt nevojave reale t\u00eb qytetar\u00ebve.\r\n\r\n***\r\n\r\nTogether for Life (TFL) participated in the conference \u201cTowards More Effective Public Spending: EU-Aligned Reforms in Public Investment Management and Spending Reviews\u201d, organized by the Ministry of Finance in cooperation with the Delegation of the European Union to Albania, within the framework of the \u201cEU for Good Governance\u201d project.\r\n\r\nRepresentatives of the Delegation of the European Union to Albania, the Parliament of Albania, the Ministry of Finance, the Ministry of Health and Social Protection, as well as national and international experts, discussed reforms in public financial management, public investments, and the importance of spending reviews in increasing efficiency, transparency, and ensuring that public policies are more results-oriented for citizens.\r\n\r\nInvited as one of the speakers in the panel \u201cFrom Spending to Results: How Spending Reviews Can Help\u201d, TFL Project Manager Alma Lahe emphasized that civil society plays a key role in linking public budget analysis with its real impact on citizens\u2019 lives, contributing to the provision of higher-quality, sustainable, accessible, and more affordable services for all citizens.\r\n\r\nIn her remarks, Ms. Lahe raised concerns that public expenditure monitoring reports in the healthcare sector continue to reveal a weak connection between public policies and the budgets allocated for their implementation. As a concrete example, she referred to the Home-Based Health Care Service, a new service dedicated to patients who are unable to access health centers due to loss of mobility, which has now been expanded to all 356 health centers across the country and currently supports around 5,000 patients.\r\n\r\n\u201cThe expansion of such a vital service should have been accompanied by dedicated and sustainable increases in primary healthcare funding, but unfortunately, the opposite has happened,\u201d stated Ms. Lahe.\r\n\r\nIn this context, TFL expressed its readiness to contribute from the early stages of the Medium-Term Budget Programme analysis by actively engaging in spending review processes, with the aim of supporting the development of more efficient, transparent, and citizen-oriented public budgets.\r\n\r\n\r\n\r\n <\/div><\/article>Ngacmimi seksual dhe kultura e heshtjes<\/h2><\/div><\/div>Ngacmimi seksual n\u00eb vendin e pun\u00ebs vazhdon t\u00eb mbetet nj\u00eb nga format m\u00eb t\u00eb p\u00ebrhapura dhe m\u00eb pak t\u00eb raportuara t\u00eb dhun\u00ebs n\u00eb shoq\u00ebri. Edhe pse kuadri ligjor vendas dhe standardet nd\u00ebrkomb\u00ebtare jan\u00eb forcuar vitet e fundit, shum\u00eb punonj\u00ebs ende p\u00ebrballen me pasiguri, munges\u00eb informacioni dhe frik\u00eb p\u00ebr t\u00eb denoncuar sjelljet abuzive.\r\nNj\u00eb ambient pune i sigurt nuk lidhet vet\u00ebm me sigurin\u00eb fizike\r\nKoncepti i siguris\u00eb n\u00eb vendin e pun\u00ebs ka evoluar ndjesh\u00ebm gjat\u00eb dekadave t\u00eb fundit. N\u00eb t\u00eb kaluar\u00ebn, v\u00ebmendja kryesore ishte e p\u00ebrqendruar te mbrojtja fizike e punonj\u00ebsve, duke garantuar kushte teknike t\u00eb sigurta, pajisje mbrojt\u00ebse dhe standarde q\u00eb lidhen me sh\u00ebndetin n\u00eb pun\u00eb. Sot, ky koncept \u00ebsht\u00eb shum\u00eb m\u00eb i gjer\u00eb dhe p\u00ebrfshin edhe mir\u00ebqenien psikologjike, emocionale dhe morale t\u00eb individit. Nj\u00eb ambient pune konsiderohet realisht i sigurt vet\u00ebm at\u00ebher\u00eb kur punonj\u00ebsit ndihen t\u00eb respektuar, t\u00eb mbrojtur dhe t\u00eb trajtuar me dinjitet, pa frik\u00eb nga diskriminimi, presioni, intimidimi apo ngacmimi seksual.\r\n\r\nKjo qasje moderne ndaj siguris\u00eb n\u00eb pun\u00eb lidhet ngusht\u00eb me t\u00eb drejtat e njeriut dhe barazin\u00eb n\u00eb marr\u00ebdh\u00ebniet profesionale. Organizatat dhe institucionet nuk kan\u00eb m\u00eb p\u00ebrgjegj\u00ebsi vet\u00ebm p\u00ebr t\u00eb parandaluar aksidentet fizike, por edhe p\u00ebr t\u00eb krijuar nj\u00eb kultur\u00eb pune ku komunikimi, sjellja dhe marr\u00ebdh\u00ebniet nd\u00ebrpersonale bazohen n\u00eb respekt dhe profesionaliz\u00ebm. N\u00eb k\u00ebt\u00eb kuad\u00ebr, ngacmimi seksual konsiderohet nj\u00eb nga format m\u00eb t\u00eb r\u00ebnda t\u00eb cenimit t\u00eb integritetit t\u00eb punonj\u00ebsit, pasi prek jo vet\u00ebm mir\u00ebqenien emocionale, por edhe sigurin\u00eb, vet\u00ebbesimin dhe zhvillimin profesional t\u00eb individit.\r\n\r\nMegjithat\u00eb, n\u00eb shum\u00eb raste, viktimat hezitojn\u00eb t\u00eb reagojn\u00eb p\u00ebr shkak t\u00eb frik\u00ebs nga paragjykimi, izolimi apo pasojat profesionale q\u00eb mund t\u00eb sjell\u00eb raportimi. Kur ngacmimi vjen nga persona me pozita drejtuese, situata b\u00ebhet edhe m\u00eb e nd\u00ebrlikuar, pasi marr\u00ebdh\u00ebnia e pabarabart\u00eb e pushtetit krijon ndjesin\u00eb e pasiguris\u00eb dhe var\u00ebsis\u00eb profesionale. Kjo b\u00ebn q\u00eb shum\u00eb punonj\u00ebs t\u00eb zgjedhin heshtjen, duke toleruar sjellje q\u00eb ndikojn\u00eb drejtp\u00ebrdrejt n\u00eb sh\u00ebndetin e tyre emocional dhe n\u00eb performanc\u00ebn n\u00eb pun\u00eb.\r\n\r\nP\u00ebr k\u00ebt\u00eb arsye, krijimi i nj\u00eb ambienti pune t\u00eb sigurt k\u00ebrkon m\u00eb shum\u00eb sesa ekzistenc\u00ebn formale t\u00eb rregulloreve. Institucionet dhe kompanit\u00eb duhet t\u00eb investojn\u00eb n\u00eb nd\u00ebrgjegj\u00ebsimin e stafit, trajnimin e vazhduesh\u00ebm mbi etik\u00ebn dhe respektin n\u00eb marr\u00ebdh\u00ebniet profesionale, si dhe n\u00eb krijimin e mekanizmave t\u00eb besuesh\u00ebm t\u00eb raportimit dhe mbrojtjes s\u00eb viktimave. Vet\u00ebm p\u00ebrmes nj\u00eb kulture organizative q\u00eb nuk toleron asnj\u00eb form\u00eb abuzimi mund t\u00eb nd\u00ebrtohet nj\u00eb mjedis pune ku \u00e7do individ ndihet i vler\u00ebsuar, i respektuar dhe i sigurt.\r\n\r\nMungesa e informacionit i l\u00eb punonj\u00ebsit t\u00eb pambrojtur \r\n\r\nNj\u00eb nga problemet m\u00eb t\u00eb m\u00ebdha q\u00eb vazhdon t\u00eb shoq\u00ebroj\u00eb trajtimin e ngacmimit seksual n\u00eb vendin e pun\u00ebs \u00ebsht\u00eb mungesa e informacionit dhe e nd\u00ebrgjegj\u00ebsimit t\u00eb punonj\u00ebsve mbi t\u00eb drejtat q\u00eb u garantohen dhe mekanizmat q\u00eb ekzistojn\u00eb p\u00ebr mbrojtjen e tyre. N\u00eb shum\u00eb raste, punonj\u00ebsit nuk jan\u00eb t\u00eb informuar n\u00ebse institucioni apo kompania ku punojn\u00eb ka rregullore t\u00eb brendshme p\u00ebr parandalimin dhe trajtimin e rasteve t\u00eb ngacmimit seksual, nuk njohin procedurat e raportimit dhe as strukturat p\u00ebrgjegj\u00ebse ku mund t\u00eb k\u00ebrkojn\u00eb mb\u00ebshtetje.\r\n\r\nKjo munges\u00eb informacioni krijon pasiguri dhe i b\u00ebn punonj\u00ebsit m\u00eb t\u00eb pambrojtur p\u00ebrball\u00eb sjelljeve abuzive. Kur nj\u00eb individ nuk di se cilat jan\u00eb t\u00eb drejtat e tij, cilat institucione duhet ta mbrojn\u00eb apo si funksionon procesi i raportimit, ai ka m\u00eb pak gjasa t\u00eb reagoj\u00eb ose t\u00eb denoncoj\u00eb rastet e ngacmimit. N\u00eb shum\u00eb ambiente pune, sidomos n\u00eb sektorin privat, politikat kund\u00ebr ngacmimit seksual ekzistojn\u00eb vet\u00ebm formalisht ose mbeten dokumente q\u00eb nuk komunikohen realisht me stafin. P\u00ebr pasoj\u00eb, punonj\u00ebsit shpesh nuk kan\u00eb besim se shqet\u00ebsimet e tyre do t\u00eb trajtohen me seriozitet apo se do t\u00eb marrin mbrojtje efektive n\u00eb rast denoncimi.\r\n\r\nNj\u00eb problem tjet\u00ebr lidhet me munges\u00ebn e trajnimeve dhe aktiviteteve nd\u00ebrgjegj\u00ebsuese brenda institucioneve. N\u00eb shum\u00eb kompani nuk organizohen diskutime apo sesione informuese mbi etik\u00ebn n\u00eb vendin e pun\u00ebs, kufijt\u00eb e sjelljes profesionale dhe m\u00ebnyrat e raportimit t\u00eb rasteve t\u00eb ngacmimit. Kjo b\u00ebn q\u00eb shum\u00eb sjellje t\u00eb pap\u00ebrshtatshme t\u00eb normalizohen ose t\u00eb mos identifikohen si problem, si nga viktimat ashtu edhe nga koleg\u00ebt apo drejtuesit. N\u00eb munges\u00eb t\u00eb nj\u00eb kulture informimi dhe komunikimi t\u00eb hapur, heshtja dhe toleranca ndaj sjelljeve abuzive b\u00ebhen pjes\u00eb e p\u00ebrditshm\u00ebris\u00eb institucionale.\r\n\r\nN\u00eb t\u00eb kund\u00ebrt, institucionet q\u00eb investojn\u00eb n\u00eb politika t\u00eb qarta mbrojt\u00ebse dhe n\u00eb edukimin e stafit krijojn\u00eb nj\u00eb klim\u00eb m\u00eb t\u00eb sigurt dhe m\u00eb profesionale. Punonj\u00ebsit q\u00eb jan\u00eb t\u00eb informuar mbi t\u00eb drejtat e tyre dhe mbi procedurat e raportimit ndihen m\u00eb t\u00eb mbrojtur dhe kan\u00eb m\u00eb shum\u00eb besim p\u00ebr t\u00eb reaguar n\u00eb rastet kur p\u00ebrballen me sjellje t\u00eb pap\u00ebrshtatshme. Transparenca, komunikimi i vazhduesh\u00ebm dhe funksionimi i mekanizmave t\u00eb besuesh\u00ebm t\u00eb ankesave jan\u00eb element\u00eb thelb\u00ebsor\u00eb p\u00ebr nd\u00ebrtimin e nj\u00eb ambienti pune ku respektohet dinjiteti i \u00e7do individi.\r\n\r\nKy shkrim realizohet n\u00eb kuad\u00ebr t\u00eb \ud835\udc29\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc1e\ud835\udc24\ud835\udc2d\ud835\udc22\ud835\udc2d \ud835\udc15\ud835\udc08\ud835\udc0e\ud835\udc0b\ud835\udc04\ud835\udc13, \ud835\udc22 \ud835\udc1c\ud835\udc22\ud835\udc25\ud835\udc22 \ud835\udc2c\ud835\udc32\ud835\udc27\ud835\udc28\ud835\udc27 \ud835\udc2d\u00eb \ud835\udc24\ud835\udc28\ud835\udc27\ud835\udc2d\ud835\udc2b\ud835\udc22\ud835\udc1b\ud835\udc2e\ud835\udc28\ud835\udc23\u00eb \ud835\udc27\u00eb \ud835\udc29\ud835\udc1a\ud835\udc2b\ud835\udc1a\ud835\udc27\ud835\udc1d\ud835\udc1a\ud835\udc25\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc1a\ud835\udc1d\ud835\udc2b\ud835\udc1e\ud835\udc2c\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27 \ud835\udc1e \ud835\udc27\ud835\udc20\ud835\udc1a\ud835\udc1c\ud835\udc26\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc2d \ud835\udc2c\ud835\udc1e\ud835\udc24\ud835\udc2c\ud835\udc2e\ud835\udc1a\ud835\udc25 \ud835\udc27\u00eb \ud835\udc2f\ud835\udc1e\ud835\udc27\ud835\udc1d\ud835\udc22\ud835\udc27 \ud835\udc1e \ud835\udc29\ud835\udc2e\ud835\udc27\u00eb\ud835\udc2c, p\u00ebrmes rritjes s\u00eb nd\u00ebrgjegj\u00ebsimit, p\u00ebrmir\u00ebsimit t\u00eb mekanizmave t\u00eb raportimit dhe forcimit t\u00eb bashk\u00ebpunimit nd\u00ebrinstitucional.\r\n\r\n\ud835\udc0f\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc1e\ud835\udc24\ud835\udc2d\ud835\udc22 \ud835\udc15\ud835\udc08\ud835\udc0e\ud835\udc0b\ud835\udc04\ud835\udc13 \ud835\udc1b\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb\ud835\udc1f\ud835\udc22\ud835\udc27\ud835\udc1a\ud835\udc27\ud835\udc1c\ud835\udc28\ud835\udc21\ud835\udc1e\ud835\udc2d \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc0f\ud835\udc2b\ud835\udc28\ud835\udc20\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc22 #\ud835\udc02\ud835\udc04\ud835\udc11\ud835\udc15-\ud835\udc03\ud835\udc00\ud835\udc0f\ud835\udc07\ud835\udc0d\ud835\udc04 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc33\ud835\udc1b\ud835\udc1a\ud835\udc2d\ud835\udc28\ud835\udc21\ud835\udc1e\ud835\udc2d \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc0a\ud835\udc28\ud835\udc26\ud835\udc22\ud835\udc2c\ud835\udc22\ud835\udc28\ud835\udc27\ud835\udc1e\ud835\udc2b\ud835\udc22 \ud835\udc29\u00eb\ud835\udc2b \ud835\udc0c\ud835\udc1b\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc2d\ud835\udc23\ud835\udc1e\ud835\udc27 \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc03\ud835\udc22\ud835\udc2c\ud835\udc24\ud835\udc2b\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27\ud835\udc22\ud835\udc26\ud835\udc22 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc12\ud835\udc21\ud835\udc28\ud835\udc2a\ud835\udc1a\ud835\udc2d\ud835\udc1a \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e, n\u00eb bashk\u00ebpunim me partner\u00eb nd\u00ebrkomb\u00ebtar\u00eb nga \ud835\udc12\ud835\udc25\ud835\udc25\ud835\udc28\ud835\udc2f\ud835\udc1a\ud835\udc24\ud835\udc22\ud835\udc1a, \ud835\udc0f\ud835\udc28\ud835\udc2b\ud835\udc2d\ud835\udc2e\ud835\udc20\ud835\udc1a\ud835\udc25\ud835\udc22\ud835\udc1a, \ud835\udc0b\ud835\udc22\ud835\udc2d\ud835\udc2e\ud835\udc1a\ud835\udc27\ud835\udc22\ud835\udc1a, \ud835\udc0c\ud835\udc1a\ud835\udc2a\ud835\udc1e\ud835\udc1d\ud835\udc28\ud835\udc27\ud835\udc22\ud835\udc1a \ud835\udc1e \ud835\udc15\ud835\udc1e\ud835\udc2b\ud835\udc22\ud835\udc2e\ud835\udc2d dhe \ud835\udc11\ud835\udc1e\ud835\udc29\ud835\udc2e\ud835\udc1b\ud835\udc25\ud835\udc22\ud835\udc24\ud835\udc1a \u00c7\ud835\udc1e\ud835\udc24\ud835\udc1e.\r\n\r\n\u00a0<\/div><\/article>SOLIDAR – Vizit\u00eb shk\u00ebmbimi mes mes Rrjeteve t\u00eb Q\u00ebndrueshm\u00ebris\u00eb n\u00eb Komunitet (CRN)<\/h2><\/div><\/div>\ud835\udc0c\u00eb \ud835\udfd0\ud835\udfd2 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udfd0\ud835\udfd7 \ud835\udc0f\ud835\udc2b\ud835\udc22\ud835\udc25\ud835\udc25, u zhvilluan dy vizita shk\u00ebmbimi mes \ud835\udc11\ud835\udc2b\ud835\udc23\ud835\udc1e\ud835\udc2d\ud835\udc1e\ud835\udc2f\ud835\udc1e \ud835\udc2d\u00eb \ud835\udc10\u00eb\ud835\udc27\ud835\udc1d\ud835\udc2b\ud835\udc2e\ud835\udc1e\ud835\udc2c\ud835\udc21\ud835\udc26\u00eb\ud835\udc2b\ud835\udc22\ud835\udc2c\u00eb \ud835\udc27\u00eb \ud835\udc0a\ud835\udc28\ud835\udc26\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc2d\ud835\udc1e\ud835\udc2d (\ud835\udc02\ud835\udc11\ud835\udc0d): \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc15\ud835\udc28\ud835\udc2b\u00eb \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc05\ud835\udc2e\ud835\udc2c\ud835\udc21\u00eb-\ud835\udc0a\ud835\udc2b\ud835\udc2e\ud835\udc23\u00eb \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc02\u00eb\ud835\udc2b\ud835\udc2b\ud835\udc22\ud835\udc24 \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc06\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc2c\ud835\udc21.\r\n\r\n\r\n\r\nP\u00ebrmes k\u00ebtyre shk\u00ebmbimeve, an\u00ebtar\u00ebt e CRN-ve p\u00ebrfituan njohuri praktike, modele konkrete p\u00ebr avokim lokal, ide p\u00ebr p\u00ebrmir\u00ebsimin e reagimit ndaj emergjencave dhe nj\u00eb kuptim m\u00eb t\u00eb qart\u00eb t\u00eb rolit t\u00eb tyre si ura lidh\u00ebse mes komunitetit dhe institucioneve.\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\nPse jan\u00eb t\u00eb r\u00ebnd\u00ebsishme k\u00ebto shk\u00ebmbime p\u00ebr an\u00ebtar\u00ebt e CRN-ve?\r\n\r\n\r\n\u00b7 P\u00ebr t\u00eb m\u00ebsuar nga p\u00ebrvoja praktike n\u00eb komunitete t\u00eb tjera, si p.sh. m\u00ebnyra se si CRN Fush\u00eb-Kruj\u00eb ka mb\u00ebshtetur p\u00ebrmir\u00ebsimin e siguris\u00eb nga zjarri n\u00eb shkolla dhe si koordinimi institucional dhe p\u00ebrpjekjet advokuese n\u00eb Gramsh kan\u00eb ndihmuar n\u00eb p\u00ebrmir\u00ebsimin e logjistik\u00ebs, si vendosja e tabelave paralajm\u00ebruese n\u00eb zonat me rrezik mbytjeje;\r\n\r\n\u00b7 P\u00ebr t\u00eb shk\u00ebmbyer zgjidhje p\u00ebr sfida t\u00eb p\u00ebrbashk\u00ebta, p\u00ebrfshir\u00eb aksesin n\u00eb autoambulanca, burimet e kufizuara sh\u00ebndet\u00ebsore, angazhimin e vullnetar\u00ebve dhe koordinimin gjat\u00eb emergjencave;\r\n\r\n\u00b7 P\u00ebr t\u00eb forcuar rolin e tyre n\u00eb advokim lokal dhe reagim ndaj emergjencave, duke par\u00eb se si CRN-t\u00eb mund t\u00eb identifikojn\u00eb boshll\u00ebqe konkrete n\u00eb siguri dhe t\u00eb advokojn\u00eb p\u00ebr p\u00ebrmir\u00ebsime konkrete n\u00eb institucionet publike;\r\n\r\n\u00b7 P\u00ebr t\u00eb kuptuar m\u00eb qart\u00eb rolin e CRN-ve si ur\u00eb lidh\u00ebse mes nevojave t\u00eb komunitetit dhe institucioneve, duke rritur efikasitetin e strukturave t\u00eb reagimit ndaj emergjencave.\r\n\r\n\r\n\r\n\r\nKy aktivitet \u00ebsht\u00eb realizuar n\u00eb kuad\u00ebr t\u00eb projektit \ud835\udc12\ud835\udc0e\ud835\udc0b\ud835\udc08\ud835\udc03\ud835\udc00\ud835\udc11 \u2013 \ud835\udc01\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb \ud835\udc27\u00eb \ud835\udc1e\ud835\udc26\ud835\udc1e\ud835\udc2b\ud835\udc20\ud835\udc23\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc1a\ud835\udc2d \ud835\udc2c\ud835\udc21\u00eb\ud835\udc27\ud835\udc1d\ud835\udc1e\ud835\udc2d\u00eb\ud835\udc2c\ud835\udc28\ud835\udc2b\ud835\udc1e, nj\u00eb projekt i \ud835\udc00\ud835\udc20\ud835\udc23\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc22\ud835\udc2c\u00eb \ud835\udc19\ud835\udc2f\ud835\udc22\ud835\udc1c\ud835\udc1e\ud835\udc2b\ud835\udc1a\ud835\udc27\ud835\udc1e \ud835\udc29\u00eb\ud835\udc2b \ud835\udc19\ud835\udc21\ud835\udc2f\ud835\udc22\ud835\udc25\ud835\udc25\ud835\udc22\ud835\udc26 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc01\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb\ud835\udc29\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc26 (\ud835\udc12\ud835\udc03\ud835\udc02), q\u00eb implementohet nga \ud835\udc06\ud835\udc05\ud835\udc00 \ud835\udc02\ud835\udc28\ud835\udc27\ud835\udc2c\ud835\udc2e\ud835\udc25\ud835\udc2d\ud835\udc22\ud835\udc27\ud835\udc20 \ud835\udc06\ud835\udc2b\ud835\udc28\ud835\udc2e\ud835\udc29 \ud835\udc06\ud835\udc26\ud835\udc1b\ud835\udc07 n\u00eb partneritet me \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e.\r\n\r\n\r\n\r\n\r\n***\r\n\r\n\r\n\r\n\r\n\ud835\udc0e\ud835\udc27 \ud835\udfd0\ud835\udfd2 \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udfd0\ud835\udfd7 \ud835\udc00\ud835\udc29\ud835\udc2b\ud835\udc22\ud835\udc25, two exchange visits took place between \ud835\udc02\ud835\udc28\ud835\udc26\ud835\udc26\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc2d\ud835\udc32 \ud835\udc11\ud835\udc1e\ud835\udc2c\ud835\udc22\ud835\udc25\ud835\udc22\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc1e \ud835\udc0d\ud835\udc1e\ud835\udc2d\ud835\udc30\ud835\udc28\ud835\udc2b\ud835\udc24\ud835\udc2c (\ud835\udc02\ud835\udc11\ud835\udc0d\ud835\udc2c): \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc15\ud835\udc28\ud835\udc2b\u00eb \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc05\ud835\udc2e\ud835\udc2c\ud835\udc21\u00eb-\ud835\udc0a\ud835\udc2b\ud835\udc2e\ud835\udc23\u00eb \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc02\u00eb\ud835\udc2b\ud835\udc2b\ud835\udc22\ud835\udc24 \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc06\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc2c\ud835\udc21.\r\n\r\n\r\n\r\n\r\nThrough these exchanges, CRN members gained practical knowledge, concrete models for local advocacy, ideas to improve emergency response, and a clearer understanding of their role as a bridge between communities and institutions.\r\n\r\n\r\n\r\n\r\nWhy are these exchanges important for CRN members?\r\n\r\n\r\n\r\n\r\n\u00b7 To learn from practical experiences in other communities, such as how CRN Fush\u00eb-Kruj\u00eb supported fire safety improvements in schools and how institutional coordination and advocacy efforts in Gramsh helped improve logistics, such as placing warning signs in areas at risk of drowning;\r\n\r\n\r\n\u00b7 To exchange solutions to shared challenges, including access to ambulances, limited health resources, volunteer engagement, and coordination during emergencies;\r\n\r\n\r\n\r\n\u00b7 To strengthen their role in local advocacy and emergency response by seeing how CRNs can identify concrete safety gaps and advocate for practical improvements in public institutions;\r\n\r\n\u00b7 To better understand the role of CRNs as a bridge between community needs and institutions, increasing the effectiveness of emergency response structures.\r\n\r\n\r\n\r\n\r\n\r\n\r\nThis activity was carried out within the framework of the \ud835\udc12\ud835\udc0e\ud835\udc0b\ud835\udc08\ud835\udc03\ud835\udc00\ud835\udc11 \u2013 \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc22\ud835\udc27 \ud835\udc21\ud835\udc1e\ud835\udc1a\ud835\udc25\ud835\udc2d\ud835\udc21 \ud835\udc1e\ud835\udc26\ud835\udc1e\ud835\udc2b\ud835\udc20\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc22\ud835\udc1e\ud835\udc2c project, funded by the \ud835\udc12\ud835\udc30\ud835\udc22\ud835\udc2c\ud835\udc2c \ud835\udc00\ud835\udc20\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc32 \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc03\ud835\udc1e\ud835\udc2f\ud835\udc1e\ud835\udc25\ud835\udc28\ud835\udc29\ud835\udc26\ud835\udc1e\ud835\udc27\ud835\udc2d \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udc02\ud835\udc28\ud835\udc28\ud835\udc29\ud835\udc1e\ud835\udc2b\ud835\udc1a\ud835\udc2d\ud835\udc22\ud835\udc28\ud835\udc27 (\ud835\udc12\ud835\udc03\ud835\udc02) and implemented by \ud835\udc06\ud835\udc05\ud835\udc00 \ud835\udc02\ud835\udc28\ud835\udc27\ud835\udc2c\ud835\udc2e\ud835\udc25\ud835\udc2d\ud835\udc22\ud835\udc27\ud835\udc20 \ud835\udc06\ud835\udc2b\ud835\udc28\ud835\udc2e\ud835\udc29 \ud835\udc06\ud835\udc26\ud835\udc1b\ud835\udc07 in partnership with \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e.<\/div><\/article><\/div>
Together for Life zhvilloi nj\u00eb seri tryezash konsultuese n\u00eb C\u00ebrrik, Vor\u00eb, Fush\u00eb-Kruj\u00eb, Shkod\u00ebr, Puk\u00eb, P\u00ebrmet dhe Gramsh, t\u00eb fokusuara n\u00eb dialogun nd\u00ebrinstitucional dhe komunitar p\u00ebr p\u00ebrmir\u00ebsimin e sh\u00ebrbimeve t\u00eb kujdesit sh\u00ebndet\u00ebsor, me fokus t\u00eb ve\u00e7ant\u00eb tek sh\u00ebrbimet emergjente.\r\n\r\nTryezat sh\u00ebrbyen si platform\u00eb p\u00ebr prezantimin dhe diskutimin e gjetjeve t\u00eb studimit t\u00eb realizuar me p\u00ebrfitues t\u00eb sh\u00ebrbimeve sh\u00ebndet\u00ebsore.\r\n\r\nDiskutimet n\u00eb t\u00eb shtat\u00eb bashkit\u00eb nxor\u00ebn n\u00eb pah nevoj\u00ebn p\u00ebr forcimin e kapaciteteve t\u00eb sh\u00ebrbimeve sh\u00ebndet\u00ebsore lokale p\u00ebrmes investimeve n\u00eb infrastruktur\u00eb, pajisje, sisteme elektronike dhe burime njer\u00ebzore. Pjes\u00ebmarr\u00ebsit theksuan r\u00ebnd\u00ebsin\u00eb e rritjes s\u00eb aksesit n\u00eb sh\u00ebrbime cil\u00ebsore, p\u00ebrfshir\u00eb kujdesin emergjent, sh\u00ebrbimet specialistike, kujdesin n\u00eb banes\u00eb dhe mbulimin e zonave rurale. Nj\u00eb tjet\u00ebr prioritet i p\u00ebrbashk\u00ebt ishte p\u00ebrmir\u00ebsimi i koordinimit, sistemeve t\u00eb referimit, transparenc\u00ebs dhe dialogut nd\u00ebrmjet institucioneve dhe komuniteteve p\u00ebr t\u00eb siguruar sh\u00ebrbime m\u00eb t\u00eb p\u00ebrgjegjshme dhe gjith\u00ebp\u00ebrfshir\u00ebse.\r\n\r\nK\u00ebto tryeza t\u00eb rrumbullak\u00ebta jan\u00eb realizuar n\u00eb kuad\u00ebr t\u00eb projektit SOLIDAR-Bashk\u00eb n\u00eb emergjencat sh\u00ebndet\u00ebsore, nj\u00eb projekt i Agjensis\u00eb Zvicerane p\u00ebr Zhvillim dhe Bashk\u00ebpunim, q\u00eb implementohet nga GFA Consulting Group GmbH n\u00eb partneritet me Together for Life.\r\n\r\n***\r\n\r\nOver the past months, a series of consultation roundtables were held in Cerrik, Vora, Fushe-Kruje, Shkoder, Puke, Permet, and Gramsh, bringing together institutions, healthcare professionals, civil society organizations, and community members to discuss ways to improve healthcare services, with a particular focus on emergency care.\r\n\r\nThe roundtables served as a platform to present and discuss the findings of a public survey conducted between March and April 2026 among healthcare service users.\r\n\r\nDiscussions across the seven municipalities highlighted the need to strengthen local healthcare capacities through investments in infrastructure, equipment, electronic systems, and human resources. Participants emphasized improving access to quality healthcare services, including emergency care, specialist services, home-based care, and coverage of rural areas. Enhancing coordination, referral systems, transparency, and dialogue between institutions and communities also emerged as key priorities for building more responsive and inclusive healthcare services.\r\n\r\nThese roundtables were carried out within the framework of the SOLIDAR \u2013 Together in health emergencies project, funded by the Swiss Agency for Development and Cooperation (SDC) and implemented by GFA Consulting Group GmbH in partnership with Together for Life.<\/div><\/article>Shoqata t\u00eb Fuqizuara, Pacient\u00eb m\u00eb t\u00eb P\u00ebrfaq\u00ebsuar<\/h2><\/div>
Shoqata t\u00eb Fuqizuara, Pacient\u00eb m\u00eb t\u00eb P\u00ebrfaq\u00ebsuar<\/h2><\/div><\/div>Shoqata t\u00eb pacient\u00ebve m\u00eb t\u00eb fuqizuara n\u00ebnkuptojn\u00eb z\u00ebra m\u00eb t\u00eb fort\u00eb p\u00ebr pacient\u00ebt, m\u00eb shum\u00eb llogaridh\u00ebnie n\u00eb sistemin sh\u00ebndet\u00ebsor dhe sh\u00ebrbime m\u00eb gjith\u00ebp\u00ebrfshir\u00ebse. Fuqizimi i organizatave q\u00eb p\u00ebrfaq\u00ebsojn\u00eb pacient\u00ebt \u00ebsht\u00eb thelb\u00ebsor p\u00ebr t\u00eb garantuar q\u00eb nevojat, t\u00eb drejtat dhe p\u00ebrvojat e tyre t\u00eb d\u00ebgjohen dhe t\u00eb reflektohen n\u00eb vendimmarrje.\r\n\r\nP\u00ebr k\u00ebt\u00eb arsye zhvilluam jav\u00ebn e shkuar dy trajnime, n\u00eb t\u00eb cilat mor\u00ebn pjes\u00eb nj\u00eb s\u00ebr\u00eb p\u00ebrfaq\u00ebsuesish t\u00eb organizatave dhe shoqatave t\u00eb pacient\u00ebve, duke u pajisur me mjete konkrete p\u00ebr t\u00eb advokuar m\u00eb mir\u00eb p\u00ebr komunitetet q\u00eb p\u00ebrfaq\u00ebsojn\u00eb.\r\n\r\nP\u00ebrmes nd\u00ebrveprimit n\u00eb grup dhe ushtrimeve praktike, u trajtuan:\r\n\r\nT\u00eb drejtat e pacient\u00ebve dhe mekanizmat e llogaridh\u00ebnies\r\n\r\nAdvokimin e bazuar n\u00eb evidenc\u00eb dhe d\u00ebshmit\u00eb e pacient\u00ebve\r\n\r\nStorytelling-un dhe zhvillimin e mesazheve\r\n\r\nAngazhimin me median dhe strategjit\u00eb e komunikimit\r\n\r\nFushatat dhe mjetet e komunikimit n\u00eb rrjetet sociale\r\n\r\nForcimi i k\u00ebtyre kapaciteteve kontribuon n\u00eb nd\u00ebrtimin e nj\u00eb ekosistemi m\u00eb t\u00eb fort\u00eb t\u00eb advokimit n\u00eb qend\u00ebr t\u00eb pacientit n\u00eb Shqip\u00ebri. \ud83c\udde6\ud83c\uddf1\r\n\r\nKy aktivitet \u00ebsht\u00eb realizuar n\u00eb kuad\u00ebr t\u00eb projektit SOLIDAR \u2013 Bashk\u00eb n\u00eb emergjencat sh\u00ebndet\u00ebsore, nj\u00eb projekt i Agjencis\u00eb Zvicerane p\u00ebr Zhvillim dhe Bashk\u00ebpunim (SDC), q\u00eb implementohet nga GFA Consulting Group GmbH n\u00eb partneritet me Together for Life.\r\n\r\n_______________________\r\n\r\nStrong patients\u2019 associations mean stronger patient voices, better healthcare accountability, and more inclusive health systems. Empowering organizations that represent patients is essential to ensuring that people\u2019s needs, rights, and experiences are heard and reflected in healthcare decision-making.\r\n\r\nFor this reason, last week we organized two training sessions, bringing together representatives from various patient organizations and associations, and equipping them with practical tools to better advocate for the communities they represent.\r\n\r\nThrough group interaction and practical exercises, the trainings explored:\r\n\r\nPatients\u2019 rights and accountability mechanisms\r\n\r\nEvidence-based advocacy and patient testimonies\r\n\r\nStorytelling and message development\r\n\r\nMedia engagement and communication strategies\r\n\r\nSocial media campaigning tools and techniques\r\n\r\nBy strengthening these capacities, we help build a stronger ecosystem of patient-centered advocacy in Albania. \ud83c\udde6\ud83c\uddf1\r\n\r\nThis activity was carried out within the framework of the SOLIDAR \u2013 Together in health emergencies project, funded by the Swiss Agency for Development and Cooperation (SDC) and implemented by GFA Consulting Group GmbH in partnership with Together for Life.\r\n\r\n <\/div><\/article>Ngacmimi seksual n\u00eb vendin e pun\u00ebs: Sfidat e shoq\u00ebrive tradicionale dhe moderne p\u00ebrball\u00eb nj\u00eb fenomeni global<\/h2><\/div><\/div>Ngacmimi seksual n\u00eb vendin e pun\u00ebs \u00ebsht\u00eb nj\u00eb fenomen q\u00eb ndikon drejtp\u00ebrdrejt n\u00eb mir\u00ebqenien e punonj\u00ebsve, sigurin\u00eb psikologjike dhe cil\u00ebsin\u00eb e mjedisit t\u00eb pun\u00ebs, duke p\u00ebrb\u00ebr\u00eb nj\u00eb sfid\u00eb t\u00eb vazhdueshme p\u00ebr shoq\u00ebrit\u00eb moderne. P\u00ebrtej pasojave individuale, ai ndikon negativisht n\u00eb produktivitet, motivim, performanc\u00eb profesionale dhe kultur\u00ebn organizative, duke krijuar mjedise pune t\u00eb pasigurta, diskriminuese dhe p\u00ebrjashtuese.\r\n\r\nPavar\u00ebsisht zhvillimeve ligjore, forcimit t\u00eb politikave institucionale dhe rritjes s\u00eb nd\u00ebrgjegj\u00ebsimit publik, ngacmimi seksual mbetet nj\u00eb fenomen i n\u00ebnraportuar. Frika nga stigmatizimi, humbja e vendit t\u00eb pun\u00ebs, mungesa e mekanizmave efektiv\u00eb t\u00eb raportimit dhe mosbesimi ndaj institucioneve p\u00ebrgjegj\u00ebse vazhdojn\u00eb t\u00eb p\u00ebrb\u00ebjn\u00eb pengesa t\u00eb r\u00ebnd\u00ebsishme p\u00ebr denoncimin e rasteve. Megjith\u00ebse grat\u00eb preken n\u00eb m\u00ebnyr\u00eb disproorcionale, fenomeni mund t\u00eb prek\u00eb individ\u00eb t\u00eb \u00e7do gjinie, moshe apo pozicioni profesional.\r\n\r\nPerceptimi dhe qasja ndaj ngacmimit seksual n\u00eb vendin e pun\u00ebs ndryshojn\u00eb ndjesh\u00ebm midis vendeve dhe shoq\u00ebrive, t\u00eb ndikuara nga normat sociale, kulturore dhe sistemet institucionale q\u00eb i karakterizojn\u00eb ato. N\u00eb shum\u00eb vende per\u00ebndimore, ngacmimi seksual konsiderohet nj\u00eb shkelje serioze e t\u00eb drejtave t\u00eb njeriut dhe nj\u00eb faktor q\u00eb ndikon jo vet\u00ebm n\u00eb jet\u00ebn profesionale dhe ekonomike t\u00eb individit, por edhe n\u00eb sh\u00ebndetin e tij mendor dhe mir\u00ebqenien sociale. Si rezultat, institucionet publike dhe private kan\u00eb investuar n\u00eb krijimin e politikave t\u00eb qarta p\u00ebr parandalimin, raportimin dhe trajtimin e rasteve t\u00eb tilla.\r\n\r\nFushata nd\u00ebrkomb\u00ebtare si #MeToo kan\u00eb luajtur nj\u00eb rol t\u00eb r\u00ebnd\u00ebsish\u00ebm n\u00eb rritjen e nd\u00ebrgjegj\u00ebsimit publik n\u00eb mbar\u00eb globin, fuqizimin e viktimave p\u00ebr t\u00eb denoncuar dhe shtimin e presionit ndaj institucioneve p\u00ebr t\u00eb nd\u00ebrtuar mjedise pune m\u00eb t\u00eb sigurta dhe m\u00eb gjith\u00ebp\u00ebrfshir\u00ebse. K\u00ebto zhvillime kan\u00eb sjell\u00eb nj\u00eb ndryshim t\u00eb r\u00ebnd\u00ebsish\u00ebm n\u00eb m\u00ebnyr\u00ebn se si ky fenomen perceptohet dhe trajtohet, ve\u00e7an\u00ebrisht n\u00eb raport me mbrojtjen e grave dhe vajzave, t\u00eb cilat vazhdojn\u00eb t\u00eb jen\u00eb m\u00eb t\u00eb ekspozuara ndaj k\u00ebsaj forme dhune dhe diskriminimi.\r\n\r\nMegjithat\u00eb, n\u00eb shum\u00eb vende t\u00eb tjera, ve\u00e7an\u00ebrisht n\u00eb disa rajone t\u00eb Lindjes s\u00eb Mesme dhe Azis\u00eb, ngacmimi seksual vazhdon t\u00eb mbetet nj\u00eb tem\u00eb tabu. N\u00eb k\u00ebto kontekste, raportimi i rasteve shpesh shoq\u00ebrohet me stigmatizim social, duke u perceptuar si turp jo vet\u00ebm p\u00ebr viktim\u00ebn, por edhe p\u00ebr familjen e saj. Pik\u00ebrisht ky mentalitet shoq\u00ebror p\u00ebrb\u00ebn nj\u00eb nga pengesat kryesore q\u00eb kufizon denoncimin dhe k\u00ebrkimin e mb\u00ebshtetjes.\r\n\r\nN\u00eb shum\u00eb prej k\u00ebtyre vendeve, roli i organizatave t\u00eb shoq\u00ebris\u00eb civile n\u00eb adresimin e fenomenit mbetet i kufizuar, nd\u00ebrsa ngacmimi seksual n\u00eb vendin e pun\u00ebs shpesh nuk trajtohet si prioritet n\u00eb politikat dhe programet e tyre. N\u00eb t\u00eb nj\u00ebjt\u00ebn koh\u00eb, mungesa e kuadrit t\u00eb plot\u00eb ligjor, procedurave efektive t\u00eb mbrojtjes dhe mekanizmave funksional\u00eb t\u00eb raportimit krijon boshll\u00ebqe t\u00eb konsiderueshme institucionale, duke e b\u00ebr\u00eb t\u00eb v\u00ebshtir\u00eb q\u00eb viktimat t\u00eb ndihen t\u00eb sigurta, t\u00eb mbrojtura dhe t\u00eb mb\u00ebshtetura n\u00eb k\u00ebrkimin e drejt\u00ebsis\u00eb.\r\n\r\nAdresimi efektiv i k\u00ebtij fenomeni k\u00ebrkon jo vet\u00ebm forcimin e kuadrit ligjor dhe mekanizmave institucional\u00eb, por edhe transformimin e kultur\u00ebs organizative dhe shoq\u00ebrore, promovimin e politikave parandaluese dhe krijimin e mjediseve t\u00eb pun\u00ebs t\u00eb bazuara n\u00eb respekt, barazi dhe dinjitet njer\u00ebzor.\r\n\r\nN\u00eb Shqip\u00ebri ngacmimi seksual n\u00eb pun\u00eb \u00ebsht\u00eb nj\u00eb \u00e7\u00ebshtje q\u00eb po merr gjithnj\u00eb e m\u00eb shum\u00eb v\u00ebmendje, sidomos tek grat\u00eb dhe t\u00eb rinjt\u00eb. Si p\u00ebr punonj\u00ebsit n\u00eb sektorin publik ashtu edhe ata t\u00eb sektorit privat, ngacmimi seksual konsiderohet si nj\u00eb p\u00ebrvoj\u00eb mjaft e p\u00ebrhapur, nd\u00ebrsa n\u00eb organizatat lokale dhe nd\u00ebrkomb\u00ebtare q\u00ebndron nj\u00eb nivel i lart\u00eb nd\u00ebrgjegj\u00ebsimi mbi k\u00ebt\u00eb \u00e7\u00ebshtje p\u00ebr shkak t\u00eb ekspozimit ndaj standardeve t\u00eb huaja. Edhe pse p\u00ebrvoja me ngacmimin seksual mund t\u00eb jet\u00eb m\u00eb e ul\u00ebt n\u00eb k\u00ebto organizata, nd\u00ebrgjegj\u00ebsimi dhe trajtimi serioz i \u00e7\u00ebshtjes jan\u00eb n\u00eb nivele m\u00eb t\u00eb larta se n\u00eb sektor\u00eb t\u00eb tjer\u00eb.\r\n\r\nFaktor\u00ebt q\u00eb ndikojn\u00eb n\u00eb perceptimin dhe raportimin e ngacmimit seksual jan\u00eb t\u00eb lidhur ngusht\u00eb me edukimin dhe nd\u00ebrgjegj\u00ebsimin e individ\u00ebve, si dhe me qasjen q\u00eb kan\u00eb ndaj raportimeve dhe standardeve nd\u00ebrkomb\u00ebtare. N\u00eb vende ku k\u00ebto standarde jan\u00eb t\u00eb p\u00ebrhapura, individ\u00ebt jan\u00eb m\u00eb t\u00eb p\u00ebrgatitur t\u00eb identifikojn\u00eb dhe raportojn\u00eb sjellje t\u00eb papranueshme. N\u00eb vendet ku ngacmimi seksual \u00ebsht\u00eb tabu, mungesa e diskutimit t\u00eb hapur p\u00ebr k\u00ebt\u00eb tem\u00eb e b\u00ebn t\u00eb v\u00ebshtir\u00eb p\u00ebr individ\u00ebt t\u00eb marrin hapa p\u00ebr t\u00eb raportuar ose kund\u00ebrshtuar situatat e pad\u00ebshiruara. P\u00ebr t\u00eb p\u00ebrmir\u00ebsuar mjedisin e pun\u00ebs dhe p\u00ebr t\u00eb siguruar nj\u00eb ambient ku respektohet dinjiteti dhe siguria e \u00e7do individi, \u00ebsht\u00eb e domosdoshme q\u00eb kompanit\u00eb dhe institucionet t\u00eb implementojn\u00eb politika t\u00eb qarta p\u00ebr mbrojtjen e punonj\u00ebsve nga ngacmimi seksual. Kjo p\u00ebrfshin krijimin e rregulloreve p\u00ebr raportim, mekanizma mbrojt\u00ebs p\u00ebr punonj\u00ebsit dhe programe trajnimi p\u00ebr t\u00eb rritur nd\u00ebrgjegj\u00ebsimin dhe p\u00ebr t\u00eb forcuar politikat mbrojt\u00ebse.\r\n\r\nNj\u00eb ambient pune i sh\u00ebndetsh\u00ebm \u00ebsht\u00eb nj\u00eb t\u00eb drejt\u00eb universale dhe duhet t\u00eb mbrohet n\u00eb \u00e7do vend. Fushatat p\u00ebr nd\u00ebrgjegj\u00ebsimin publik, mb\u00ebshtetja nga politikat e brendshme dhe nd\u00ebrtimi i nj\u00eb kulture pune me vlera respekti dhe integriteti jan\u00eb \u00e7el\u00ebsi p\u00ebr t\u00eb parandaluar dhe trajtuar ngacmimin seksual n\u00eb vendin e pun\u00ebs. Vet\u00ebm p\u00ebrmes nd\u00ebrhyrjeve t\u00eb vazhdueshme dhe p\u00ebrkushtimit ndaj p\u00ebrmir\u00ebsimit t\u00eb kushteve t\u00eb pun\u00ebs, mund t\u00eb krijojm\u00eb nj\u00eb mjedis t\u00eb drejt\u00eb dhe t\u00eb sigurt p\u00ebr t\u00eb gjith\u00eb.<\/div><\/article>RAPORT – P\u00ebrdorimi i sh\u00ebrbimeve sh\u00ebndet\u00ebsore n\u00eb e-Albania! Perceptime mbi aksesin, v\u00ebshtir\u00ebsit\u00eb dhe sugjerime p\u00ebr p\u00ebrmir\u00ebsime<\/h2><\/div><\/div><\/div><\/article>Raport – Monitorimi i shpenzimeve t\u00eb sektorit t\u00eb sh\u00ebndet\u00ebsis\u00eb, p\u00ebr vitin 2025<\/h2><\/div><\/div><\/div><\/article>Etika dhe respekti si themeli i nj\u00eb mjedisi pune t\u00eb sh\u00ebndetsh\u00ebm<\/h2><\/div><\/div>Marr\u00ebdh\u00ebniet nd\u00ebrmjet koleg\u00ebve n\u00eb vendin e pun\u00ebs p\u00ebrb\u00ebjn\u00eb nj\u00eb element themelor p\u00ebr krijimin e nj\u00eb mjedisi profesional t\u00eb sh\u00ebndetsh\u00ebm, produktiv dhe mb\u00ebshtet\u00ebs. P\u00ebrtej ndarjes s\u00eb p\u00ebrgjegj\u00ebsive profesionale gjat\u00eb orarit t\u00eb pun\u00ebs, punonj\u00ebsit kalojn\u00eb nj\u00eb pjes\u00eb t\u00eb konsiderueshme t\u00eb jet\u00ebs s\u00eb tyre s\u00eb p\u00ebrditshme n\u00eb t\u00eb nj\u00ebjtin ambient, \u00e7ka i b\u00ebn bashk\u00ebpunimin, mir\u00ebkuptimin dhe respektin reciprok parime thelb\u00ebsore t\u00eb funksionimit t\u00eb suksessh\u00ebm t\u00eb \u00e7do nd\u00ebrmarrje. Komunikimi i hapur, sjellja etike dhe qasja korrekte ndaj koleg\u00ebve kontribuojn\u00eb n\u00eb forcimin e besimit dhe p\u00ebrmir\u00ebsimin e performanc\u00ebs n\u00eb pun\u00eb, duke nd\u00ebrtuar nj\u00eb kultur\u00eb pune pozitive dhe gjith\u00ebp\u00ebrfshir\u00ebse. Edhe, humori dhe marr\u00ebdh\u00ebniet e mira shoq\u00ebrore ndikojn\u00eb pozitivisht n\u00eb moralin e stafit dhe n\u00eb krijimin e lidhjeve t\u00eb q\u00ebndrueshme profesionale, nd\u00ebrsa respektimi i kufijve etik\u00eb dhe dinjitetit t\u00eb \u00e7do individi mbetet kusht i domosdosh\u00ebm p\u00ebr ruajtjen e integritetit dhe harmonis\u00eb n\u00eb vendin e pun\u00ebs.\r\n\r\nN\u00eb shum\u00eb shoq\u00ebri, marr\u00ebdh\u00ebniet romantike mes koleg\u00ebve mund t\u00eb konsiderohen t\u00eb pranueshme, megjithat\u00eb ekzistojn\u00eb kufij t\u00eb qart\u00eb mes interesit t\u00eb nd\u00ebrsjell\u00eb dhe ngacmimit seksual, ku ky i fundit p\u00ebrb\u00ebn nj\u00eb shkelje serioze t\u00eb etik\u00ebs profesionale dhe t\u00eb respektit njer\u00ebzor.\r\n\r\nN\u00eb Shqip\u00ebri, ashtu si n\u00eb shum\u00eb vende t\u00eb tjera, ngacmimi seksual perceptohet si nj\u00eb sjellje q\u00eb c\u00ebnon besimin nd\u00ebrmjet koleg\u00ebve, krijon tensione dhe ndikon negativisht n\u00eb klim\u00ebn organizative. P\u00ebr k\u00ebt\u00eb arsye, ngacmimi seksual n\u00eb vendin e pun\u00ebs mbetet nj\u00eb nd\u00ebr problematikat m\u00eb shqet\u00ebsuese p\u00ebr shoq\u00ebrit\u00eb moderne, duke ngritur nevoj\u00ebn p\u00ebr politika efektive parandaluese dhe mekanizma t\u00eb qart\u00eb adresimi t\u00eb fenomenit brenda nd\u00ebrmarrjeve publike ose jopublike.\r\n\r\nBindja se ngacmimi seksual n\u00eb mjediset e pun\u00ebs mund dhe duhet t\u00eb parandalohet \u00ebsht\u00eb thelb\u00ebsore p\u00ebr nd\u00ebrtimin e nj\u00eb kulture pune t\u00eb sigurt dhe respektuese p\u00ebr t\u00eb gjith\u00eb punonj\u00ebsit. Sipas studimit \u201cNgacmimi Seksual n\u00eb Tregun e Pun\u00ebs\u201d, t\u00eb realizuar dhe publikuar nga Together for Life dy vjet m\u00eb par\u00eb, ky perceptim lidhet ngusht\u00eb me rritjen e nd\u00ebrgjegj\u00ebsimit shoq\u00ebror dhe kulturor mbi t\u00eb drejtat e punonj\u00ebsve dhe r\u00ebnd\u00ebsin\u00eb e respektit n\u00eb vendin e pun\u00ebs. Studimi evidentoi dallime t\u00eb dukshme gjinore n\u00eb perceptimin e fenomenit ku 29% e meshkujve e konsiderojn\u00eb ngacmimin seksual si t\u00eb pashmangsh\u00ebm, krahasuar me 14% t\u00eb grave. Ky dallim tregon se burrat dhe grat\u00eb e perceptojn\u00eb ndryshe ndikimin dhe pasojat e ngacmimit seksual ndaj viktimave. Grat\u00eb shpesh ndihen m\u00eb t\u00eb ekspozuara dhe m\u00eb t\u00eb prekura nga ky fenomen, nd\u00ebrsa burrat priren ta shohin at\u00eb nga nj\u00eb k\u00ebndv\u00ebshtrim tjet\u00ebr, \u00e7ka n\u00ebnvizon nevoj\u00ebn p\u00ebr rritje t\u00eb m\u00ebtejshme t\u00eb nd\u00ebrgjegj\u00ebsimit dhe edukimit p\u00ebr t\u00eb dyja grupet.\r\n\r\nN\u00eb nj\u00eb koh\u00eb kur respektimi i t\u00eb drejtave t\u00eb punonj\u00ebsve dhe promovimi i barazis\u00eb n\u00eb vendin e pun\u00ebs po marrin gjithnj\u00eb e m\u00eb shum\u00eb r\u00ebnd\u00ebsi, perceptimi se ngacmimi seksual mund t\u00eb parandalohet p\u00ebrb\u00ebn nj\u00eb tregues pozitiv p\u00ebr p\u00ebrmir\u00ebsimin e kultur\u00ebs organizative. Ky nd\u00ebrgjegj\u00ebsim nuk reflekton vet\u00ebm p\u00ebrvoja individuale, por \u00ebsht\u00eb gjithashtu konsiderohet si rezultat i fushatave t\u00eb vazhdueshme sensibilizuese dhe p\u00ebrmir\u00ebsimit t\u00eb standardeve t\u00eb pun\u00ebs n\u00eb nivel komb\u00ebtar dhe nd\u00ebrkomb\u00ebtar. N\u00eb k\u00ebt\u00eb kuad\u00ebr, nd\u00ebrmarrjet, institucionet dhe organizatat po orientohen drejt hartimit dhe zbatimit t\u00eb politikave m\u00eb t\u00eb qarta p\u00ebr mbrojtjen e punonj\u00ebsve, me synim krijimin e nj\u00eb mjedisi pune t\u00eb sigurt, dinjitoz dhe pa diskriminim p\u00ebr t\u00eb gjith\u00eb.\r\n\r\nSi mund t\u00eb shmangen ngacmemet seksuale n\u00eb mjeside pune me pun\u00ebmarr\u00ebs burra dhe gra\r\n\r\nBazuar n\u00eb t\u00eb dh\u00ebnat e analizuara nga studimi i realizuar nga Together for Life mbi p\u00ebrhapjen e fenomenit t\u00eb ngacmimit seksual n\u00eb sektorin publik dhe privat, n\u00eb t\u00eb cilin u p\u00ebrfshin\u00eb rreth 1000 t\u00eb anketuar - burra dhe gra, djem dhe vajza n\u00eb t\u00eb gjith\u00eb vendin, bie n\u00eb sy se shumica e t\u00eb anketuarve (53%) besojn\u00eb se ngacmimi seksual \u00ebsht\u00eb i shmangsh\u00ebm n\u00eb mjediset e pun\u00ebs me p\u00ebrb\u00ebrje gjinore t\u00eb p\u00ebrzier. Ky rezultat p\u00ebrb\u00ebn nj\u00eb tregues t\u00eb r\u00ebnd\u00ebsish\u00ebm t\u00eb rritjes s\u00eb nd\u00ebrgjegj\u00ebsimit dhe sensibilizimit t\u00eb qytetar\u00ebve mbi nevoj\u00ebn p\u00ebr parandalimin e k\u00ebtij fenomeni dhe krijimin e nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt dhe siguri p\u00ebr t\u00eb gjith\u00eb.\r\n\r\nKy rezultat p\u00ebrb\u00ebn nj\u00eb tregues t\u00eb r\u00ebnd\u00ebsish\u00ebm se nd\u00ebrgjegj\u00ebsimi dhe informimi publik kan\u00eb ndikuar pozitivisht n\u00eb p\u00ebrmir\u00ebsimin e qasjes s\u00eb qytetar\u00ebve shqiptar\u00eb ndaj k\u00ebtij fenomeni dhe n\u00eb rritjen e besimit se ai mund t\u00eb parandalohet p\u00ebrmes masave konkrete dhe kultur\u00ebs s\u00eb duhur institucionale.\r\n\r\nBesimi se ngacmimi seksual mund t\u00eb parandalohet p\u00ebrfaq\u00ebson nj\u00eb hap t\u00eb r\u00ebnd\u00ebsish\u00ebm drejt nd\u00ebrtimit t\u00eb nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt, barazi dhe siguri. Rritja e nd\u00ebrgjegj\u00ebsimit mbi k\u00ebt\u00eb \u00e7\u00ebshtje \u00ebsht\u00eb thelb\u00ebsore jo vet\u00ebm p\u00ebr t\u00eb parandaluar sjelljet abuzive, por edhe p\u00ebr t\u00eb krijuar nj\u00eb ambient ku \u00e7do punonj\u00ebs ndihet i respektuar, i d\u00ebgjuar dhe i mbrojtur. Ky perceptim p\u00ebrb\u00ebn gjithashtu nj\u00eb thirrje t\u00eb drejtp\u00ebrdrejt\u00eb p\u00ebr institucionet publike dhe private q\u00eb t\u00eb nd\u00ebrmarrin hapa konkret\u00eb p\u00ebr mbrojtjen e punonj\u00ebsve dhe p\u00ebr edukimin e stafit mbi kufijt\u00eb e sjelljes s\u00eb pranueshme n\u00eb marr\u00ebdh\u00ebniet profesionale.\r\n\r\nP\u00ebrmir\u00ebsimi i kushteve t\u00eb pun\u00ebs dhe krijimi i nj\u00eb ambienti t\u00eb sigurt dhe gjith\u00ebp\u00ebrfshir\u00ebs duhet t\u00eb jet\u00eb objektiv prioritar p\u00ebr \u00e7do kompani dhe institucion. Nj\u00eb kultur\u00eb pune q\u00eb promovon respektin, dinjitetin dhe sigurin\u00eb kontribuon jo vet\u00ebm n\u00eb parandalimin e ngacmimit seksual, por edhe n\u00eb rritjen e mir\u00ebqenies dhe produktivitetit t\u00eb p\u00ebrgjithsh\u00ebm t\u00eb punonj\u00ebsve. Mjediset e pun\u00ebs q\u00eb mb\u00ebshteten mbi vlerat e respektit dhe mbrojtjes s\u00eb t\u00eb drejtave t\u00eb individit krijojn\u00eb nj\u00eb kultur\u00eb organizative t\u00eb q\u00ebndrueshme, ku \u00e7do punonj\u00ebs ndihet i vler\u00ebsuar, i sigurt dhe i motivuar p\u00ebr t\u00eb kontribuar n\u00eb m\u00ebnyr\u00eb profesionale. N\u00eb k\u00ebt\u00eb kuad\u00ebr, nd\u00ebrgjegj\u00ebsimi dhe veprimet konkrete mbeten faktor\u00eb ky\u00e7 p\u00ebr t\u00eb garantuar q\u00eb \u00e7do vend pune t\u00eb jet\u00eb nj\u00eb hap\u00ebsir\u00eb respekti, mb\u00ebshtetjeje dhe zhvillimi p\u00ebr t\u00eb gjith\u00eb.<\/div><\/article>Pse krijimi i nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt dhe barazi duhet t\u00eb kthehet n\u00eb prioritet p\u00ebr \u00e7do pun\u00ebdh\u00ebn\u00ebs<\/h2><\/div><\/div>Siguria, dinjiteti dhe integriteti n\u00eb vendin e pun\u00ebs p\u00ebrb\u00ebjn\u00eb t\u00eb drejta themelore t\u00eb \u00e7do punonj\u00ebsi dhe standarde thelb\u00ebsore p\u00ebr nj\u00eb mjedis pune t\u00eb drejt\u00eb, etik dhe profesional. Nj\u00eb ambient pune i sigurt nuk kufizohet vet\u00ebm n\u00eb mbrojtjen fizike t\u00eb pun\u00ebmarr\u00ebsve, por p\u00ebrfshin gjithashtu garantimin e mir\u00ebqenies morale dhe psikologjike, duke mos toleruar asnj\u00eb form\u00eb ngacmimi seksual, diskriminimi apo sjelljeje t\u00eb pap\u00ebrshtatshme q\u00eb cenon dinjitetin dhe t\u00eb drejtat e individit.\r\n\r\nHistorikisht, koncepti i siguris\u00eb n\u00eb pun\u00eb ka qen\u00eb i fokusuar kryesisht n\u00eb aspektet teknike dhe mbrojtjen fizike t\u00eb punonj\u00ebsve. Megjithat\u00eb, zhvillimet sociale, ligjore dhe rritja e nd\u00ebrgjegj\u00ebsimit p\u00ebr t\u00eb drejtat e njeriut kan\u00eb sjell\u00eb nj\u00eb qasje m\u00eb gjith\u00ebp\u00ebrfshir\u00ebse ndaj siguris\u00eb n\u00eb vendin e pun\u00ebs, duke e konsideruar mbrojtjen nga abuzimi moral, psikologjik dhe seksual si pjes\u00eb integrale t\u00eb saj.\r\n\r\nSot, legjislacioni komb\u00ebtar dhe standardet nd\u00ebrkomb\u00ebtare e njohin ngacmimin seksual n\u00eb vendin e pun\u00ebs si nj\u00eb nga format m\u00eb serioze dhe m\u00eb t\u00eb p\u00ebrhapura t\u00eb dhun\u00ebs dhe diskriminimit n\u00eb marr\u00ebdh\u00ebniet e pun\u00ebs. P\u00ebr k\u00ebt\u00eb arsye, mekanizmat ligjor\u00eb dhe institucionale p\u00ebr parandalimin, raportimin dhe trajtimin e rasteve t\u00eb tilla jan\u00eb fuqizuar ndjesh\u00ebm. N\u00eb t\u00eb nj\u00ebjt\u00ebn koh\u00eb, krijimi i nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt, barazi dhe llogaridh\u00ebnie \u00ebsht\u00eb kthyer n\u00eb prioritet p\u00ebr institucionet publike, organizatat dhe kompanit\u00eb q\u00eb synojn\u00eb t\u00eb nd\u00ebrtojn\u00eb ambiente pune t\u00eb sigurta, gjith\u00ebp\u00ebrfshir\u00ebse dhe profesionale.\r\n\r\nN\u00eb \u00e7do institucion apo subjekt pun\u00ebdh\u00ebn\u00ebs, ekzistenca e politikave t\u00eb qarta dhe mekanizmave funksional\u00eb p\u00ebr parandalimin dhe adresimin e ngacmimit seksual p\u00ebrb\u00ebn nj\u00eb element thelb\u00ebsor t\u00eb siguris\u00eb dhe etik\u00ebs n\u00eb vendin e pun\u00ebs. Rregulloret e brendshme duhet t\u00eb jen\u00eb t\u00eb hartuara n\u00eb m\u00ebnyr\u00eb t\u00eb qart\u00eb, t\u00eb komunikohen rregullisht dhe t\u00eb jen\u00eb leht\u00ebsisht t\u00eb aksesueshme p\u00ebr t\u00eb gjith\u00eb punonj\u00ebsit, pavar\u00ebsisht pozicionit apo nivelit hierarkik. K\u00ebto politika nuk duhet t\u00eb mbeten vet\u00ebm dokumente formale, por t\u00eb shoq\u00ebrohen me masa konkrete parandaluese, procedura efektive raportimi dhe mekanizma mb\u00ebshtet\u00ebs p\u00ebr viktimat e mundshme t\u00eb ngacmimit seksual.\r\n\r\nP\u00ebrgjegj\u00ebsia kryesore p\u00ebr garantimin e nj\u00eb ambienti pune t\u00eb sigurt dhe dinjitoz bie mbi drejtuesit dhe pun\u00ebdh\u00ebn\u00ebsit, t\u00eb cil\u00ebt kan\u00eb detyrimin ligjor dhe etik t\u00eb nd\u00ebrtojn\u00eb nj\u00eb kultur\u00eb institucionale t\u00eb bazuar n\u00eb respekt, barazi dhe mosdiskriminim. Nj\u00eb mjedis pune ku punonj\u00ebsit ndihen t\u00eb mbrojtur dhe t\u00eb d\u00ebgjuar ndikon drejtp\u00ebrdrejt jo vet\u00ebm n\u00eb mir\u00ebqenien e tyre psikologjike dhe profesionale, por edhe n\u00eb rritjen e besimit, produktivitetit dhe integritetit t\u00eb vet\u00eb institucionit.\r\n\r\nT\u00eb dh\u00ebnat e studimit t\u00eb realizuar nga Shoqata Together for Life (TFL) ne vitin 2024 tregojn\u00eb se niveli i nd\u00ebrgjegj\u00ebsimit mbi ekzistenc\u00ebn e rregulloreve t\u00eb brendshme p\u00ebr mbrojtjen nga ngacmimi seksual \u00ebsht\u00eb duksh\u00ebm m\u00eb i lart\u00eb n\u00eb institucionet publike dhe n\u00eb organizatat joqeveritare. Kjo lidhet kryesisht me faktin se k\u00ebto institucione kan\u00eb investuar m\u00eb shum\u00eb n\u00eb informimin, edukimin dhe sensibilizimin e stafit lidhur me t\u00eb drejtat n\u00eb vendin e pun\u00ebs dhe mekanizmat mbrojt\u00ebs kund\u00ebr ngacmimit seksual. N\u00eb k\u00ebto sektor\u00eb vihet re nj\u00eb angazhim m\u00eb i madh p\u00ebr zhvillimin e trajnimeve, sesioneve informuese dhe politikave t\u00eb brendshme q\u00eb promovojn\u00eb nj\u00eb kultur\u00eb pune m\u00eb t\u00eb sigurt dhe m\u00eb gjith\u00ebp\u00ebrfshir\u00ebse.\r\n\r\nN\u00eb t\u00eb kund\u00ebrt, sektori privat paraqet mang\u00ebsi t\u00eb konsiderueshme n\u00eb k\u00ebt\u00eb drejtim. Studimi evidenton se shum\u00eb kompani private nuk kan\u00eb nd\u00ebrmarr\u00eb masa t\u00eb mjaftueshme p\u00ebr t\u00eb informuar punonj\u00ebsit mbi t\u00eb drejtat e tyre, procedurat e raportimit apo masat disiplinore q\u00eb aplikohen n\u00eb rastet e ngacmimit seksual. Mungesa e trajnimeve periodike, e komunikimit institucional dhe e politikave aktive parandaluese reflekton nj\u00eb nivel t\u00eb ul\u00ebt prioriteti q\u00eb i kushtohet k\u00ebsaj \u00e7\u00ebshtjeje n\u00eb nj\u00eb pjes\u00eb t\u00eb konsiderueshme t\u00eb sektorit privat. Si pasoj\u00eb, shum\u00eb punonj\u00ebs mbeten t\u00eb painformuar ose t\u00eb pasigurt mbi m\u00ebnyr\u00ebn se si duhet t\u00eb veprojn\u00eb n\u00eb rast se p\u00ebrballen me forma t\u00eb ngacmimit seksual n\u00eb vendin e pun\u00ebs.\r\n\r\nGjetjet e studimit t\u00eb TFL-s\u00eb tregonin se vet\u00ebm 52% e punonj\u00ebsve deklarojn\u00eb se jan\u00eb n\u00eb dijeni t\u00eb ekzistenc\u00ebs s\u00eb nj\u00eb rregulloreje t\u00eb brendshme p\u00ebr mbrojtjen nga ngacmimi seksual n\u00eb institucionin apo kompanin\u00eb ku punojn\u00eb. Nd\u00ebrkoh\u00eb, pjesa tjet\u00ebr ose nuk kan\u00eb informacion mbi ekzistenc\u00ebn e k\u00ebtyre mekanizmave mbrojt\u00ebs, ose nuk jan\u00eb t\u00eb sigurt p\u00ebr funksionimin dhe zbatimin e tyre n\u00eb praktik\u00eb. Ky nivel i kufizuar nd\u00ebrgjegj\u00ebsimi p\u00ebrb\u00ebn nj\u00eb tregues shqet\u00ebsues mbi nevoj\u00ebn p\u00ebr forcimin e masave parandaluese dhe informuese n\u00eb vendin e pun\u00ebs.\r\n\r\nN\u00eb k\u00ebt\u00eb kuad\u00ebr, b\u00ebhet e domosdoshme q\u00eb pun\u00ebdh\u00ebn\u00ebsit, ve\u00e7an\u00ebrisht n\u00eb sektorin privat, t\u00eb nd\u00ebrmarrin hapa m\u00eb konkret\u00eb p\u00ebr hartimin dhe zbatimin efektiv t\u00eb politikave kund\u00ebr ngacmimit seksual, p\u00ebr organizimin e trajnimeve t\u00eb vazhdueshme dhe p\u00ebr krijimin e mekanizmave t\u00eb besuesh\u00ebm t\u00eb raportimit dhe mb\u00ebshtetjes p\u00ebr punonj\u00ebsit. Vet\u00ebm p\u00ebrmes nj\u00eb qasjeje t\u00eb till\u00eb mund t\u00eb nd\u00ebrtohen ambiente pune t\u00eb sigurta, profesionale dhe t\u00eb bazuara n\u00eb respektimin e dinjitetit dhe t\u00eb drejtave t\u00eb \u00e7do individi.<\/div><\/article>EU for Good Governance, TFL ngre shqet\u00ebsimin p\u00ebr munges\u00ebn e financimit t\u00eb qendruesh\u00ebm p\u00ebr sh\u00ebrbimet sh\u00ebndet\u00ebsore jetike<\/h2><\/div><\/div>\ud83d\udcca Shoqata Together for Life (TFL) mori pjes\u00eb n\u00eb konferenc\u00ebn \u201cDrejt nj\u00eb shpenzimi publik m\u00eb efektiv: Reforma t\u00eb harmonizuara me standardet e BE-s\u00eb n\u00eb menaxhimin e investimeve publike dhe rishikimin e shpenzimeve publike\u201d, organizuar nga Ministria e Financave n\u00eb bashk\u00ebpunim me Delegacionin e Bashkimit Europian n\u00eb Shqip\u00ebri, n\u00eb kuad\u00ebr t\u00eb projektit \u201cEU for Good Governance\u201d.\r\n\r\nP\u00ebrfaq\u00ebsues t\u00eb Delegacionit t\u00eb Bashkimit Europian n\u00eb Shqip\u00ebri, Kuvendit t\u00eb Shqip\u00ebris\u00eb, Ministris\u00eb s\u00eb Financave, Ministris\u00eb s\u00eb Sh\u00ebndet\u00ebsis\u00eb dhe Mbrojtjes Sociale, si edhe ekspert\u00eb vendas dhe nd\u00ebrkomb\u00ebtar\u00eb diskutuan mbi reformat n\u00eb menaxhimin e financave publike, investimet publike dhe r\u00ebnd\u00ebsin\u00eb e rishikimeve t\u00eb shpenzimeve publike p\u00ebr rritjen e efikasitetit, transparenc\u00ebs dhe orientimit t\u00eb politikave publike drejt rezultateve konkrete p\u00ebr qytetar\u00ebt.\r\n\r\nE ftuar si nj\u00eb nga fol\u00ebset e panelit me tem\u00eb \u201cNga shpenzimet drejt rezultateve: si mund t\u00eb ndihmojn\u00eb rishikimet e shpenzimeve publike\u201d, menaxherja e projekteve n\u00eb TFL, Alma Lahe, n\u00ebnvizoi se shoq\u00ebria civile luan nj\u00eb rol ky\u00e7 n\u00eb lidhjen mes analiz\u00ebs s\u00eb buxhetit publik dhe ndikimit real q\u00eb ai ka n\u00eb jet\u00ebn e qytetar\u00ebve, duke kontribuar n\u00eb garantimin e sh\u00ebrbimeve m\u00eb cil\u00ebsore, t\u00eb q\u00ebndrueshme, t\u00eb aksesueshme dhe m\u00eb t\u00eb p\u00ebrballueshme p\u00ebr \u00e7do qytetar.\r\n\r\nN\u00eb fjal\u00ebn e saj, znj. Lahe ngriti shqet\u00ebsimin se raportet e monitorimit t\u00eb shpenzimeve publike n\u00eb sektorin e sh\u00ebndet\u00ebsis\u00eb vijojn\u00eb t\u00eb evidentojn\u00eb nj\u00eb lidhje t\u00eb dob\u00ebt mes politikave publike dhe buxheteve t\u00eb dedikuara p\u00ebr zbatimin e tyre. Si shembull konkret u soll Sh\u00ebrbimi i Kujdesit Sh\u00ebndet\u00ebsor n\u00eb Banes\u00eb, nj\u00eb sh\u00ebrbim i ri i dedikuar pacient\u00ebve q\u00eb nuk mund t\u00eb aksesojn\u00eb qendrat sh\u00ebndet\u00ebsore p\u00ebr shkak t\u00eb humbjes s\u00eb aft\u00ebsis\u00eb p\u00ebr t\u00eb l\u00ebvizur, i cili tashm\u00eb \u00ebsht\u00eb shtrir\u00eb n\u00eb 356 qendra sh\u00ebndet\u00ebsore n\u00eb t\u00eb gjith\u00eb vendin dhe aktualisht i vjen n\u00eb ndihm\u00eb rreth 5,000 pacient\u00ebve.\r\n\r\n\u201cZgjerimi i nj\u00eb sh\u00ebrbimi t\u00eb till\u00eb jetik duhet t\u00eb ishte shoq\u00ebruar me rritje t\u00eb dedikuar dhe t\u00eb q\u00ebndrueshme t\u00eb financimit p\u00ebr kujdesin sh\u00ebndet\u00ebsor par\u00ebsor, por fatkeq\u00ebsisht ka ndodhur e kund\u00ebrta\u201d, u shpreh znj. Lahe.\r\n\r\nN\u00eb k\u00ebt\u00eb kuad\u00ebr, TFL shprehu gatishm\u00ebrin\u00eb p\u00ebr t\u00eb kontribuar q\u00eb n\u00eb fazat e hershme t\u00eb analizimit t\u00eb Projekt-Buxhetit Afatmes\u00ebm, duke qen\u00eb pjes\u00eb aktive e proceseve t\u00eb rishikimit t\u00eb shpenzimeve publike, me synim hartimin e buxheteve publike m\u00eb efikase, transparente dhe t\u00eb orientuara drejt nevojave reale t\u00eb qytetar\u00ebve.\r\n\r\n***\r\n\r\nTogether for Life (TFL) participated in the conference \u201cTowards More Effective Public Spending: EU-Aligned Reforms in Public Investment Management and Spending Reviews\u201d, organized by the Ministry of Finance in cooperation with the Delegation of the European Union to Albania, within the framework of the \u201cEU for Good Governance\u201d project.\r\n\r\nRepresentatives of the Delegation of the European Union to Albania, the Parliament of Albania, the Ministry of Finance, the Ministry of Health and Social Protection, as well as national and international experts, discussed reforms in public financial management, public investments, and the importance of spending reviews in increasing efficiency, transparency, and ensuring that public policies are more results-oriented for citizens.\r\n\r\nInvited as one of the speakers in the panel \u201cFrom Spending to Results: How Spending Reviews Can Help\u201d, TFL Project Manager Alma Lahe emphasized that civil society plays a key role in linking public budget analysis with its real impact on citizens\u2019 lives, contributing to the provision of higher-quality, sustainable, accessible, and more affordable services for all citizens.\r\n\r\nIn her remarks, Ms. Lahe raised concerns that public expenditure monitoring reports in the healthcare sector continue to reveal a weak connection between public policies and the budgets allocated for their implementation. As a concrete example, she referred to the Home-Based Health Care Service, a new service dedicated to patients who are unable to access health centers due to loss of mobility, which has now been expanded to all 356 health centers across the country and currently supports around 5,000 patients.\r\n\r\n\u201cThe expansion of such a vital service should have been accompanied by dedicated and sustainable increases in primary healthcare funding, but unfortunately, the opposite has happened,\u201d stated Ms. Lahe.\r\n\r\nIn this context, TFL expressed its readiness to contribute from the early stages of the Medium-Term Budget Programme analysis by actively engaging in spending review processes, with the aim of supporting the development of more efficient, transparent, and citizen-oriented public budgets.\r\n\r\n\r\n\r\n <\/div><\/article>Ngacmimi seksual dhe kultura e heshtjes<\/h2><\/div><\/div>Ngacmimi seksual n\u00eb vendin e pun\u00ebs vazhdon t\u00eb mbetet nj\u00eb nga format m\u00eb t\u00eb p\u00ebrhapura dhe m\u00eb pak t\u00eb raportuara t\u00eb dhun\u00ebs n\u00eb shoq\u00ebri. Edhe pse kuadri ligjor vendas dhe standardet nd\u00ebrkomb\u00ebtare jan\u00eb forcuar vitet e fundit, shum\u00eb punonj\u00ebs ende p\u00ebrballen me pasiguri, munges\u00eb informacioni dhe frik\u00eb p\u00ebr t\u00eb denoncuar sjelljet abuzive.\r\nNj\u00eb ambient pune i sigurt nuk lidhet vet\u00ebm me sigurin\u00eb fizike\r\nKoncepti i siguris\u00eb n\u00eb vendin e pun\u00ebs ka evoluar ndjesh\u00ebm gjat\u00eb dekadave t\u00eb fundit. N\u00eb t\u00eb kaluar\u00ebn, v\u00ebmendja kryesore ishte e p\u00ebrqendruar te mbrojtja fizike e punonj\u00ebsve, duke garantuar kushte teknike t\u00eb sigurta, pajisje mbrojt\u00ebse dhe standarde q\u00eb lidhen me sh\u00ebndetin n\u00eb pun\u00eb. Sot, ky koncept \u00ebsht\u00eb shum\u00eb m\u00eb i gjer\u00eb dhe p\u00ebrfshin edhe mir\u00ebqenien psikologjike, emocionale dhe morale t\u00eb individit. Nj\u00eb ambient pune konsiderohet realisht i sigurt vet\u00ebm at\u00ebher\u00eb kur punonj\u00ebsit ndihen t\u00eb respektuar, t\u00eb mbrojtur dhe t\u00eb trajtuar me dinjitet, pa frik\u00eb nga diskriminimi, presioni, intimidimi apo ngacmimi seksual.\r\n\r\nKjo qasje moderne ndaj siguris\u00eb n\u00eb pun\u00eb lidhet ngusht\u00eb me t\u00eb drejtat e njeriut dhe barazin\u00eb n\u00eb marr\u00ebdh\u00ebniet profesionale. Organizatat dhe institucionet nuk kan\u00eb m\u00eb p\u00ebrgjegj\u00ebsi vet\u00ebm p\u00ebr t\u00eb parandaluar aksidentet fizike, por edhe p\u00ebr t\u00eb krijuar nj\u00eb kultur\u00eb pune ku komunikimi, sjellja dhe marr\u00ebdh\u00ebniet nd\u00ebrpersonale bazohen n\u00eb respekt dhe profesionaliz\u00ebm. N\u00eb k\u00ebt\u00eb kuad\u00ebr, ngacmimi seksual konsiderohet nj\u00eb nga format m\u00eb t\u00eb r\u00ebnda t\u00eb cenimit t\u00eb integritetit t\u00eb punonj\u00ebsit, pasi prek jo vet\u00ebm mir\u00ebqenien emocionale, por edhe sigurin\u00eb, vet\u00ebbesimin dhe zhvillimin profesional t\u00eb individit.\r\n\r\nMegjithat\u00eb, n\u00eb shum\u00eb raste, viktimat hezitojn\u00eb t\u00eb reagojn\u00eb p\u00ebr shkak t\u00eb frik\u00ebs nga paragjykimi, izolimi apo pasojat profesionale q\u00eb mund t\u00eb sjell\u00eb raportimi. Kur ngacmimi vjen nga persona me pozita drejtuese, situata b\u00ebhet edhe m\u00eb e nd\u00ebrlikuar, pasi marr\u00ebdh\u00ebnia e pabarabart\u00eb e pushtetit krijon ndjesin\u00eb e pasiguris\u00eb dhe var\u00ebsis\u00eb profesionale. Kjo b\u00ebn q\u00eb shum\u00eb punonj\u00ebs t\u00eb zgjedhin heshtjen, duke toleruar sjellje q\u00eb ndikojn\u00eb drejtp\u00ebrdrejt n\u00eb sh\u00ebndetin e tyre emocional dhe n\u00eb performanc\u00ebn n\u00eb pun\u00eb.\r\n\r\nP\u00ebr k\u00ebt\u00eb arsye, krijimi i nj\u00eb ambienti pune t\u00eb sigurt k\u00ebrkon m\u00eb shum\u00eb sesa ekzistenc\u00ebn formale t\u00eb rregulloreve. Institucionet dhe kompanit\u00eb duhet t\u00eb investojn\u00eb n\u00eb nd\u00ebrgjegj\u00ebsimin e stafit, trajnimin e vazhduesh\u00ebm mbi etik\u00ebn dhe respektin n\u00eb marr\u00ebdh\u00ebniet profesionale, si dhe n\u00eb krijimin e mekanizmave t\u00eb besuesh\u00ebm t\u00eb raportimit dhe mbrojtjes s\u00eb viktimave. Vet\u00ebm p\u00ebrmes nj\u00eb kulture organizative q\u00eb nuk toleron asnj\u00eb form\u00eb abuzimi mund t\u00eb nd\u00ebrtohet nj\u00eb mjedis pune ku \u00e7do individ ndihet i vler\u00ebsuar, i respektuar dhe i sigurt.\r\n\r\nMungesa e informacionit i l\u00eb punonj\u00ebsit t\u00eb pambrojtur \r\n\r\nNj\u00eb nga problemet m\u00eb t\u00eb m\u00ebdha q\u00eb vazhdon t\u00eb shoq\u00ebroj\u00eb trajtimin e ngacmimit seksual n\u00eb vendin e pun\u00ebs \u00ebsht\u00eb mungesa e informacionit dhe e nd\u00ebrgjegj\u00ebsimit t\u00eb punonj\u00ebsve mbi t\u00eb drejtat q\u00eb u garantohen dhe mekanizmat q\u00eb ekzistojn\u00eb p\u00ebr mbrojtjen e tyre. N\u00eb shum\u00eb raste, punonj\u00ebsit nuk jan\u00eb t\u00eb informuar n\u00ebse institucioni apo kompania ku punojn\u00eb ka rregullore t\u00eb brendshme p\u00ebr parandalimin dhe trajtimin e rasteve t\u00eb ngacmimit seksual, nuk njohin procedurat e raportimit dhe as strukturat p\u00ebrgjegj\u00ebse ku mund t\u00eb k\u00ebrkojn\u00eb mb\u00ebshtetje.\r\n\r\nKjo munges\u00eb informacioni krijon pasiguri dhe i b\u00ebn punonj\u00ebsit m\u00eb t\u00eb pambrojtur p\u00ebrball\u00eb sjelljeve abuzive. Kur nj\u00eb individ nuk di se cilat jan\u00eb t\u00eb drejtat e tij, cilat institucione duhet ta mbrojn\u00eb apo si funksionon procesi i raportimit, ai ka m\u00eb pak gjasa t\u00eb reagoj\u00eb ose t\u00eb denoncoj\u00eb rastet e ngacmimit. N\u00eb shum\u00eb ambiente pune, sidomos n\u00eb sektorin privat, politikat kund\u00ebr ngacmimit seksual ekzistojn\u00eb vet\u00ebm formalisht ose mbeten dokumente q\u00eb nuk komunikohen realisht me stafin. P\u00ebr pasoj\u00eb, punonj\u00ebsit shpesh nuk kan\u00eb besim se shqet\u00ebsimet e tyre do t\u00eb trajtohen me seriozitet apo se do t\u00eb marrin mbrojtje efektive n\u00eb rast denoncimi.\r\n\r\nNj\u00eb problem tjet\u00ebr lidhet me munges\u00ebn e trajnimeve dhe aktiviteteve nd\u00ebrgjegj\u00ebsuese brenda institucioneve. N\u00eb shum\u00eb kompani nuk organizohen diskutime apo sesione informuese mbi etik\u00ebn n\u00eb vendin e pun\u00ebs, kufijt\u00eb e sjelljes profesionale dhe m\u00ebnyrat e raportimit t\u00eb rasteve t\u00eb ngacmimit. Kjo b\u00ebn q\u00eb shum\u00eb sjellje t\u00eb pap\u00ebrshtatshme t\u00eb normalizohen ose t\u00eb mos identifikohen si problem, si nga viktimat ashtu edhe nga koleg\u00ebt apo drejtuesit. N\u00eb munges\u00eb t\u00eb nj\u00eb kulture informimi dhe komunikimi t\u00eb hapur, heshtja dhe toleranca ndaj sjelljeve abuzive b\u00ebhen pjes\u00eb e p\u00ebrditshm\u00ebris\u00eb institucionale.\r\n\r\nN\u00eb t\u00eb kund\u00ebrt, institucionet q\u00eb investojn\u00eb n\u00eb politika t\u00eb qarta mbrojt\u00ebse dhe n\u00eb edukimin e stafit krijojn\u00eb nj\u00eb klim\u00eb m\u00eb t\u00eb sigurt dhe m\u00eb profesionale. Punonj\u00ebsit q\u00eb jan\u00eb t\u00eb informuar mbi t\u00eb drejtat e tyre dhe mbi procedurat e raportimit ndihen m\u00eb t\u00eb mbrojtur dhe kan\u00eb m\u00eb shum\u00eb besim p\u00ebr t\u00eb reaguar n\u00eb rastet kur p\u00ebrballen me sjellje t\u00eb pap\u00ebrshtatshme. Transparenca, komunikimi i vazhduesh\u00ebm dhe funksionimi i mekanizmave t\u00eb besuesh\u00ebm t\u00eb ankesave jan\u00eb element\u00eb thelb\u00ebsor\u00eb p\u00ebr nd\u00ebrtimin e nj\u00eb ambienti pune ku respektohet dinjiteti i \u00e7do individi.\r\n\r\nKy shkrim realizohet n\u00eb kuad\u00ebr t\u00eb \ud835\udc29\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc1e\ud835\udc24\ud835\udc2d\ud835\udc22\ud835\udc2d \ud835\udc15\ud835\udc08\ud835\udc0e\ud835\udc0b\ud835\udc04\ud835\udc13, \ud835\udc22 \ud835\udc1c\ud835\udc22\ud835\udc25\ud835\udc22 \ud835\udc2c\ud835\udc32\ud835\udc27\ud835\udc28\ud835\udc27 \ud835\udc2d\u00eb \ud835\udc24\ud835\udc28\ud835\udc27\ud835\udc2d\ud835\udc2b\ud835\udc22\ud835\udc1b\ud835\udc2e\ud835\udc28\ud835\udc23\u00eb \ud835\udc27\u00eb \ud835\udc29\ud835\udc1a\ud835\udc2b\ud835\udc1a\ud835\udc27\ud835\udc1d\ud835\udc1a\ud835\udc25\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc1a\ud835\udc1d\ud835\udc2b\ud835\udc1e\ud835\udc2c\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27 \ud835\udc1e \ud835\udc27\ud835\udc20\ud835\udc1a\ud835\udc1c\ud835\udc26\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc2d \ud835\udc2c\ud835\udc1e\ud835\udc24\ud835\udc2c\ud835\udc2e\ud835\udc1a\ud835\udc25 \ud835\udc27\u00eb \ud835\udc2f\ud835\udc1e\ud835\udc27\ud835\udc1d\ud835\udc22\ud835\udc27 \ud835\udc1e \ud835\udc29\ud835\udc2e\ud835\udc27\u00eb\ud835\udc2c, p\u00ebrmes rritjes s\u00eb nd\u00ebrgjegj\u00ebsimit, p\u00ebrmir\u00ebsimit t\u00eb mekanizmave t\u00eb raportimit dhe forcimit t\u00eb bashk\u00ebpunimit nd\u00ebrinstitucional.\r\n\r\n\ud835\udc0f\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc1e\ud835\udc24\ud835\udc2d\ud835\udc22 \ud835\udc15\ud835\udc08\ud835\udc0e\ud835\udc0b\ud835\udc04\ud835\udc13 \ud835\udc1b\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb\ud835\udc1f\ud835\udc22\ud835\udc27\ud835\udc1a\ud835\udc27\ud835\udc1c\ud835\udc28\ud835\udc21\ud835\udc1e\ud835\udc2d \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc0f\ud835\udc2b\ud835\udc28\ud835\udc20\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc22 #\ud835\udc02\ud835\udc04\ud835\udc11\ud835\udc15-\ud835\udc03\ud835\udc00\ud835\udc0f\ud835\udc07\ud835\udc0d\ud835\udc04 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc33\ud835\udc1b\ud835\udc1a\ud835\udc2d\ud835\udc28\ud835\udc21\ud835\udc1e\ud835\udc2d \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc0a\ud835\udc28\ud835\udc26\ud835\udc22\ud835\udc2c\ud835\udc22\ud835\udc28\ud835\udc27\ud835\udc1e\ud835\udc2b\ud835\udc22 \ud835\udc29\u00eb\ud835\udc2b \ud835\udc0c\ud835\udc1b\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc2d\ud835\udc23\ud835\udc1e\ud835\udc27 \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc03\ud835\udc22\ud835\udc2c\ud835\udc24\ud835\udc2b\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27\ud835\udc22\ud835\udc26\ud835\udc22 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc12\ud835\udc21\ud835\udc28\ud835\udc2a\ud835\udc1a\ud835\udc2d\ud835\udc1a \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e, n\u00eb bashk\u00ebpunim me partner\u00eb nd\u00ebrkomb\u00ebtar\u00eb nga \ud835\udc12\ud835\udc25\ud835\udc25\ud835\udc28\ud835\udc2f\ud835\udc1a\ud835\udc24\ud835\udc22\ud835\udc1a, \ud835\udc0f\ud835\udc28\ud835\udc2b\ud835\udc2d\ud835\udc2e\ud835\udc20\ud835\udc1a\ud835\udc25\ud835\udc22\ud835\udc1a, \ud835\udc0b\ud835\udc22\ud835\udc2d\ud835\udc2e\ud835\udc1a\ud835\udc27\ud835\udc22\ud835\udc1a, \ud835\udc0c\ud835\udc1a\ud835\udc2a\ud835\udc1e\ud835\udc1d\ud835\udc28\ud835\udc27\ud835\udc22\ud835\udc1a \ud835\udc1e \ud835\udc15\ud835\udc1e\ud835\udc2b\ud835\udc22\ud835\udc2e\ud835\udc2d dhe \ud835\udc11\ud835\udc1e\ud835\udc29\ud835\udc2e\ud835\udc1b\ud835\udc25\ud835\udc22\ud835\udc24\ud835\udc1a \u00c7\ud835\udc1e\ud835\udc24\ud835\udc1e.\r\n\r\n\u00a0<\/div><\/article>SOLIDAR – Vizit\u00eb shk\u00ebmbimi mes mes Rrjeteve t\u00eb Q\u00ebndrueshm\u00ebris\u00eb n\u00eb Komunitet (CRN)<\/h2><\/div><\/div>\ud835\udc0c\u00eb \ud835\udfd0\ud835\udfd2 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udfd0\ud835\udfd7 \ud835\udc0f\ud835\udc2b\ud835\udc22\ud835\udc25\ud835\udc25, u zhvilluan dy vizita shk\u00ebmbimi mes \ud835\udc11\ud835\udc2b\ud835\udc23\ud835\udc1e\ud835\udc2d\ud835\udc1e\ud835\udc2f\ud835\udc1e \ud835\udc2d\u00eb \ud835\udc10\u00eb\ud835\udc27\ud835\udc1d\ud835\udc2b\ud835\udc2e\ud835\udc1e\ud835\udc2c\ud835\udc21\ud835\udc26\u00eb\ud835\udc2b\ud835\udc22\ud835\udc2c\u00eb \ud835\udc27\u00eb \ud835\udc0a\ud835\udc28\ud835\udc26\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc2d\ud835\udc1e\ud835\udc2d (\ud835\udc02\ud835\udc11\ud835\udc0d): \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc15\ud835\udc28\ud835\udc2b\u00eb \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc05\ud835\udc2e\ud835\udc2c\ud835\udc21\u00eb-\ud835\udc0a\ud835\udc2b\ud835\udc2e\ud835\udc23\u00eb \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc02\u00eb\ud835\udc2b\ud835\udc2b\ud835\udc22\ud835\udc24 \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc06\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc2c\ud835\udc21.\r\n\r\n\r\n\r\nP\u00ebrmes k\u00ebtyre shk\u00ebmbimeve, an\u00ebtar\u00ebt e CRN-ve p\u00ebrfituan njohuri praktike, modele konkrete p\u00ebr avokim lokal, ide p\u00ebr p\u00ebrmir\u00ebsimin e reagimit ndaj emergjencave dhe nj\u00eb kuptim m\u00eb t\u00eb qart\u00eb t\u00eb rolit t\u00eb tyre si ura lidh\u00ebse mes komunitetit dhe institucioneve.\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\nPse jan\u00eb t\u00eb r\u00ebnd\u00ebsishme k\u00ebto shk\u00ebmbime p\u00ebr an\u00ebtar\u00ebt e CRN-ve?\r\n\r\n\r\n\u00b7 P\u00ebr t\u00eb m\u00ebsuar nga p\u00ebrvoja praktike n\u00eb komunitete t\u00eb tjera, si p.sh. m\u00ebnyra se si CRN Fush\u00eb-Kruj\u00eb ka mb\u00ebshtetur p\u00ebrmir\u00ebsimin e siguris\u00eb nga zjarri n\u00eb shkolla dhe si koordinimi institucional dhe p\u00ebrpjekjet advokuese n\u00eb Gramsh kan\u00eb ndihmuar n\u00eb p\u00ebrmir\u00ebsimin e logjistik\u00ebs, si vendosja e tabelave paralajm\u00ebruese n\u00eb zonat me rrezik mbytjeje;\r\n\r\n\u00b7 P\u00ebr t\u00eb shk\u00ebmbyer zgjidhje p\u00ebr sfida t\u00eb p\u00ebrbashk\u00ebta, p\u00ebrfshir\u00eb aksesin n\u00eb autoambulanca, burimet e kufizuara sh\u00ebndet\u00ebsore, angazhimin e vullnetar\u00ebve dhe koordinimin gjat\u00eb emergjencave;\r\n\r\n\u00b7 P\u00ebr t\u00eb forcuar rolin e tyre n\u00eb advokim lokal dhe reagim ndaj emergjencave, duke par\u00eb se si CRN-t\u00eb mund t\u00eb identifikojn\u00eb boshll\u00ebqe konkrete n\u00eb siguri dhe t\u00eb advokojn\u00eb p\u00ebr p\u00ebrmir\u00ebsime konkrete n\u00eb institucionet publike;\r\n\r\n\u00b7 P\u00ebr t\u00eb kuptuar m\u00eb qart\u00eb rolin e CRN-ve si ur\u00eb lidh\u00ebse mes nevojave t\u00eb komunitetit dhe institucioneve, duke rritur efikasitetin e strukturave t\u00eb reagimit ndaj emergjencave.\r\n\r\n\r\n\r\n\r\nKy aktivitet \u00ebsht\u00eb realizuar n\u00eb kuad\u00ebr t\u00eb projektit \ud835\udc12\ud835\udc0e\ud835\udc0b\ud835\udc08\ud835\udc03\ud835\udc00\ud835\udc11 \u2013 \ud835\udc01\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb \ud835\udc27\u00eb \ud835\udc1e\ud835\udc26\ud835\udc1e\ud835\udc2b\ud835\udc20\ud835\udc23\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc1a\ud835\udc2d \ud835\udc2c\ud835\udc21\u00eb\ud835\udc27\ud835\udc1d\ud835\udc1e\ud835\udc2d\u00eb\ud835\udc2c\ud835\udc28\ud835\udc2b\ud835\udc1e, nj\u00eb projekt i \ud835\udc00\ud835\udc20\ud835\udc23\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc22\ud835\udc2c\u00eb \ud835\udc19\ud835\udc2f\ud835\udc22\ud835\udc1c\ud835\udc1e\ud835\udc2b\ud835\udc1a\ud835\udc27\ud835\udc1e \ud835\udc29\u00eb\ud835\udc2b \ud835\udc19\ud835\udc21\ud835\udc2f\ud835\udc22\ud835\udc25\ud835\udc25\ud835\udc22\ud835\udc26 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc01\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb\ud835\udc29\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc26 (\ud835\udc12\ud835\udc03\ud835\udc02), q\u00eb implementohet nga \ud835\udc06\ud835\udc05\ud835\udc00 \ud835\udc02\ud835\udc28\ud835\udc27\ud835\udc2c\ud835\udc2e\ud835\udc25\ud835\udc2d\ud835\udc22\ud835\udc27\ud835\udc20 \ud835\udc06\ud835\udc2b\ud835\udc28\ud835\udc2e\ud835\udc29 \ud835\udc06\ud835\udc26\ud835\udc1b\ud835\udc07 n\u00eb partneritet me \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e.\r\n\r\n\r\n\r\n\r\n***\r\n\r\n\r\n\r\n\r\n\ud835\udc0e\ud835\udc27 \ud835\udfd0\ud835\udfd2 \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udfd0\ud835\udfd7 \ud835\udc00\ud835\udc29\ud835\udc2b\ud835\udc22\ud835\udc25, two exchange visits took place between \ud835\udc02\ud835\udc28\ud835\udc26\ud835\udc26\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc2d\ud835\udc32 \ud835\udc11\ud835\udc1e\ud835\udc2c\ud835\udc22\ud835\udc25\ud835\udc22\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc1e \ud835\udc0d\ud835\udc1e\ud835\udc2d\ud835\udc30\ud835\udc28\ud835\udc2b\ud835\udc24\ud835\udc2c (\ud835\udc02\ud835\udc11\ud835\udc0d\ud835\udc2c): \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc15\ud835\udc28\ud835\udc2b\u00eb \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc05\ud835\udc2e\ud835\udc2c\ud835\udc21\u00eb-\ud835\udc0a\ud835\udc2b\ud835\udc2e\ud835\udc23\u00eb \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc02\u00eb\ud835\udc2b\ud835\udc2b\ud835\udc22\ud835\udc24 \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc06\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc2c\ud835\udc21.\r\n\r\n\r\n\r\n\r\nThrough these exchanges, CRN members gained practical knowledge, concrete models for local advocacy, ideas to improve emergency response, and a clearer understanding of their role as a bridge between communities and institutions.\r\n\r\n\r\n\r\n\r\nWhy are these exchanges important for CRN members?\r\n\r\n\r\n\r\n\r\n\u00b7 To learn from practical experiences in other communities, such as how CRN Fush\u00eb-Kruj\u00eb supported fire safety improvements in schools and how institutional coordination and advocacy efforts in Gramsh helped improve logistics, such as placing warning signs in areas at risk of drowning;\r\n\r\n\r\n\u00b7 To exchange solutions to shared challenges, including access to ambulances, limited health resources, volunteer engagement, and coordination during emergencies;\r\n\r\n\r\n\r\n\u00b7 To strengthen their role in local advocacy and emergency response by seeing how CRNs can identify concrete safety gaps and advocate for practical improvements in public institutions;\r\n\r\n\u00b7 To better understand the role of CRNs as a bridge between community needs and institutions, increasing the effectiveness of emergency response structures.\r\n\r\n\r\n\r\n\r\n\r\n\r\nThis activity was carried out within the framework of the \ud835\udc12\ud835\udc0e\ud835\udc0b\ud835\udc08\ud835\udc03\ud835\udc00\ud835\udc11 \u2013 \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc22\ud835\udc27 \ud835\udc21\ud835\udc1e\ud835\udc1a\ud835\udc25\ud835\udc2d\ud835\udc21 \ud835\udc1e\ud835\udc26\ud835\udc1e\ud835\udc2b\ud835\udc20\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc22\ud835\udc1e\ud835\udc2c project, funded by the \ud835\udc12\ud835\udc30\ud835\udc22\ud835\udc2c\ud835\udc2c \ud835\udc00\ud835\udc20\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc32 \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc03\ud835\udc1e\ud835\udc2f\ud835\udc1e\ud835\udc25\ud835\udc28\ud835\udc29\ud835\udc26\ud835\udc1e\ud835\udc27\ud835\udc2d \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udc02\ud835\udc28\ud835\udc28\ud835\udc29\ud835\udc1e\ud835\udc2b\ud835\udc1a\ud835\udc2d\ud835\udc22\ud835\udc28\ud835\udc27 (\ud835\udc12\ud835\udc03\ud835\udc02) and implemented by \ud835\udc06\ud835\udc05\ud835\udc00 \ud835\udc02\ud835\udc28\ud835\udc27\ud835\udc2c\ud835\udc2e\ud835\udc25\ud835\udc2d\ud835\udc22\ud835\udc27\ud835\udc20 \ud835\udc06\ud835\udc2b\ud835\udc28\ud835\udc2e\ud835\udc29 \ud835\udc06\ud835\udc26\ud835\udc1b\ud835\udc07 in partnership with \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e.<\/div><\/article><\/div>
Shoqata t\u00eb pacient\u00ebve m\u00eb t\u00eb fuqizuara n\u00ebnkuptojn\u00eb z\u00ebra m\u00eb t\u00eb fort\u00eb p\u00ebr pacient\u00ebt, m\u00eb shum\u00eb llogaridh\u00ebnie n\u00eb sistemin sh\u00ebndet\u00ebsor dhe sh\u00ebrbime m\u00eb gjith\u00ebp\u00ebrfshir\u00ebse. Fuqizimi i organizatave q\u00eb p\u00ebrfaq\u00ebsojn\u00eb pacient\u00ebt \u00ebsht\u00eb thelb\u00ebsor p\u00ebr t\u00eb garantuar q\u00eb nevojat, t\u00eb drejtat dhe p\u00ebrvojat e tyre t\u00eb d\u00ebgjohen dhe t\u00eb reflektohen n\u00eb vendimmarrje.\r\n\r\nP\u00ebr k\u00ebt\u00eb arsye zhvilluam jav\u00ebn e shkuar dy trajnime, n\u00eb t\u00eb cilat mor\u00ebn pjes\u00eb nj\u00eb s\u00ebr\u00eb p\u00ebrfaq\u00ebsuesish t\u00eb organizatave dhe shoqatave t\u00eb pacient\u00ebve, duke u pajisur me mjete konkrete p\u00ebr t\u00eb advokuar m\u00eb mir\u00eb p\u00ebr komunitetet q\u00eb p\u00ebrfaq\u00ebsojn\u00eb.\r\n\r\nP\u00ebrmes nd\u00ebrveprimit n\u00eb grup dhe ushtrimeve praktike, u trajtuan:\r\n\r\nT\u00eb drejtat e pacient\u00ebve dhe mekanizmat e llogaridh\u00ebnies\r\n\r\nAdvokimin e bazuar n\u00eb evidenc\u00eb dhe d\u00ebshmit\u00eb e pacient\u00ebve\r\n\r\nStorytelling-un dhe zhvillimin e mesazheve\r\n\r\nAngazhimin me median dhe strategjit\u00eb e komunikimit\r\n\r\nFushatat dhe mjetet e komunikimit n\u00eb rrjetet sociale\r\n\r\nForcimi i k\u00ebtyre kapaciteteve kontribuon n\u00eb nd\u00ebrtimin e nj\u00eb ekosistemi m\u00eb t\u00eb fort\u00eb t\u00eb advokimit n\u00eb qend\u00ebr t\u00eb pacientit n\u00eb Shqip\u00ebri. \ud83c\udde6\ud83c\uddf1\r\n\r\nKy aktivitet \u00ebsht\u00eb realizuar n\u00eb kuad\u00ebr t\u00eb projektit SOLIDAR \u2013 Bashk\u00eb n\u00eb emergjencat sh\u00ebndet\u00ebsore, nj\u00eb projekt i Agjencis\u00eb Zvicerane p\u00ebr Zhvillim dhe Bashk\u00ebpunim (SDC), q\u00eb implementohet nga GFA Consulting Group GmbH n\u00eb partneritet me Together for Life.\r\n\r\n_______________________\r\n\r\nStrong patients\u2019 associations mean stronger patient voices, better healthcare accountability, and more inclusive health systems. Empowering organizations that represent patients is essential to ensuring that people\u2019s needs, rights, and experiences are heard and reflected in healthcare decision-making.\r\n\r\nFor this reason, last week we organized two training sessions, bringing together representatives from various patient organizations and associations, and equipping them with practical tools to better advocate for the communities they represent.\r\n\r\nThrough group interaction and practical exercises, the trainings explored:\r\n\r\nPatients\u2019 rights and accountability mechanisms\r\n\r\nEvidence-based advocacy and patient testimonies\r\n\r\nStorytelling and message development\r\n\r\nMedia engagement and communication strategies\r\n\r\nSocial media campaigning tools and techniques\r\n\r\nBy strengthening these capacities, we help build a stronger ecosystem of patient-centered advocacy in Albania. \ud83c\udde6\ud83c\uddf1\r\n\r\nThis activity was carried out within the framework of the SOLIDAR \u2013 Together in health emergencies project, funded by the Swiss Agency for Development and Cooperation (SDC) and implemented by GFA Consulting Group GmbH in partnership with Together for Life.\r\n\r\n <\/div><\/article>Ngacmimi seksual n\u00eb vendin e pun\u00ebs: Sfidat e shoq\u00ebrive tradicionale dhe moderne p\u00ebrball\u00eb nj\u00eb fenomeni global<\/h2><\/div>
Ngacmimi seksual n\u00eb vendin e pun\u00ebs: Sfidat e shoq\u00ebrive tradicionale dhe moderne p\u00ebrball\u00eb nj\u00eb fenomeni global<\/h2><\/div><\/div>Ngacmimi seksual n\u00eb vendin e pun\u00ebs \u00ebsht\u00eb nj\u00eb fenomen q\u00eb ndikon drejtp\u00ebrdrejt n\u00eb mir\u00ebqenien e punonj\u00ebsve, sigurin\u00eb psikologjike dhe cil\u00ebsin\u00eb e mjedisit t\u00eb pun\u00ebs, duke p\u00ebrb\u00ebr\u00eb nj\u00eb sfid\u00eb t\u00eb vazhdueshme p\u00ebr shoq\u00ebrit\u00eb moderne. P\u00ebrtej pasojave individuale, ai ndikon negativisht n\u00eb produktivitet, motivim, performanc\u00eb profesionale dhe kultur\u00ebn organizative, duke krijuar mjedise pune t\u00eb pasigurta, diskriminuese dhe p\u00ebrjashtuese.\r\n\r\nPavar\u00ebsisht zhvillimeve ligjore, forcimit t\u00eb politikave institucionale dhe rritjes s\u00eb nd\u00ebrgjegj\u00ebsimit publik, ngacmimi seksual mbetet nj\u00eb fenomen i n\u00ebnraportuar. Frika nga stigmatizimi, humbja e vendit t\u00eb pun\u00ebs, mungesa e mekanizmave efektiv\u00eb t\u00eb raportimit dhe mosbesimi ndaj institucioneve p\u00ebrgjegj\u00ebse vazhdojn\u00eb t\u00eb p\u00ebrb\u00ebjn\u00eb pengesa t\u00eb r\u00ebnd\u00ebsishme p\u00ebr denoncimin e rasteve. Megjith\u00ebse grat\u00eb preken n\u00eb m\u00ebnyr\u00eb disproorcionale, fenomeni mund t\u00eb prek\u00eb individ\u00eb t\u00eb \u00e7do gjinie, moshe apo pozicioni profesional.\r\n\r\nPerceptimi dhe qasja ndaj ngacmimit seksual n\u00eb vendin e pun\u00ebs ndryshojn\u00eb ndjesh\u00ebm midis vendeve dhe shoq\u00ebrive, t\u00eb ndikuara nga normat sociale, kulturore dhe sistemet institucionale q\u00eb i karakterizojn\u00eb ato. N\u00eb shum\u00eb vende per\u00ebndimore, ngacmimi seksual konsiderohet nj\u00eb shkelje serioze e t\u00eb drejtave t\u00eb njeriut dhe nj\u00eb faktor q\u00eb ndikon jo vet\u00ebm n\u00eb jet\u00ebn profesionale dhe ekonomike t\u00eb individit, por edhe n\u00eb sh\u00ebndetin e tij mendor dhe mir\u00ebqenien sociale. Si rezultat, institucionet publike dhe private kan\u00eb investuar n\u00eb krijimin e politikave t\u00eb qarta p\u00ebr parandalimin, raportimin dhe trajtimin e rasteve t\u00eb tilla.\r\n\r\nFushata nd\u00ebrkomb\u00ebtare si #MeToo kan\u00eb luajtur nj\u00eb rol t\u00eb r\u00ebnd\u00ebsish\u00ebm n\u00eb rritjen e nd\u00ebrgjegj\u00ebsimit publik n\u00eb mbar\u00eb globin, fuqizimin e viktimave p\u00ebr t\u00eb denoncuar dhe shtimin e presionit ndaj institucioneve p\u00ebr t\u00eb nd\u00ebrtuar mjedise pune m\u00eb t\u00eb sigurta dhe m\u00eb gjith\u00ebp\u00ebrfshir\u00ebse. K\u00ebto zhvillime kan\u00eb sjell\u00eb nj\u00eb ndryshim t\u00eb r\u00ebnd\u00ebsish\u00ebm n\u00eb m\u00ebnyr\u00ebn se si ky fenomen perceptohet dhe trajtohet, ve\u00e7an\u00ebrisht n\u00eb raport me mbrojtjen e grave dhe vajzave, t\u00eb cilat vazhdojn\u00eb t\u00eb jen\u00eb m\u00eb t\u00eb ekspozuara ndaj k\u00ebsaj forme dhune dhe diskriminimi.\r\n\r\nMegjithat\u00eb, n\u00eb shum\u00eb vende t\u00eb tjera, ve\u00e7an\u00ebrisht n\u00eb disa rajone t\u00eb Lindjes s\u00eb Mesme dhe Azis\u00eb, ngacmimi seksual vazhdon t\u00eb mbetet nj\u00eb tem\u00eb tabu. N\u00eb k\u00ebto kontekste, raportimi i rasteve shpesh shoq\u00ebrohet me stigmatizim social, duke u perceptuar si turp jo vet\u00ebm p\u00ebr viktim\u00ebn, por edhe p\u00ebr familjen e saj. Pik\u00ebrisht ky mentalitet shoq\u00ebror p\u00ebrb\u00ebn nj\u00eb nga pengesat kryesore q\u00eb kufizon denoncimin dhe k\u00ebrkimin e mb\u00ebshtetjes.\r\n\r\nN\u00eb shum\u00eb prej k\u00ebtyre vendeve, roli i organizatave t\u00eb shoq\u00ebris\u00eb civile n\u00eb adresimin e fenomenit mbetet i kufizuar, nd\u00ebrsa ngacmimi seksual n\u00eb vendin e pun\u00ebs shpesh nuk trajtohet si prioritet n\u00eb politikat dhe programet e tyre. N\u00eb t\u00eb nj\u00ebjt\u00ebn koh\u00eb, mungesa e kuadrit t\u00eb plot\u00eb ligjor, procedurave efektive t\u00eb mbrojtjes dhe mekanizmave funksional\u00eb t\u00eb raportimit krijon boshll\u00ebqe t\u00eb konsiderueshme institucionale, duke e b\u00ebr\u00eb t\u00eb v\u00ebshtir\u00eb q\u00eb viktimat t\u00eb ndihen t\u00eb sigurta, t\u00eb mbrojtura dhe t\u00eb mb\u00ebshtetura n\u00eb k\u00ebrkimin e drejt\u00ebsis\u00eb.\r\n\r\nAdresimi efektiv i k\u00ebtij fenomeni k\u00ebrkon jo vet\u00ebm forcimin e kuadrit ligjor dhe mekanizmave institucional\u00eb, por edhe transformimin e kultur\u00ebs organizative dhe shoq\u00ebrore, promovimin e politikave parandaluese dhe krijimin e mjediseve t\u00eb pun\u00ebs t\u00eb bazuara n\u00eb respekt, barazi dhe dinjitet njer\u00ebzor.\r\n\r\nN\u00eb Shqip\u00ebri ngacmimi seksual n\u00eb pun\u00eb \u00ebsht\u00eb nj\u00eb \u00e7\u00ebshtje q\u00eb po merr gjithnj\u00eb e m\u00eb shum\u00eb v\u00ebmendje, sidomos tek grat\u00eb dhe t\u00eb rinjt\u00eb. Si p\u00ebr punonj\u00ebsit n\u00eb sektorin publik ashtu edhe ata t\u00eb sektorit privat, ngacmimi seksual konsiderohet si nj\u00eb p\u00ebrvoj\u00eb mjaft e p\u00ebrhapur, nd\u00ebrsa n\u00eb organizatat lokale dhe nd\u00ebrkomb\u00ebtare q\u00ebndron nj\u00eb nivel i lart\u00eb nd\u00ebrgjegj\u00ebsimi mbi k\u00ebt\u00eb \u00e7\u00ebshtje p\u00ebr shkak t\u00eb ekspozimit ndaj standardeve t\u00eb huaja. Edhe pse p\u00ebrvoja me ngacmimin seksual mund t\u00eb jet\u00eb m\u00eb e ul\u00ebt n\u00eb k\u00ebto organizata, nd\u00ebrgjegj\u00ebsimi dhe trajtimi serioz i \u00e7\u00ebshtjes jan\u00eb n\u00eb nivele m\u00eb t\u00eb larta se n\u00eb sektor\u00eb t\u00eb tjer\u00eb.\r\n\r\nFaktor\u00ebt q\u00eb ndikojn\u00eb n\u00eb perceptimin dhe raportimin e ngacmimit seksual jan\u00eb t\u00eb lidhur ngusht\u00eb me edukimin dhe nd\u00ebrgjegj\u00ebsimin e individ\u00ebve, si dhe me qasjen q\u00eb kan\u00eb ndaj raportimeve dhe standardeve nd\u00ebrkomb\u00ebtare. N\u00eb vende ku k\u00ebto standarde jan\u00eb t\u00eb p\u00ebrhapura, individ\u00ebt jan\u00eb m\u00eb t\u00eb p\u00ebrgatitur t\u00eb identifikojn\u00eb dhe raportojn\u00eb sjellje t\u00eb papranueshme. N\u00eb vendet ku ngacmimi seksual \u00ebsht\u00eb tabu, mungesa e diskutimit t\u00eb hapur p\u00ebr k\u00ebt\u00eb tem\u00eb e b\u00ebn t\u00eb v\u00ebshtir\u00eb p\u00ebr individ\u00ebt t\u00eb marrin hapa p\u00ebr t\u00eb raportuar ose kund\u00ebrshtuar situatat e pad\u00ebshiruara. P\u00ebr t\u00eb p\u00ebrmir\u00ebsuar mjedisin e pun\u00ebs dhe p\u00ebr t\u00eb siguruar nj\u00eb ambient ku respektohet dinjiteti dhe siguria e \u00e7do individi, \u00ebsht\u00eb e domosdoshme q\u00eb kompanit\u00eb dhe institucionet t\u00eb implementojn\u00eb politika t\u00eb qarta p\u00ebr mbrojtjen e punonj\u00ebsve nga ngacmimi seksual. Kjo p\u00ebrfshin krijimin e rregulloreve p\u00ebr raportim, mekanizma mbrojt\u00ebs p\u00ebr punonj\u00ebsit dhe programe trajnimi p\u00ebr t\u00eb rritur nd\u00ebrgjegj\u00ebsimin dhe p\u00ebr t\u00eb forcuar politikat mbrojt\u00ebse.\r\n\r\nNj\u00eb ambient pune i sh\u00ebndetsh\u00ebm \u00ebsht\u00eb nj\u00eb t\u00eb drejt\u00eb universale dhe duhet t\u00eb mbrohet n\u00eb \u00e7do vend. Fushatat p\u00ebr nd\u00ebrgjegj\u00ebsimin publik, mb\u00ebshtetja nga politikat e brendshme dhe nd\u00ebrtimi i nj\u00eb kulture pune me vlera respekti dhe integriteti jan\u00eb \u00e7el\u00ebsi p\u00ebr t\u00eb parandaluar dhe trajtuar ngacmimin seksual n\u00eb vendin e pun\u00ebs. Vet\u00ebm p\u00ebrmes nd\u00ebrhyrjeve t\u00eb vazhdueshme dhe p\u00ebrkushtimit ndaj p\u00ebrmir\u00ebsimit t\u00eb kushteve t\u00eb pun\u00ebs, mund t\u00eb krijojm\u00eb nj\u00eb mjedis t\u00eb drejt\u00eb dhe t\u00eb sigurt p\u00ebr t\u00eb gjith\u00eb.<\/div><\/article>RAPORT – P\u00ebrdorimi i sh\u00ebrbimeve sh\u00ebndet\u00ebsore n\u00eb e-Albania! Perceptime mbi aksesin, v\u00ebshtir\u00ebsit\u00eb dhe sugjerime p\u00ebr p\u00ebrmir\u00ebsime<\/h2><\/div><\/div><\/div><\/article>Raport – Monitorimi i shpenzimeve t\u00eb sektorit t\u00eb sh\u00ebndet\u00ebsis\u00eb, p\u00ebr vitin 2025<\/h2><\/div><\/div><\/div><\/article>Etika dhe respekti si themeli i nj\u00eb mjedisi pune t\u00eb sh\u00ebndetsh\u00ebm<\/h2><\/div><\/div>Marr\u00ebdh\u00ebniet nd\u00ebrmjet koleg\u00ebve n\u00eb vendin e pun\u00ebs p\u00ebrb\u00ebjn\u00eb nj\u00eb element themelor p\u00ebr krijimin e nj\u00eb mjedisi profesional t\u00eb sh\u00ebndetsh\u00ebm, produktiv dhe mb\u00ebshtet\u00ebs. P\u00ebrtej ndarjes s\u00eb p\u00ebrgjegj\u00ebsive profesionale gjat\u00eb orarit t\u00eb pun\u00ebs, punonj\u00ebsit kalojn\u00eb nj\u00eb pjes\u00eb t\u00eb konsiderueshme t\u00eb jet\u00ebs s\u00eb tyre s\u00eb p\u00ebrditshme n\u00eb t\u00eb nj\u00ebjtin ambient, \u00e7ka i b\u00ebn bashk\u00ebpunimin, mir\u00ebkuptimin dhe respektin reciprok parime thelb\u00ebsore t\u00eb funksionimit t\u00eb suksessh\u00ebm t\u00eb \u00e7do nd\u00ebrmarrje. Komunikimi i hapur, sjellja etike dhe qasja korrekte ndaj koleg\u00ebve kontribuojn\u00eb n\u00eb forcimin e besimit dhe p\u00ebrmir\u00ebsimin e performanc\u00ebs n\u00eb pun\u00eb, duke nd\u00ebrtuar nj\u00eb kultur\u00eb pune pozitive dhe gjith\u00ebp\u00ebrfshir\u00ebse. Edhe, humori dhe marr\u00ebdh\u00ebniet e mira shoq\u00ebrore ndikojn\u00eb pozitivisht n\u00eb moralin e stafit dhe n\u00eb krijimin e lidhjeve t\u00eb q\u00ebndrueshme profesionale, nd\u00ebrsa respektimi i kufijve etik\u00eb dhe dinjitetit t\u00eb \u00e7do individi mbetet kusht i domosdosh\u00ebm p\u00ebr ruajtjen e integritetit dhe harmonis\u00eb n\u00eb vendin e pun\u00ebs.\r\n\r\nN\u00eb shum\u00eb shoq\u00ebri, marr\u00ebdh\u00ebniet romantike mes koleg\u00ebve mund t\u00eb konsiderohen t\u00eb pranueshme, megjithat\u00eb ekzistojn\u00eb kufij t\u00eb qart\u00eb mes interesit t\u00eb nd\u00ebrsjell\u00eb dhe ngacmimit seksual, ku ky i fundit p\u00ebrb\u00ebn nj\u00eb shkelje serioze t\u00eb etik\u00ebs profesionale dhe t\u00eb respektit njer\u00ebzor.\r\n\r\nN\u00eb Shqip\u00ebri, ashtu si n\u00eb shum\u00eb vende t\u00eb tjera, ngacmimi seksual perceptohet si nj\u00eb sjellje q\u00eb c\u00ebnon besimin nd\u00ebrmjet koleg\u00ebve, krijon tensione dhe ndikon negativisht n\u00eb klim\u00ebn organizative. P\u00ebr k\u00ebt\u00eb arsye, ngacmimi seksual n\u00eb vendin e pun\u00ebs mbetet nj\u00eb nd\u00ebr problematikat m\u00eb shqet\u00ebsuese p\u00ebr shoq\u00ebrit\u00eb moderne, duke ngritur nevoj\u00ebn p\u00ebr politika efektive parandaluese dhe mekanizma t\u00eb qart\u00eb adresimi t\u00eb fenomenit brenda nd\u00ebrmarrjeve publike ose jopublike.\r\n\r\nBindja se ngacmimi seksual n\u00eb mjediset e pun\u00ebs mund dhe duhet t\u00eb parandalohet \u00ebsht\u00eb thelb\u00ebsore p\u00ebr nd\u00ebrtimin e nj\u00eb kulture pune t\u00eb sigurt dhe respektuese p\u00ebr t\u00eb gjith\u00eb punonj\u00ebsit. Sipas studimit \u201cNgacmimi Seksual n\u00eb Tregun e Pun\u00ebs\u201d, t\u00eb realizuar dhe publikuar nga Together for Life dy vjet m\u00eb par\u00eb, ky perceptim lidhet ngusht\u00eb me rritjen e nd\u00ebrgjegj\u00ebsimit shoq\u00ebror dhe kulturor mbi t\u00eb drejtat e punonj\u00ebsve dhe r\u00ebnd\u00ebsin\u00eb e respektit n\u00eb vendin e pun\u00ebs. Studimi evidentoi dallime t\u00eb dukshme gjinore n\u00eb perceptimin e fenomenit ku 29% e meshkujve e konsiderojn\u00eb ngacmimin seksual si t\u00eb pashmangsh\u00ebm, krahasuar me 14% t\u00eb grave. Ky dallim tregon se burrat dhe grat\u00eb e perceptojn\u00eb ndryshe ndikimin dhe pasojat e ngacmimit seksual ndaj viktimave. Grat\u00eb shpesh ndihen m\u00eb t\u00eb ekspozuara dhe m\u00eb t\u00eb prekura nga ky fenomen, nd\u00ebrsa burrat priren ta shohin at\u00eb nga nj\u00eb k\u00ebndv\u00ebshtrim tjet\u00ebr, \u00e7ka n\u00ebnvizon nevoj\u00ebn p\u00ebr rritje t\u00eb m\u00ebtejshme t\u00eb nd\u00ebrgjegj\u00ebsimit dhe edukimit p\u00ebr t\u00eb dyja grupet.\r\n\r\nN\u00eb nj\u00eb koh\u00eb kur respektimi i t\u00eb drejtave t\u00eb punonj\u00ebsve dhe promovimi i barazis\u00eb n\u00eb vendin e pun\u00ebs po marrin gjithnj\u00eb e m\u00eb shum\u00eb r\u00ebnd\u00ebsi, perceptimi se ngacmimi seksual mund t\u00eb parandalohet p\u00ebrb\u00ebn nj\u00eb tregues pozitiv p\u00ebr p\u00ebrmir\u00ebsimin e kultur\u00ebs organizative. Ky nd\u00ebrgjegj\u00ebsim nuk reflekton vet\u00ebm p\u00ebrvoja individuale, por \u00ebsht\u00eb gjithashtu konsiderohet si rezultat i fushatave t\u00eb vazhdueshme sensibilizuese dhe p\u00ebrmir\u00ebsimit t\u00eb standardeve t\u00eb pun\u00ebs n\u00eb nivel komb\u00ebtar dhe nd\u00ebrkomb\u00ebtar. N\u00eb k\u00ebt\u00eb kuad\u00ebr, nd\u00ebrmarrjet, institucionet dhe organizatat po orientohen drejt hartimit dhe zbatimit t\u00eb politikave m\u00eb t\u00eb qarta p\u00ebr mbrojtjen e punonj\u00ebsve, me synim krijimin e nj\u00eb mjedisi pune t\u00eb sigurt, dinjitoz dhe pa diskriminim p\u00ebr t\u00eb gjith\u00eb.\r\n\r\nSi mund t\u00eb shmangen ngacmemet seksuale n\u00eb mjeside pune me pun\u00ebmarr\u00ebs burra dhe gra\r\n\r\nBazuar n\u00eb t\u00eb dh\u00ebnat e analizuara nga studimi i realizuar nga Together for Life mbi p\u00ebrhapjen e fenomenit t\u00eb ngacmimit seksual n\u00eb sektorin publik dhe privat, n\u00eb t\u00eb cilin u p\u00ebrfshin\u00eb rreth 1000 t\u00eb anketuar - burra dhe gra, djem dhe vajza n\u00eb t\u00eb gjith\u00eb vendin, bie n\u00eb sy se shumica e t\u00eb anketuarve (53%) besojn\u00eb se ngacmimi seksual \u00ebsht\u00eb i shmangsh\u00ebm n\u00eb mjediset e pun\u00ebs me p\u00ebrb\u00ebrje gjinore t\u00eb p\u00ebrzier. Ky rezultat p\u00ebrb\u00ebn nj\u00eb tregues t\u00eb r\u00ebnd\u00ebsish\u00ebm t\u00eb rritjes s\u00eb nd\u00ebrgjegj\u00ebsimit dhe sensibilizimit t\u00eb qytetar\u00ebve mbi nevoj\u00ebn p\u00ebr parandalimin e k\u00ebtij fenomeni dhe krijimin e nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt dhe siguri p\u00ebr t\u00eb gjith\u00eb.\r\n\r\nKy rezultat p\u00ebrb\u00ebn nj\u00eb tregues t\u00eb r\u00ebnd\u00ebsish\u00ebm se nd\u00ebrgjegj\u00ebsimi dhe informimi publik kan\u00eb ndikuar pozitivisht n\u00eb p\u00ebrmir\u00ebsimin e qasjes s\u00eb qytetar\u00ebve shqiptar\u00eb ndaj k\u00ebtij fenomeni dhe n\u00eb rritjen e besimit se ai mund t\u00eb parandalohet p\u00ebrmes masave konkrete dhe kultur\u00ebs s\u00eb duhur institucionale.\r\n\r\nBesimi se ngacmimi seksual mund t\u00eb parandalohet p\u00ebrfaq\u00ebson nj\u00eb hap t\u00eb r\u00ebnd\u00ebsish\u00ebm drejt nd\u00ebrtimit t\u00eb nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt, barazi dhe siguri. Rritja e nd\u00ebrgjegj\u00ebsimit mbi k\u00ebt\u00eb \u00e7\u00ebshtje \u00ebsht\u00eb thelb\u00ebsore jo vet\u00ebm p\u00ebr t\u00eb parandaluar sjelljet abuzive, por edhe p\u00ebr t\u00eb krijuar nj\u00eb ambient ku \u00e7do punonj\u00ebs ndihet i respektuar, i d\u00ebgjuar dhe i mbrojtur. Ky perceptim p\u00ebrb\u00ebn gjithashtu nj\u00eb thirrje t\u00eb drejtp\u00ebrdrejt\u00eb p\u00ebr institucionet publike dhe private q\u00eb t\u00eb nd\u00ebrmarrin hapa konkret\u00eb p\u00ebr mbrojtjen e punonj\u00ebsve dhe p\u00ebr edukimin e stafit mbi kufijt\u00eb e sjelljes s\u00eb pranueshme n\u00eb marr\u00ebdh\u00ebniet profesionale.\r\n\r\nP\u00ebrmir\u00ebsimi i kushteve t\u00eb pun\u00ebs dhe krijimi i nj\u00eb ambienti t\u00eb sigurt dhe gjith\u00ebp\u00ebrfshir\u00ebs duhet t\u00eb jet\u00eb objektiv prioritar p\u00ebr \u00e7do kompani dhe institucion. Nj\u00eb kultur\u00eb pune q\u00eb promovon respektin, dinjitetin dhe sigurin\u00eb kontribuon jo vet\u00ebm n\u00eb parandalimin e ngacmimit seksual, por edhe n\u00eb rritjen e mir\u00ebqenies dhe produktivitetit t\u00eb p\u00ebrgjithsh\u00ebm t\u00eb punonj\u00ebsve. Mjediset e pun\u00ebs q\u00eb mb\u00ebshteten mbi vlerat e respektit dhe mbrojtjes s\u00eb t\u00eb drejtave t\u00eb individit krijojn\u00eb nj\u00eb kultur\u00eb organizative t\u00eb q\u00ebndrueshme, ku \u00e7do punonj\u00ebs ndihet i vler\u00ebsuar, i sigurt dhe i motivuar p\u00ebr t\u00eb kontribuar n\u00eb m\u00ebnyr\u00eb profesionale. N\u00eb k\u00ebt\u00eb kuad\u00ebr, nd\u00ebrgjegj\u00ebsimi dhe veprimet konkrete mbeten faktor\u00eb ky\u00e7 p\u00ebr t\u00eb garantuar q\u00eb \u00e7do vend pune t\u00eb jet\u00eb nj\u00eb hap\u00ebsir\u00eb respekti, mb\u00ebshtetjeje dhe zhvillimi p\u00ebr t\u00eb gjith\u00eb.<\/div><\/article>Pse krijimi i nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt dhe barazi duhet t\u00eb kthehet n\u00eb prioritet p\u00ebr \u00e7do pun\u00ebdh\u00ebn\u00ebs<\/h2><\/div><\/div>Siguria, dinjiteti dhe integriteti n\u00eb vendin e pun\u00ebs p\u00ebrb\u00ebjn\u00eb t\u00eb drejta themelore t\u00eb \u00e7do punonj\u00ebsi dhe standarde thelb\u00ebsore p\u00ebr nj\u00eb mjedis pune t\u00eb drejt\u00eb, etik dhe profesional. Nj\u00eb ambient pune i sigurt nuk kufizohet vet\u00ebm n\u00eb mbrojtjen fizike t\u00eb pun\u00ebmarr\u00ebsve, por p\u00ebrfshin gjithashtu garantimin e mir\u00ebqenies morale dhe psikologjike, duke mos toleruar asnj\u00eb form\u00eb ngacmimi seksual, diskriminimi apo sjelljeje t\u00eb pap\u00ebrshtatshme q\u00eb cenon dinjitetin dhe t\u00eb drejtat e individit.\r\n\r\nHistorikisht, koncepti i siguris\u00eb n\u00eb pun\u00eb ka qen\u00eb i fokusuar kryesisht n\u00eb aspektet teknike dhe mbrojtjen fizike t\u00eb punonj\u00ebsve. Megjithat\u00eb, zhvillimet sociale, ligjore dhe rritja e nd\u00ebrgjegj\u00ebsimit p\u00ebr t\u00eb drejtat e njeriut kan\u00eb sjell\u00eb nj\u00eb qasje m\u00eb gjith\u00ebp\u00ebrfshir\u00ebse ndaj siguris\u00eb n\u00eb vendin e pun\u00ebs, duke e konsideruar mbrojtjen nga abuzimi moral, psikologjik dhe seksual si pjes\u00eb integrale t\u00eb saj.\r\n\r\nSot, legjislacioni komb\u00ebtar dhe standardet nd\u00ebrkomb\u00ebtare e njohin ngacmimin seksual n\u00eb vendin e pun\u00ebs si nj\u00eb nga format m\u00eb serioze dhe m\u00eb t\u00eb p\u00ebrhapura t\u00eb dhun\u00ebs dhe diskriminimit n\u00eb marr\u00ebdh\u00ebniet e pun\u00ebs. P\u00ebr k\u00ebt\u00eb arsye, mekanizmat ligjor\u00eb dhe institucionale p\u00ebr parandalimin, raportimin dhe trajtimin e rasteve t\u00eb tilla jan\u00eb fuqizuar ndjesh\u00ebm. N\u00eb t\u00eb nj\u00ebjt\u00ebn koh\u00eb, krijimi i nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt, barazi dhe llogaridh\u00ebnie \u00ebsht\u00eb kthyer n\u00eb prioritet p\u00ebr institucionet publike, organizatat dhe kompanit\u00eb q\u00eb synojn\u00eb t\u00eb nd\u00ebrtojn\u00eb ambiente pune t\u00eb sigurta, gjith\u00ebp\u00ebrfshir\u00ebse dhe profesionale.\r\n\r\nN\u00eb \u00e7do institucion apo subjekt pun\u00ebdh\u00ebn\u00ebs, ekzistenca e politikave t\u00eb qarta dhe mekanizmave funksional\u00eb p\u00ebr parandalimin dhe adresimin e ngacmimit seksual p\u00ebrb\u00ebn nj\u00eb element thelb\u00ebsor t\u00eb siguris\u00eb dhe etik\u00ebs n\u00eb vendin e pun\u00ebs. Rregulloret e brendshme duhet t\u00eb jen\u00eb t\u00eb hartuara n\u00eb m\u00ebnyr\u00eb t\u00eb qart\u00eb, t\u00eb komunikohen rregullisht dhe t\u00eb jen\u00eb leht\u00ebsisht t\u00eb aksesueshme p\u00ebr t\u00eb gjith\u00eb punonj\u00ebsit, pavar\u00ebsisht pozicionit apo nivelit hierarkik. K\u00ebto politika nuk duhet t\u00eb mbeten vet\u00ebm dokumente formale, por t\u00eb shoq\u00ebrohen me masa konkrete parandaluese, procedura efektive raportimi dhe mekanizma mb\u00ebshtet\u00ebs p\u00ebr viktimat e mundshme t\u00eb ngacmimit seksual.\r\n\r\nP\u00ebrgjegj\u00ebsia kryesore p\u00ebr garantimin e nj\u00eb ambienti pune t\u00eb sigurt dhe dinjitoz bie mbi drejtuesit dhe pun\u00ebdh\u00ebn\u00ebsit, t\u00eb cil\u00ebt kan\u00eb detyrimin ligjor dhe etik t\u00eb nd\u00ebrtojn\u00eb nj\u00eb kultur\u00eb institucionale t\u00eb bazuar n\u00eb respekt, barazi dhe mosdiskriminim. Nj\u00eb mjedis pune ku punonj\u00ebsit ndihen t\u00eb mbrojtur dhe t\u00eb d\u00ebgjuar ndikon drejtp\u00ebrdrejt jo vet\u00ebm n\u00eb mir\u00ebqenien e tyre psikologjike dhe profesionale, por edhe n\u00eb rritjen e besimit, produktivitetit dhe integritetit t\u00eb vet\u00eb institucionit.\r\n\r\nT\u00eb dh\u00ebnat e studimit t\u00eb realizuar nga Shoqata Together for Life (TFL) ne vitin 2024 tregojn\u00eb se niveli i nd\u00ebrgjegj\u00ebsimit mbi ekzistenc\u00ebn e rregulloreve t\u00eb brendshme p\u00ebr mbrojtjen nga ngacmimi seksual \u00ebsht\u00eb duksh\u00ebm m\u00eb i lart\u00eb n\u00eb institucionet publike dhe n\u00eb organizatat joqeveritare. Kjo lidhet kryesisht me faktin se k\u00ebto institucione kan\u00eb investuar m\u00eb shum\u00eb n\u00eb informimin, edukimin dhe sensibilizimin e stafit lidhur me t\u00eb drejtat n\u00eb vendin e pun\u00ebs dhe mekanizmat mbrojt\u00ebs kund\u00ebr ngacmimit seksual. N\u00eb k\u00ebto sektor\u00eb vihet re nj\u00eb angazhim m\u00eb i madh p\u00ebr zhvillimin e trajnimeve, sesioneve informuese dhe politikave t\u00eb brendshme q\u00eb promovojn\u00eb nj\u00eb kultur\u00eb pune m\u00eb t\u00eb sigurt dhe m\u00eb gjith\u00ebp\u00ebrfshir\u00ebse.\r\n\r\nN\u00eb t\u00eb kund\u00ebrt, sektori privat paraqet mang\u00ebsi t\u00eb konsiderueshme n\u00eb k\u00ebt\u00eb drejtim. Studimi evidenton se shum\u00eb kompani private nuk kan\u00eb nd\u00ebrmarr\u00eb masa t\u00eb mjaftueshme p\u00ebr t\u00eb informuar punonj\u00ebsit mbi t\u00eb drejtat e tyre, procedurat e raportimit apo masat disiplinore q\u00eb aplikohen n\u00eb rastet e ngacmimit seksual. Mungesa e trajnimeve periodike, e komunikimit institucional dhe e politikave aktive parandaluese reflekton nj\u00eb nivel t\u00eb ul\u00ebt prioriteti q\u00eb i kushtohet k\u00ebsaj \u00e7\u00ebshtjeje n\u00eb nj\u00eb pjes\u00eb t\u00eb konsiderueshme t\u00eb sektorit privat. Si pasoj\u00eb, shum\u00eb punonj\u00ebs mbeten t\u00eb painformuar ose t\u00eb pasigurt mbi m\u00ebnyr\u00ebn se si duhet t\u00eb veprojn\u00eb n\u00eb rast se p\u00ebrballen me forma t\u00eb ngacmimit seksual n\u00eb vendin e pun\u00ebs.\r\n\r\nGjetjet e studimit t\u00eb TFL-s\u00eb tregonin se vet\u00ebm 52% e punonj\u00ebsve deklarojn\u00eb se jan\u00eb n\u00eb dijeni t\u00eb ekzistenc\u00ebs s\u00eb nj\u00eb rregulloreje t\u00eb brendshme p\u00ebr mbrojtjen nga ngacmimi seksual n\u00eb institucionin apo kompanin\u00eb ku punojn\u00eb. Nd\u00ebrkoh\u00eb, pjesa tjet\u00ebr ose nuk kan\u00eb informacion mbi ekzistenc\u00ebn e k\u00ebtyre mekanizmave mbrojt\u00ebs, ose nuk jan\u00eb t\u00eb sigurt p\u00ebr funksionimin dhe zbatimin e tyre n\u00eb praktik\u00eb. Ky nivel i kufizuar nd\u00ebrgjegj\u00ebsimi p\u00ebrb\u00ebn nj\u00eb tregues shqet\u00ebsues mbi nevoj\u00ebn p\u00ebr forcimin e masave parandaluese dhe informuese n\u00eb vendin e pun\u00ebs.\r\n\r\nN\u00eb k\u00ebt\u00eb kuad\u00ebr, b\u00ebhet e domosdoshme q\u00eb pun\u00ebdh\u00ebn\u00ebsit, ve\u00e7an\u00ebrisht n\u00eb sektorin privat, t\u00eb nd\u00ebrmarrin hapa m\u00eb konkret\u00eb p\u00ebr hartimin dhe zbatimin efektiv t\u00eb politikave kund\u00ebr ngacmimit seksual, p\u00ebr organizimin e trajnimeve t\u00eb vazhdueshme dhe p\u00ebr krijimin e mekanizmave t\u00eb besuesh\u00ebm t\u00eb raportimit dhe mb\u00ebshtetjes p\u00ebr punonj\u00ebsit. Vet\u00ebm p\u00ebrmes nj\u00eb qasjeje t\u00eb till\u00eb mund t\u00eb nd\u00ebrtohen ambiente pune t\u00eb sigurta, profesionale dhe t\u00eb bazuara n\u00eb respektimin e dinjitetit dhe t\u00eb drejtave t\u00eb \u00e7do individi.<\/div><\/article>EU for Good Governance, TFL ngre shqet\u00ebsimin p\u00ebr munges\u00ebn e financimit t\u00eb qendruesh\u00ebm p\u00ebr sh\u00ebrbimet sh\u00ebndet\u00ebsore jetike<\/h2><\/div><\/div>\ud83d\udcca Shoqata Together for Life (TFL) mori pjes\u00eb n\u00eb konferenc\u00ebn \u201cDrejt nj\u00eb shpenzimi publik m\u00eb efektiv: Reforma t\u00eb harmonizuara me standardet e BE-s\u00eb n\u00eb menaxhimin e investimeve publike dhe rishikimin e shpenzimeve publike\u201d, organizuar nga Ministria e Financave n\u00eb bashk\u00ebpunim me Delegacionin e Bashkimit Europian n\u00eb Shqip\u00ebri, n\u00eb kuad\u00ebr t\u00eb projektit \u201cEU for Good Governance\u201d.\r\n\r\nP\u00ebrfaq\u00ebsues t\u00eb Delegacionit t\u00eb Bashkimit Europian n\u00eb Shqip\u00ebri, Kuvendit t\u00eb Shqip\u00ebris\u00eb, Ministris\u00eb s\u00eb Financave, Ministris\u00eb s\u00eb Sh\u00ebndet\u00ebsis\u00eb dhe Mbrojtjes Sociale, si edhe ekspert\u00eb vendas dhe nd\u00ebrkomb\u00ebtar\u00eb diskutuan mbi reformat n\u00eb menaxhimin e financave publike, investimet publike dhe r\u00ebnd\u00ebsin\u00eb e rishikimeve t\u00eb shpenzimeve publike p\u00ebr rritjen e efikasitetit, transparenc\u00ebs dhe orientimit t\u00eb politikave publike drejt rezultateve konkrete p\u00ebr qytetar\u00ebt.\r\n\r\nE ftuar si nj\u00eb nga fol\u00ebset e panelit me tem\u00eb \u201cNga shpenzimet drejt rezultateve: si mund t\u00eb ndihmojn\u00eb rishikimet e shpenzimeve publike\u201d, menaxherja e projekteve n\u00eb TFL, Alma Lahe, n\u00ebnvizoi se shoq\u00ebria civile luan nj\u00eb rol ky\u00e7 n\u00eb lidhjen mes analiz\u00ebs s\u00eb buxhetit publik dhe ndikimit real q\u00eb ai ka n\u00eb jet\u00ebn e qytetar\u00ebve, duke kontribuar n\u00eb garantimin e sh\u00ebrbimeve m\u00eb cil\u00ebsore, t\u00eb q\u00ebndrueshme, t\u00eb aksesueshme dhe m\u00eb t\u00eb p\u00ebrballueshme p\u00ebr \u00e7do qytetar.\r\n\r\nN\u00eb fjal\u00ebn e saj, znj. Lahe ngriti shqet\u00ebsimin se raportet e monitorimit t\u00eb shpenzimeve publike n\u00eb sektorin e sh\u00ebndet\u00ebsis\u00eb vijojn\u00eb t\u00eb evidentojn\u00eb nj\u00eb lidhje t\u00eb dob\u00ebt mes politikave publike dhe buxheteve t\u00eb dedikuara p\u00ebr zbatimin e tyre. Si shembull konkret u soll Sh\u00ebrbimi i Kujdesit Sh\u00ebndet\u00ebsor n\u00eb Banes\u00eb, nj\u00eb sh\u00ebrbim i ri i dedikuar pacient\u00ebve q\u00eb nuk mund t\u00eb aksesojn\u00eb qendrat sh\u00ebndet\u00ebsore p\u00ebr shkak t\u00eb humbjes s\u00eb aft\u00ebsis\u00eb p\u00ebr t\u00eb l\u00ebvizur, i cili tashm\u00eb \u00ebsht\u00eb shtrir\u00eb n\u00eb 356 qendra sh\u00ebndet\u00ebsore n\u00eb t\u00eb gjith\u00eb vendin dhe aktualisht i vjen n\u00eb ndihm\u00eb rreth 5,000 pacient\u00ebve.\r\n\r\n\u201cZgjerimi i nj\u00eb sh\u00ebrbimi t\u00eb till\u00eb jetik duhet t\u00eb ishte shoq\u00ebruar me rritje t\u00eb dedikuar dhe t\u00eb q\u00ebndrueshme t\u00eb financimit p\u00ebr kujdesin sh\u00ebndet\u00ebsor par\u00ebsor, por fatkeq\u00ebsisht ka ndodhur e kund\u00ebrta\u201d, u shpreh znj. Lahe.\r\n\r\nN\u00eb k\u00ebt\u00eb kuad\u00ebr, TFL shprehu gatishm\u00ebrin\u00eb p\u00ebr t\u00eb kontribuar q\u00eb n\u00eb fazat e hershme t\u00eb analizimit t\u00eb Projekt-Buxhetit Afatmes\u00ebm, duke qen\u00eb pjes\u00eb aktive e proceseve t\u00eb rishikimit t\u00eb shpenzimeve publike, me synim hartimin e buxheteve publike m\u00eb efikase, transparente dhe t\u00eb orientuara drejt nevojave reale t\u00eb qytetar\u00ebve.\r\n\r\n***\r\n\r\nTogether for Life (TFL) participated in the conference \u201cTowards More Effective Public Spending: EU-Aligned Reforms in Public Investment Management and Spending Reviews\u201d, organized by the Ministry of Finance in cooperation with the Delegation of the European Union to Albania, within the framework of the \u201cEU for Good Governance\u201d project.\r\n\r\nRepresentatives of the Delegation of the European Union to Albania, the Parliament of Albania, the Ministry of Finance, the Ministry of Health and Social Protection, as well as national and international experts, discussed reforms in public financial management, public investments, and the importance of spending reviews in increasing efficiency, transparency, and ensuring that public policies are more results-oriented for citizens.\r\n\r\nInvited as one of the speakers in the panel \u201cFrom Spending to Results: How Spending Reviews Can Help\u201d, TFL Project Manager Alma Lahe emphasized that civil society plays a key role in linking public budget analysis with its real impact on citizens\u2019 lives, contributing to the provision of higher-quality, sustainable, accessible, and more affordable services for all citizens.\r\n\r\nIn her remarks, Ms. Lahe raised concerns that public expenditure monitoring reports in the healthcare sector continue to reveal a weak connection between public policies and the budgets allocated for their implementation. As a concrete example, she referred to the Home-Based Health Care Service, a new service dedicated to patients who are unable to access health centers due to loss of mobility, which has now been expanded to all 356 health centers across the country and currently supports around 5,000 patients.\r\n\r\n\u201cThe expansion of such a vital service should have been accompanied by dedicated and sustainable increases in primary healthcare funding, but unfortunately, the opposite has happened,\u201d stated Ms. Lahe.\r\n\r\nIn this context, TFL expressed its readiness to contribute from the early stages of the Medium-Term Budget Programme analysis by actively engaging in spending review processes, with the aim of supporting the development of more efficient, transparent, and citizen-oriented public budgets.\r\n\r\n\r\n\r\n <\/div><\/article>Ngacmimi seksual dhe kultura e heshtjes<\/h2><\/div><\/div>Ngacmimi seksual n\u00eb vendin e pun\u00ebs vazhdon t\u00eb mbetet nj\u00eb nga format m\u00eb t\u00eb p\u00ebrhapura dhe m\u00eb pak t\u00eb raportuara t\u00eb dhun\u00ebs n\u00eb shoq\u00ebri. Edhe pse kuadri ligjor vendas dhe standardet nd\u00ebrkomb\u00ebtare jan\u00eb forcuar vitet e fundit, shum\u00eb punonj\u00ebs ende p\u00ebrballen me pasiguri, munges\u00eb informacioni dhe frik\u00eb p\u00ebr t\u00eb denoncuar sjelljet abuzive.\r\nNj\u00eb ambient pune i sigurt nuk lidhet vet\u00ebm me sigurin\u00eb fizike\r\nKoncepti i siguris\u00eb n\u00eb vendin e pun\u00ebs ka evoluar ndjesh\u00ebm gjat\u00eb dekadave t\u00eb fundit. N\u00eb t\u00eb kaluar\u00ebn, v\u00ebmendja kryesore ishte e p\u00ebrqendruar te mbrojtja fizike e punonj\u00ebsve, duke garantuar kushte teknike t\u00eb sigurta, pajisje mbrojt\u00ebse dhe standarde q\u00eb lidhen me sh\u00ebndetin n\u00eb pun\u00eb. Sot, ky koncept \u00ebsht\u00eb shum\u00eb m\u00eb i gjer\u00eb dhe p\u00ebrfshin edhe mir\u00ebqenien psikologjike, emocionale dhe morale t\u00eb individit. Nj\u00eb ambient pune konsiderohet realisht i sigurt vet\u00ebm at\u00ebher\u00eb kur punonj\u00ebsit ndihen t\u00eb respektuar, t\u00eb mbrojtur dhe t\u00eb trajtuar me dinjitet, pa frik\u00eb nga diskriminimi, presioni, intimidimi apo ngacmimi seksual.\r\n\r\nKjo qasje moderne ndaj siguris\u00eb n\u00eb pun\u00eb lidhet ngusht\u00eb me t\u00eb drejtat e njeriut dhe barazin\u00eb n\u00eb marr\u00ebdh\u00ebniet profesionale. Organizatat dhe institucionet nuk kan\u00eb m\u00eb p\u00ebrgjegj\u00ebsi vet\u00ebm p\u00ebr t\u00eb parandaluar aksidentet fizike, por edhe p\u00ebr t\u00eb krijuar nj\u00eb kultur\u00eb pune ku komunikimi, sjellja dhe marr\u00ebdh\u00ebniet nd\u00ebrpersonale bazohen n\u00eb respekt dhe profesionaliz\u00ebm. N\u00eb k\u00ebt\u00eb kuad\u00ebr, ngacmimi seksual konsiderohet nj\u00eb nga format m\u00eb t\u00eb r\u00ebnda t\u00eb cenimit t\u00eb integritetit t\u00eb punonj\u00ebsit, pasi prek jo vet\u00ebm mir\u00ebqenien emocionale, por edhe sigurin\u00eb, vet\u00ebbesimin dhe zhvillimin profesional t\u00eb individit.\r\n\r\nMegjithat\u00eb, n\u00eb shum\u00eb raste, viktimat hezitojn\u00eb t\u00eb reagojn\u00eb p\u00ebr shkak t\u00eb frik\u00ebs nga paragjykimi, izolimi apo pasojat profesionale q\u00eb mund t\u00eb sjell\u00eb raportimi. Kur ngacmimi vjen nga persona me pozita drejtuese, situata b\u00ebhet edhe m\u00eb e nd\u00ebrlikuar, pasi marr\u00ebdh\u00ebnia e pabarabart\u00eb e pushtetit krijon ndjesin\u00eb e pasiguris\u00eb dhe var\u00ebsis\u00eb profesionale. Kjo b\u00ebn q\u00eb shum\u00eb punonj\u00ebs t\u00eb zgjedhin heshtjen, duke toleruar sjellje q\u00eb ndikojn\u00eb drejtp\u00ebrdrejt n\u00eb sh\u00ebndetin e tyre emocional dhe n\u00eb performanc\u00ebn n\u00eb pun\u00eb.\r\n\r\nP\u00ebr k\u00ebt\u00eb arsye, krijimi i nj\u00eb ambienti pune t\u00eb sigurt k\u00ebrkon m\u00eb shum\u00eb sesa ekzistenc\u00ebn formale t\u00eb rregulloreve. Institucionet dhe kompanit\u00eb duhet t\u00eb investojn\u00eb n\u00eb nd\u00ebrgjegj\u00ebsimin e stafit, trajnimin e vazhduesh\u00ebm mbi etik\u00ebn dhe respektin n\u00eb marr\u00ebdh\u00ebniet profesionale, si dhe n\u00eb krijimin e mekanizmave t\u00eb besuesh\u00ebm t\u00eb raportimit dhe mbrojtjes s\u00eb viktimave. Vet\u00ebm p\u00ebrmes nj\u00eb kulture organizative q\u00eb nuk toleron asnj\u00eb form\u00eb abuzimi mund t\u00eb nd\u00ebrtohet nj\u00eb mjedis pune ku \u00e7do individ ndihet i vler\u00ebsuar, i respektuar dhe i sigurt.\r\n\r\nMungesa e informacionit i l\u00eb punonj\u00ebsit t\u00eb pambrojtur \r\n\r\nNj\u00eb nga problemet m\u00eb t\u00eb m\u00ebdha q\u00eb vazhdon t\u00eb shoq\u00ebroj\u00eb trajtimin e ngacmimit seksual n\u00eb vendin e pun\u00ebs \u00ebsht\u00eb mungesa e informacionit dhe e nd\u00ebrgjegj\u00ebsimit t\u00eb punonj\u00ebsve mbi t\u00eb drejtat q\u00eb u garantohen dhe mekanizmat q\u00eb ekzistojn\u00eb p\u00ebr mbrojtjen e tyre. N\u00eb shum\u00eb raste, punonj\u00ebsit nuk jan\u00eb t\u00eb informuar n\u00ebse institucioni apo kompania ku punojn\u00eb ka rregullore t\u00eb brendshme p\u00ebr parandalimin dhe trajtimin e rasteve t\u00eb ngacmimit seksual, nuk njohin procedurat e raportimit dhe as strukturat p\u00ebrgjegj\u00ebse ku mund t\u00eb k\u00ebrkojn\u00eb mb\u00ebshtetje.\r\n\r\nKjo munges\u00eb informacioni krijon pasiguri dhe i b\u00ebn punonj\u00ebsit m\u00eb t\u00eb pambrojtur p\u00ebrball\u00eb sjelljeve abuzive. Kur nj\u00eb individ nuk di se cilat jan\u00eb t\u00eb drejtat e tij, cilat institucione duhet ta mbrojn\u00eb apo si funksionon procesi i raportimit, ai ka m\u00eb pak gjasa t\u00eb reagoj\u00eb ose t\u00eb denoncoj\u00eb rastet e ngacmimit. N\u00eb shum\u00eb ambiente pune, sidomos n\u00eb sektorin privat, politikat kund\u00ebr ngacmimit seksual ekzistojn\u00eb vet\u00ebm formalisht ose mbeten dokumente q\u00eb nuk komunikohen realisht me stafin. P\u00ebr pasoj\u00eb, punonj\u00ebsit shpesh nuk kan\u00eb besim se shqet\u00ebsimet e tyre do t\u00eb trajtohen me seriozitet apo se do t\u00eb marrin mbrojtje efektive n\u00eb rast denoncimi.\r\n\r\nNj\u00eb problem tjet\u00ebr lidhet me munges\u00ebn e trajnimeve dhe aktiviteteve nd\u00ebrgjegj\u00ebsuese brenda institucioneve. N\u00eb shum\u00eb kompani nuk organizohen diskutime apo sesione informuese mbi etik\u00ebn n\u00eb vendin e pun\u00ebs, kufijt\u00eb e sjelljes profesionale dhe m\u00ebnyrat e raportimit t\u00eb rasteve t\u00eb ngacmimit. Kjo b\u00ebn q\u00eb shum\u00eb sjellje t\u00eb pap\u00ebrshtatshme t\u00eb normalizohen ose t\u00eb mos identifikohen si problem, si nga viktimat ashtu edhe nga koleg\u00ebt apo drejtuesit. N\u00eb munges\u00eb t\u00eb nj\u00eb kulture informimi dhe komunikimi t\u00eb hapur, heshtja dhe toleranca ndaj sjelljeve abuzive b\u00ebhen pjes\u00eb e p\u00ebrditshm\u00ebris\u00eb institucionale.\r\n\r\nN\u00eb t\u00eb kund\u00ebrt, institucionet q\u00eb investojn\u00eb n\u00eb politika t\u00eb qarta mbrojt\u00ebse dhe n\u00eb edukimin e stafit krijojn\u00eb nj\u00eb klim\u00eb m\u00eb t\u00eb sigurt dhe m\u00eb profesionale. Punonj\u00ebsit q\u00eb jan\u00eb t\u00eb informuar mbi t\u00eb drejtat e tyre dhe mbi procedurat e raportimit ndihen m\u00eb t\u00eb mbrojtur dhe kan\u00eb m\u00eb shum\u00eb besim p\u00ebr t\u00eb reaguar n\u00eb rastet kur p\u00ebrballen me sjellje t\u00eb pap\u00ebrshtatshme. Transparenca, komunikimi i vazhduesh\u00ebm dhe funksionimi i mekanizmave t\u00eb besuesh\u00ebm t\u00eb ankesave jan\u00eb element\u00eb thelb\u00ebsor\u00eb p\u00ebr nd\u00ebrtimin e nj\u00eb ambienti pune ku respektohet dinjiteti i \u00e7do individi.\r\n\r\nKy shkrim realizohet n\u00eb kuad\u00ebr t\u00eb \ud835\udc29\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc1e\ud835\udc24\ud835\udc2d\ud835\udc22\ud835\udc2d \ud835\udc15\ud835\udc08\ud835\udc0e\ud835\udc0b\ud835\udc04\ud835\udc13, \ud835\udc22 \ud835\udc1c\ud835\udc22\ud835\udc25\ud835\udc22 \ud835\udc2c\ud835\udc32\ud835\udc27\ud835\udc28\ud835\udc27 \ud835\udc2d\u00eb \ud835\udc24\ud835\udc28\ud835\udc27\ud835\udc2d\ud835\udc2b\ud835\udc22\ud835\udc1b\ud835\udc2e\ud835\udc28\ud835\udc23\u00eb \ud835\udc27\u00eb \ud835\udc29\ud835\udc1a\ud835\udc2b\ud835\udc1a\ud835\udc27\ud835\udc1d\ud835\udc1a\ud835\udc25\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc1a\ud835\udc1d\ud835\udc2b\ud835\udc1e\ud835\udc2c\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27 \ud835\udc1e \ud835\udc27\ud835\udc20\ud835\udc1a\ud835\udc1c\ud835\udc26\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc2d \ud835\udc2c\ud835\udc1e\ud835\udc24\ud835\udc2c\ud835\udc2e\ud835\udc1a\ud835\udc25 \ud835\udc27\u00eb \ud835\udc2f\ud835\udc1e\ud835\udc27\ud835\udc1d\ud835\udc22\ud835\udc27 \ud835\udc1e \ud835\udc29\ud835\udc2e\ud835\udc27\u00eb\ud835\udc2c, p\u00ebrmes rritjes s\u00eb nd\u00ebrgjegj\u00ebsimit, p\u00ebrmir\u00ebsimit t\u00eb mekanizmave t\u00eb raportimit dhe forcimit t\u00eb bashk\u00ebpunimit nd\u00ebrinstitucional.\r\n\r\n\ud835\udc0f\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc1e\ud835\udc24\ud835\udc2d\ud835\udc22 \ud835\udc15\ud835\udc08\ud835\udc0e\ud835\udc0b\ud835\udc04\ud835\udc13 \ud835\udc1b\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb\ud835\udc1f\ud835\udc22\ud835\udc27\ud835\udc1a\ud835\udc27\ud835\udc1c\ud835\udc28\ud835\udc21\ud835\udc1e\ud835\udc2d \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc0f\ud835\udc2b\ud835\udc28\ud835\udc20\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc22 #\ud835\udc02\ud835\udc04\ud835\udc11\ud835\udc15-\ud835\udc03\ud835\udc00\ud835\udc0f\ud835\udc07\ud835\udc0d\ud835\udc04 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc33\ud835\udc1b\ud835\udc1a\ud835\udc2d\ud835\udc28\ud835\udc21\ud835\udc1e\ud835\udc2d \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc0a\ud835\udc28\ud835\udc26\ud835\udc22\ud835\udc2c\ud835\udc22\ud835\udc28\ud835\udc27\ud835\udc1e\ud835\udc2b\ud835\udc22 \ud835\udc29\u00eb\ud835\udc2b \ud835\udc0c\ud835\udc1b\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc2d\ud835\udc23\ud835\udc1e\ud835\udc27 \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc03\ud835\udc22\ud835\udc2c\ud835\udc24\ud835\udc2b\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27\ud835\udc22\ud835\udc26\ud835\udc22 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc12\ud835\udc21\ud835\udc28\ud835\udc2a\ud835\udc1a\ud835\udc2d\ud835\udc1a \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e, n\u00eb bashk\u00ebpunim me partner\u00eb nd\u00ebrkomb\u00ebtar\u00eb nga \ud835\udc12\ud835\udc25\ud835\udc25\ud835\udc28\ud835\udc2f\ud835\udc1a\ud835\udc24\ud835\udc22\ud835\udc1a, \ud835\udc0f\ud835\udc28\ud835\udc2b\ud835\udc2d\ud835\udc2e\ud835\udc20\ud835\udc1a\ud835\udc25\ud835\udc22\ud835\udc1a, \ud835\udc0b\ud835\udc22\ud835\udc2d\ud835\udc2e\ud835\udc1a\ud835\udc27\ud835\udc22\ud835\udc1a, \ud835\udc0c\ud835\udc1a\ud835\udc2a\ud835\udc1e\ud835\udc1d\ud835\udc28\ud835\udc27\ud835\udc22\ud835\udc1a \ud835\udc1e \ud835\udc15\ud835\udc1e\ud835\udc2b\ud835\udc22\ud835\udc2e\ud835\udc2d dhe \ud835\udc11\ud835\udc1e\ud835\udc29\ud835\udc2e\ud835\udc1b\ud835\udc25\ud835\udc22\ud835\udc24\ud835\udc1a \u00c7\ud835\udc1e\ud835\udc24\ud835\udc1e.\r\n\r\n\u00a0<\/div><\/article>SOLIDAR – Vizit\u00eb shk\u00ebmbimi mes mes Rrjeteve t\u00eb Q\u00ebndrueshm\u00ebris\u00eb n\u00eb Komunitet (CRN)<\/h2><\/div><\/div>\ud835\udc0c\u00eb \ud835\udfd0\ud835\udfd2 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udfd0\ud835\udfd7 \ud835\udc0f\ud835\udc2b\ud835\udc22\ud835\udc25\ud835\udc25, u zhvilluan dy vizita shk\u00ebmbimi mes \ud835\udc11\ud835\udc2b\ud835\udc23\ud835\udc1e\ud835\udc2d\ud835\udc1e\ud835\udc2f\ud835\udc1e \ud835\udc2d\u00eb \ud835\udc10\u00eb\ud835\udc27\ud835\udc1d\ud835\udc2b\ud835\udc2e\ud835\udc1e\ud835\udc2c\ud835\udc21\ud835\udc26\u00eb\ud835\udc2b\ud835\udc22\ud835\udc2c\u00eb \ud835\udc27\u00eb \ud835\udc0a\ud835\udc28\ud835\udc26\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc2d\ud835\udc1e\ud835\udc2d (\ud835\udc02\ud835\udc11\ud835\udc0d): \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc15\ud835\udc28\ud835\udc2b\u00eb \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc05\ud835\udc2e\ud835\udc2c\ud835\udc21\u00eb-\ud835\udc0a\ud835\udc2b\ud835\udc2e\ud835\udc23\u00eb \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc02\u00eb\ud835\udc2b\ud835\udc2b\ud835\udc22\ud835\udc24 \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc06\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc2c\ud835\udc21.\r\n\r\n\r\n\r\nP\u00ebrmes k\u00ebtyre shk\u00ebmbimeve, an\u00ebtar\u00ebt e CRN-ve p\u00ebrfituan njohuri praktike, modele konkrete p\u00ebr avokim lokal, ide p\u00ebr p\u00ebrmir\u00ebsimin e reagimit ndaj emergjencave dhe nj\u00eb kuptim m\u00eb t\u00eb qart\u00eb t\u00eb rolit t\u00eb tyre si ura lidh\u00ebse mes komunitetit dhe institucioneve.\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\nPse jan\u00eb t\u00eb r\u00ebnd\u00ebsishme k\u00ebto shk\u00ebmbime p\u00ebr an\u00ebtar\u00ebt e CRN-ve?\r\n\r\n\r\n\u00b7 P\u00ebr t\u00eb m\u00ebsuar nga p\u00ebrvoja praktike n\u00eb komunitete t\u00eb tjera, si p.sh. m\u00ebnyra se si CRN Fush\u00eb-Kruj\u00eb ka mb\u00ebshtetur p\u00ebrmir\u00ebsimin e siguris\u00eb nga zjarri n\u00eb shkolla dhe si koordinimi institucional dhe p\u00ebrpjekjet advokuese n\u00eb Gramsh kan\u00eb ndihmuar n\u00eb p\u00ebrmir\u00ebsimin e logjistik\u00ebs, si vendosja e tabelave paralajm\u00ebruese n\u00eb zonat me rrezik mbytjeje;\r\n\r\n\u00b7 P\u00ebr t\u00eb shk\u00ebmbyer zgjidhje p\u00ebr sfida t\u00eb p\u00ebrbashk\u00ebta, p\u00ebrfshir\u00eb aksesin n\u00eb autoambulanca, burimet e kufizuara sh\u00ebndet\u00ebsore, angazhimin e vullnetar\u00ebve dhe koordinimin gjat\u00eb emergjencave;\r\n\r\n\u00b7 P\u00ebr t\u00eb forcuar rolin e tyre n\u00eb advokim lokal dhe reagim ndaj emergjencave, duke par\u00eb se si CRN-t\u00eb mund t\u00eb identifikojn\u00eb boshll\u00ebqe konkrete n\u00eb siguri dhe t\u00eb advokojn\u00eb p\u00ebr p\u00ebrmir\u00ebsime konkrete n\u00eb institucionet publike;\r\n\r\n\u00b7 P\u00ebr t\u00eb kuptuar m\u00eb qart\u00eb rolin e CRN-ve si ur\u00eb lidh\u00ebse mes nevojave t\u00eb komunitetit dhe institucioneve, duke rritur efikasitetin e strukturave t\u00eb reagimit ndaj emergjencave.\r\n\r\n\r\n\r\n\r\nKy aktivitet \u00ebsht\u00eb realizuar n\u00eb kuad\u00ebr t\u00eb projektit \ud835\udc12\ud835\udc0e\ud835\udc0b\ud835\udc08\ud835\udc03\ud835\udc00\ud835\udc11 \u2013 \ud835\udc01\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb \ud835\udc27\u00eb \ud835\udc1e\ud835\udc26\ud835\udc1e\ud835\udc2b\ud835\udc20\ud835\udc23\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc1a\ud835\udc2d \ud835\udc2c\ud835\udc21\u00eb\ud835\udc27\ud835\udc1d\ud835\udc1e\ud835\udc2d\u00eb\ud835\udc2c\ud835\udc28\ud835\udc2b\ud835\udc1e, nj\u00eb projekt i \ud835\udc00\ud835\udc20\ud835\udc23\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc22\ud835\udc2c\u00eb \ud835\udc19\ud835\udc2f\ud835\udc22\ud835\udc1c\ud835\udc1e\ud835\udc2b\ud835\udc1a\ud835\udc27\ud835\udc1e \ud835\udc29\u00eb\ud835\udc2b \ud835\udc19\ud835\udc21\ud835\udc2f\ud835\udc22\ud835\udc25\ud835\udc25\ud835\udc22\ud835\udc26 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc01\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb\ud835\udc29\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc26 (\ud835\udc12\ud835\udc03\ud835\udc02), q\u00eb implementohet nga \ud835\udc06\ud835\udc05\ud835\udc00 \ud835\udc02\ud835\udc28\ud835\udc27\ud835\udc2c\ud835\udc2e\ud835\udc25\ud835\udc2d\ud835\udc22\ud835\udc27\ud835\udc20 \ud835\udc06\ud835\udc2b\ud835\udc28\ud835\udc2e\ud835\udc29 \ud835\udc06\ud835\udc26\ud835\udc1b\ud835\udc07 n\u00eb partneritet me \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e.\r\n\r\n\r\n\r\n\r\n***\r\n\r\n\r\n\r\n\r\n\ud835\udc0e\ud835\udc27 \ud835\udfd0\ud835\udfd2 \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udfd0\ud835\udfd7 \ud835\udc00\ud835\udc29\ud835\udc2b\ud835\udc22\ud835\udc25, two exchange visits took place between \ud835\udc02\ud835\udc28\ud835\udc26\ud835\udc26\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc2d\ud835\udc32 \ud835\udc11\ud835\udc1e\ud835\udc2c\ud835\udc22\ud835\udc25\ud835\udc22\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc1e \ud835\udc0d\ud835\udc1e\ud835\udc2d\ud835\udc30\ud835\udc28\ud835\udc2b\ud835\udc24\ud835\udc2c (\ud835\udc02\ud835\udc11\ud835\udc0d\ud835\udc2c): \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc15\ud835\udc28\ud835\udc2b\u00eb \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc05\ud835\udc2e\ud835\udc2c\ud835\udc21\u00eb-\ud835\udc0a\ud835\udc2b\ud835\udc2e\ud835\udc23\u00eb \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc02\u00eb\ud835\udc2b\ud835\udc2b\ud835\udc22\ud835\udc24 \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc06\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc2c\ud835\udc21.\r\n\r\n\r\n\r\n\r\nThrough these exchanges, CRN members gained practical knowledge, concrete models for local advocacy, ideas to improve emergency response, and a clearer understanding of their role as a bridge between communities and institutions.\r\n\r\n\r\n\r\n\r\nWhy are these exchanges important for CRN members?\r\n\r\n\r\n\r\n\r\n\u00b7 To learn from practical experiences in other communities, such as how CRN Fush\u00eb-Kruj\u00eb supported fire safety improvements in schools and how institutional coordination and advocacy efforts in Gramsh helped improve logistics, such as placing warning signs in areas at risk of drowning;\r\n\r\n\r\n\u00b7 To exchange solutions to shared challenges, including access to ambulances, limited health resources, volunteer engagement, and coordination during emergencies;\r\n\r\n\r\n\r\n\u00b7 To strengthen their role in local advocacy and emergency response by seeing how CRNs can identify concrete safety gaps and advocate for practical improvements in public institutions;\r\n\r\n\u00b7 To better understand the role of CRNs as a bridge between community needs and institutions, increasing the effectiveness of emergency response structures.\r\n\r\n\r\n\r\n\r\n\r\n\r\nThis activity was carried out within the framework of the \ud835\udc12\ud835\udc0e\ud835\udc0b\ud835\udc08\ud835\udc03\ud835\udc00\ud835\udc11 \u2013 \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc22\ud835\udc27 \ud835\udc21\ud835\udc1e\ud835\udc1a\ud835\udc25\ud835\udc2d\ud835\udc21 \ud835\udc1e\ud835\udc26\ud835\udc1e\ud835\udc2b\ud835\udc20\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc22\ud835\udc1e\ud835\udc2c project, funded by the \ud835\udc12\ud835\udc30\ud835\udc22\ud835\udc2c\ud835\udc2c \ud835\udc00\ud835\udc20\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc32 \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc03\ud835\udc1e\ud835\udc2f\ud835\udc1e\ud835\udc25\ud835\udc28\ud835\udc29\ud835\udc26\ud835\udc1e\ud835\udc27\ud835\udc2d \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udc02\ud835\udc28\ud835\udc28\ud835\udc29\ud835\udc1e\ud835\udc2b\ud835\udc1a\ud835\udc2d\ud835\udc22\ud835\udc28\ud835\udc27 (\ud835\udc12\ud835\udc03\ud835\udc02) and implemented by \ud835\udc06\ud835\udc05\ud835\udc00 \ud835\udc02\ud835\udc28\ud835\udc27\ud835\udc2c\ud835\udc2e\ud835\udc25\ud835\udc2d\ud835\udc22\ud835\udc27\ud835\udc20 \ud835\udc06\ud835\udc2b\ud835\udc28\ud835\udc2e\ud835\udc29 \ud835\udc06\ud835\udc26\ud835\udc1b\ud835\udc07 in partnership with \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e.<\/div><\/article><\/div>
Ngacmimi seksual n\u00eb vendin e pun\u00ebs \u00ebsht\u00eb nj\u00eb fenomen q\u00eb ndikon drejtp\u00ebrdrejt n\u00eb mir\u00ebqenien e punonj\u00ebsve, sigurin\u00eb psikologjike dhe cil\u00ebsin\u00eb e mjedisit t\u00eb pun\u00ebs, duke p\u00ebrb\u00ebr\u00eb nj\u00eb sfid\u00eb t\u00eb vazhdueshme p\u00ebr shoq\u00ebrit\u00eb moderne. P\u00ebrtej pasojave individuale, ai ndikon negativisht n\u00eb produktivitet, motivim, performanc\u00eb profesionale dhe kultur\u00ebn organizative, duke krijuar mjedise pune t\u00eb pasigurta, diskriminuese dhe p\u00ebrjashtuese.\r\n\r\nPavar\u00ebsisht zhvillimeve ligjore, forcimit t\u00eb politikave institucionale dhe rritjes s\u00eb nd\u00ebrgjegj\u00ebsimit publik, ngacmimi seksual mbetet nj\u00eb fenomen i n\u00ebnraportuar. Frika nga stigmatizimi, humbja e vendit t\u00eb pun\u00ebs, mungesa e mekanizmave efektiv\u00eb t\u00eb raportimit dhe mosbesimi ndaj institucioneve p\u00ebrgjegj\u00ebse vazhdojn\u00eb t\u00eb p\u00ebrb\u00ebjn\u00eb pengesa t\u00eb r\u00ebnd\u00ebsishme p\u00ebr denoncimin e rasteve. Megjith\u00ebse grat\u00eb preken n\u00eb m\u00ebnyr\u00eb disproorcionale, fenomeni mund t\u00eb prek\u00eb individ\u00eb t\u00eb \u00e7do gjinie, moshe apo pozicioni profesional.\r\n\r\nPerceptimi dhe qasja ndaj ngacmimit seksual n\u00eb vendin e pun\u00ebs ndryshojn\u00eb ndjesh\u00ebm midis vendeve dhe shoq\u00ebrive, t\u00eb ndikuara nga normat sociale, kulturore dhe sistemet institucionale q\u00eb i karakterizojn\u00eb ato. N\u00eb shum\u00eb vende per\u00ebndimore, ngacmimi seksual konsiderohet nj\u00eb shkelje serioze e t\u00eb drejtave t\u00eb njeriut dhe nj\u00eb faktor q\u00eb ndikon jo vet\u00ebm n\u00eb jet\u00ebn profesionale dhe ekonomike t\u00eb individit, por edhe n\u00eb sh\u00ebndetin e tij mendor dhe mir\u00ebqenien sociale. Si rezultat, institucionet publike dhe private kan\u00eb investuar n\u00eb krijimin e politikave t\u00eb qarta p\u00ebr parandalimin, raportimin dhe trajtimin e rasteve t\u00eb tilla.\r\n\r\nFushata nd\u00ebrkomb\u00ebtare si #MeToo kan\u00eb luajtur nj\u00eb rol t\u00eb r\u00ebnd\u00ebsish\u00ebm n\u00eb rritjen e nd\u00ebrgjegj\u00ebsimit publik n\u00eb mbar\u00eb globin, fuqizimin e viktimave p\u00ebr t\u00eb denoncuar dhe shtimin e presionit ndaj institucioneve p\u00ebr t\u00eb nd\u00ebrtuar mjedise pune m\u00eb t\u00eb sigurta dhe m\u00eb gjith\u00ebp\u00ebrfshir\u00ebse. K\u00ebto zhvillime kan\u00eb sjell\u00eb nj\u00eb ndryshim t\u00eb r\u00ebnd\u00ebsish\u00ebm n\u00eb m\u00ebnyr\u00ebn se si ky fenomen perceptohet dhe trajtohet, ve\u00e7an\u00ebrisht n\u00eb raport me mbrojtjen e grave dhe vajzave, t\u00eb cilat vazhdojn\u00eb t\u00eb jen\u00eb m\u00eb t\u00eb ekspozuara ndaj k\u00ebsaj forme dhune dhe diskriminimi.\r\n\r\nMegjithat\u00eb, n\u00eb shum\u00eb vende t\u00eb tjera, ve\u00e7an\u00ebrisht n\u00eb disa rajone t\u00eb Lindjes s\u00eb Mesme dhe Azis\u00eb, ngacmimi seksual vazhdon t\u00eb mbetet nj\u00eb tem\u00eb tabu. N\u00eb k\u00ebto kontekste, raportimi i rasteve shpesh shoq\u00ebrohet me stigmatizim social, duke u perceptuar si turp jo vet\u00ebm p\u00ebr viktim\u00ebn, por edhe p\u00ebr familjen e saj. Pik\u00ebrisht ky mentalitet shoq\u00ebror p\u00ebrb\u00ebn nj\u00eb nga pengesat kryesore q\u00eb kufizon denoncimin dhe k\u00ebrkimin e mb\u00ebshtetjes.\r\n\r\nN\u00eb shum\u00eb prej k\u00ebtyre vendeve, roli i organizatave t\u00eb shoq\u00ebris\u00eb civile n\u00eb adresimin e fenomenit mbetet i kufizuar, nd\u00ebrsa ngacmimi seksual n\u00eb vendin e pun\u00ebs shpesh nuk trajtohet si prioritet n\u00eb politikat dhe programet e tyre. N\u00eb t\u00eb nj\u00ebjt\u00ebn koh\u00eb, mungesa e kuadrit t\u00eb plot\u00eb ligjor, procedurave efektive t\u00eb mbrojtjes dhe mekanizmave funksional\u00eb t\u00eb raportimit krijon boshll\u00ebqe t\u00eb konsiderueshme institucionale, duke e b\u00ebr\u00eb t\u00eb v\u00ebshtir\u00eb q\u00eb viktimat t\u00eb ndihen t\u00eb sigurta, t\u00eb mbrojtura dhe t\u00eb mb\u00ebshtetura n\u00eb k\u00ebrkimin e drejt\u00ebsis\u00eb.\r\n\r\nAdresimi efektiv i k\u00ebtij fenomeni k\u00ebrkon jo vet\u00ebm forcimin e kuadrit ligjor dhe mekanizmave institucional\u00eb, por edhe transformimin e kultur\u00ebs organizative dhe shoq\u00ebrore, promovimin e politikave parandaluese dhe krijimin e mjediseve t\u00eb pun\u00ebs t\u00eb bazuara n\u00eb respekt, barazi dhe dinjitet njer\u00ebzor.\r\n\r\nN\u00eb Shqip\u00ebri ngacmimi seksual n\u00eb pun\u00eb \u00ebsht\u00eb nj\u00eb \u00e7\u00ebshtje q\u00eb po merr gjithnj\u00eb e m\u00eb shum\u00eb v\u00ebmendje, sidomos tek grat\u00eb dhe t\u00eb rinjt\u00eb. Si p\u00ebr punonj\u00ebsit n\u00eb sektorin publik ashtu edhe ata t\u00eb sektorit privat, ngacmimi seksual konsiderohet si nj\u00eb p\u00ebrvoj\u00eb mjaft e p\u00ebrhapur, nd\u00ebrsa n\u00eb organizatat lokale dhe nd\u00ebrkomb\u00ebtare q\u00ebndron nj\u00eb nivel i lart\u00eb nd\u00ebrgjegj\u00ebsimi mbi k\u00ebt\u00eb \u00e7\u00ebshtje p\u00ebr shkak t\u00eb ekspozimit ndaj standardeve t\u00eb huaja. Edhe pse p\u00ebrvoja me ngacmimin seksual mund t\u00eb jet\u00eb m\u00eb e ul\u00ebt n\u00eb k\u00ebto organizata, nd\u00ebrgjegj\u00ebsimi dhe trajtimi serioz i \u00e7\u00ebshtjes jan\u00eb n\u00eb nivele m\u00eb t\u00eb larta se n\u00eb sektor\u00eb t\u00eb tjer\u00eb.\r\n\r\nFaktor\u00ebt q\u00eb ndikojn\u00eb n\u00eb perceptimin dhe raportimin e ngacmimit seksual jan\u00eb t\u00eb lidhur ngusht\u00eb me edukimin dhe nd\u00ebrgjegj\u00ebsimin e individ\u00ebve, si dhe me qasjen q\u00eb kan\u00eb ndaj raportimeve dhe standardeve nd\u00ebrkomb\u00ebtare. N\u00eb vende ku k\u00ebto standarde jan\u00eb t\u00eb p\u00ebrhapura, individ\u00ebt jan\u00eb m\u00eb t\u00eb p\u00ebrgatitur t\u00eb identifikojn\u00eb dhe raportojn\u00eb sjellje t\u00eb papranueshme. N\u00eb vendet ku ngacmimi seksual \u00ebsht\u00eb tabu, mungesa e diskutimit t\u00eb hapur p\u00ebr k\u00ebt\u00eb tem\u00eb e b\u00ebn t\u00eb v\u00ebshtir\u00eb p\u00ebr individ\u00ebt t\u00eb marrin hapa p\u00ebr t\u00eb raportuar ose kund\u00ebrshtuar situatat e pad\u00ebshiruara. P\u00ebr t\u00eb p\u00ebrmir\u00ebsuar mjedisin e pun\u00ebs dhe p\u00ebr t\u00eb siguruar nj\u00eb ambient ku respektohet dinjiteti dhe siguria e \u00e7do individi, \u00ebsht\u00eb e domosdoshme q\u00eb kompanit\u00eb dhe institucionet t\u00eb implementojn\u00eb politika t\u00eb qarta p\u00ebr mbrojtjen e punonj\u00ebsve nga ngacmimi seksual. Kjo p\u00ebrfshin krijimin e rregulloreve p\u00ebr raportim, mekanizma mbrojt\u00ebs p\u00ebr punonj\u00ebsit dhe programe trajnimi p\u00ebr t\u00eb rritur nd\u00ebrgjegj\u00ebsimin dhe p\u00ebr t\u00eb forcuar politikat mbrojt\u00ebse.\r\n\r\nNj\u00eb ambient pune i sh\u00ebndetsh\u00ebm \u00ebsht\u00eb nj\u00eb t\u00eb drejt\u00eb universale dhe duhet t\u00eb mbrohet n\u00eb \u00e7do vend. Fushatat p\u00ebr nd\u00ebrgjegj\u00ebsimin publik, mb\u00ebshtetja nga politikat e brendshme dhe nd\u00ebrtimi i nj\u00eb kulture pune me vlera respekti dhe integriteti jan\u00eb \u00e7el\u00ebsi p\u00ebr t\u00eb parandaluar dhe trajtuar ngacmimin seksual n\u00eb vendin e pun\u00ebs. Vet\u00ebm p\u00ebrmes nd\u00ebrhyrjeve t\u00eb vazhdueshme dhe p\u00ebrkushtimit ndaj p\u00ebrmir\u00ebsimit t\u00eb kushteve t\u00eb pun\u00ebs, mund t\u00eb krijojm\u00eb nj\u00eb mjedis t\u00eb drejt\u00eb dhe t\u00eb sigurt p\u00ebr t\u00eb gjith\u00eb.<\/div><\/article>RAPORT – P\u00ebrdorimi i sh\u00ebrbimeve sh\u00ebndet\u00ebsore n\u00eb e-Albania! Perceptime mbi aksesin, v\u00ebshtir\u00ebsit\u00eb dhe sugjerime p\u00ebr p\u00ebrmir\u00ebsime<\/h2><\/div>
RAPORT – P\u00ebrdorimi i sh\u00ebrbimeve sh\u00ebndet\u00ebsore n\u00eb e-Albania! Perceptime mbi aksesin, v\u00ebshtir\u00ebsit\u00eb dhe sugjerime p\u00ebr p\u00ebrmir\u00ebsime<\/h2><\/div><\/div><\/div><\/article>Raport – Monitorimi i shpenzimeve t\u00eb sektorit t\u00eb sh\u00ebndet\u00ebsis\u00eb, p\u00ebr vitin 2025<\/h2><\/div><\/div><\/div><\/article>Etika dhe respekti si themeli i nj\u00eb mjedisi pune t\u00eb sh\u00ebndetsh\u00ebm<\/h2><\/div><\/div>Marr\u00ebdh\u00ebniet nd\u00ebrmjet koleg\u00ebve n\u00eb vendin e pun\u00ebs p\u00ebrb\u00ebjn\u00eb nj\u00eb element themelor p\u00ebr krijimin e nj\u00eb mjedisi profesional t\u00eb sh\u00ebndetsh\u00ebm, produktiv dhe mb\u00ebshtet\u00ebs. P\u00ebrtej ndarjes s\u00eb p\u00ebrgjegj\u00ebsive profesionale gjat\u00eb orarit t\u00eb pun\u00ebs, punonj\u00ebsit kalojn\u00eb nj\u00eb pjes\u00eb t\u00eb konsiderueshme t\u00eb jet\u00ebs s\u00eb tyre s\u00eb p\u00ebrditshme n\u00eb t\u00eb nj\u00ebjtin ambient, \u00e7ka i b\u00ebn bashk\u00ebpunimin, mir\u00ebkuptimin dhe respektin reciprok parime thelb\u00ebsore t\u00eb funksionimit t\u00eb suksessh\u00ebm t\u00eb \u00e7do nd\u00ebrmarrje. Komunikimi i hapur, sjellja etike dhe qasja korrekte ndaj koleg\u00ebve kontribuojn\u00eb n\u00eb forcimin e besimit dhe p\u00ebrmir\u00ebsimin e performanc\u00ebs n\u00eb pun\u00eb, duke nd\u00ebrtuar nj\u00eb kultur\u00eb pune pozitive dhe gjith\u00ebp\u00ebrfshir\u00ebse. Edhe, humori dhe marr\u00ebdh\u00ebniet e mira shoq\u00ebrore ndikojn\u00eb pozitivisht n\u00eb moralin e stafit dhe n\u00eb krijimin e lidhjeve t\u00eb q\u00ebndrueshme profesionale, nd\u00ebrsa respektimi i kufijve etik\u00eb dhe dinjitetit t\u00eb \u00e7do individi mbetet kusht i domosdosh\u00ebm p\u00ebr ruajtjen e integritetit dhe harmonis\u00eb n\u00eb vendin e pun\u00ebs.\r\n\r\nN\u00eb shum\u00eb shoq\u00ebri, marr\u00ebdh\u00ebniet romantike mes koleg\u00ebve mund t\u00eb konsiderohen t\u00eb pranueshme, megjithat\u00eb ekzistojn\u00eb kufij t\u00eb qart\u00eb mes interesit t\u00eb nd\u00ebrsjell\u00eb dhe ngacmimit seksual, ku ky i fundit p\u00ebrb\u00ebn nj\u00eb shkelje serioze t\u00eb etik\u00ebs profesionale dhe t\u00eb respektit njer\u00ebzor.\r\n\r\nN\u00eb Shqip\u00ebri, ashtu si n\u00eb shum\u00eb vende t\u00eb tjera, ngacmimi seksual perceptohet si nj\u00eb sjellje q\u00eb c\u00ebnon besimin nd\u00ebrmjet koleg\u00ebve, krijon tensione dhe ndikon negativisht n\u00eb klim\u00ebn organizative. P\u00ebr k\u00ebt\u00eb arsye, ngacmimi seksual n\u00eb vendin e pun\u00ebs mbetet nj\u00eb nd\u00ebr problematikat m\u00eb shqet\u00ebsuese p\u00ebr shoq\u00ebrit\u00eb moderne, duke ngritur nevoj\u00ebn p\u00ebr politika efektive parandaluese dhe mekanizma t\u00eb qart\u00eb adresimi t\u00eb fenomenit brenda nd\u00ebrmarrjeve publike ose jopublike.\r\n\r\nBindja se ngacmimi seksual n\u00eb mjediset e pun\u00ebs mund dhe duhet t\u00eb parandalohet \u00ebsht\u00eb thelb\u00ebsore p\u00ebr nd\u00ebrtimin e nj\u00eb kulture pune t\u00eb sigurt dhe respektuese p\u00ebr t\u00eb gjith\u00eb punonj\u00ebsit. Sipas studimit \u201cNgacmimi Seksual n\u00eb Tregun e Pun\u00ebs\u201d, t\u00eb realizuar dhe publikuar nga Together for Life dy vjet m\u00eb par\u00eb, ky perceptim lidhet ngusht\u00eb me rritjen e nd\u00ebrgjegj\u00ebsimit shoq\u00ebror dhe kulturor mbi t\u00eb drejtat e punonj\u00ebsve dhe r\u00ebnd\u00ebsin\u00eb e respektit n\u00eb vendin e pun\u00ebs. Studimi evidentoi dallime t\u00eb dukshme gjinore n\u00eb perceptimin e fenomenit ku 29% e meshkujve e konsiderojn\u00eb ngacmimin seksual si t\u00eb pashmangsh\u00ebm, krahasuar me 14% t\u00eb grave. Ky dallim tregon se burrat dhe grat\u00eb e perceptojn\u00eb ndryshe ndikimin dhe pasojat e ngacmimit seksual ndaj viktimave. Grat\u00eb shpesh ndihen m\u00eb t\u00eb ekspozuara dhe m\u00eb t\u00eb prekura nga ky fenomen, nd\u00ebrsa burrat priren ta shohin at\u00eb nga nj\u00eb k\u00ebndv\u00ebshtrim tjet\u00ebr, \u00e7ka n\u00ebnvizon nevoj\u00ebn p\u00ebr rritje t\u00eb m\u00ebtejshme t\u00eb nd\u00ebrgjegj\u00ebsimit dhe edukimit p\u00ebr t\u00eb dyja grupet.\r\n\r\nN\u00eb nj\u00eb koh\u00eb kur respektimi i t\u00eb drejtave t\u00eb punonj\u00ebsve dhe promovimi i barazis\u00eb n\u00eb vendin e pun\u00ebs po marrin gjithnj\u00eb e m\u00eb shum\u00eb r\u00ebnd\u00ebsi, perceptimi se ngacmimi seksual mund t\u00eb parandalohet p\u00ebrb\u00ebn nj\u00eb tregues pozitiv p\u00ebr p\u00ebrmir\u00ebsimin e kultur\u00ebs organizative. Ky nd\u00ebrgjegj\u00ebsim nuk reflekton vet\u00ebm p\u00ebrvoja individuale, por \u00ebsht\u00eb gjithashtu konsiderohet si rezultat i fushatave t\u00eb vazhdueshme sensibilizuese dhe p\u00ebrmir\u00ebsimit t\u00eb standardeve t\u00eb pun\u00ebs n\u00eb nivel komb\u00ebtar dhe nd\u00ebrkomb\u00ebtar. N\u00eb k\u00ebt\u00eb kuad\u00ebr, nd\u00ebrmarrjet, institucionet dhe organizatat po orientohen drejt hartimit dhe zbatimit t\u00eb politikave m\u00eb t\u00eb qarta p\u00ebr mbrojtjen e punonj\u00ebsve, me synim krijimin e nj\u00eb mjedisi pune t\u00eb sigurt, dinjitoz dhe pa diskriminim p\u00ebr t\u00eb gjith\u00eb.\r\n\r\nSi mund t\u00eb shmangen ngacmemet seksuale n\u00eb mjeside pune me pun\u00ebmarr\u00ebs burra dhe gra\r\n\r\nBazuar n\u00eb t\u00eb dh\u00ebnat e analizuara nga studimi i realizuar nga Together for Life mbi p\u00ebrhapjen e fenomenit t\u00eb ngacmimit seksual n\u00eb sektorin publik dhe privat, n\u00eb t\u00eb cilin u p\u00ebrfshin\u00eb rreth 1000 t\u00eb anketuar - burra dhe gra, djem dhe vajza n\u00eb t\u00eb gjith\u00eb vendin, bie n\u00eb sy se shumica e t\u00eb anketuarve (53%) besojn\u00eb se ngacmimi seksual \u00ebsht\u00eb i shmangsh\u00ebm n\u00eb mjediset e pun\u00ebs me p\u00ebrb\u00ebrje gjinore t\u00eb p\u00ebrzier. Ky rezultat p\u00ebrb\u00ebn nj\u00eb tregues t\u00eb r\u00ebnd\u00ebsish\u00ebm t\u00eb rritjes s\u00eb nd\u00ebrgjegj\u00ebsimit dhe sensibilizimit t\u00eb qytetar\u00ebve mbi nevoj\u00ebn p\u00ebr parandalimin e k\u00ebtij fenomeni dhe krijimin e nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt dhe siguri p\u00ebr t\u00eb gjith\u00eb.\r\n\r\nKy rezultat p\u00ebrb\u00ebn nj\u00eb tregues t\u00eb r\u00ebnd\u00ebsish\u00ebm se nd\u00ebrgjegj\u00ebsimi dhe informimi publik kan\u00eb ndikuar pozitivisht n\u00eb p\u00ebrmir\u00ebsimin e qasjes s\u00eb qytetar\u00ebve shqiptar\u00eb ndaj k\u00ebtij fenomeni dhe n\u00eb rritjen e besimit se ai mund t\u00eb parandalohet p\u00ebrmes masave konkrete dhe kultur\u00ebs s\u00eb duhur institucionale.\r\n\r\nBesimi se ngacmimi seksual mund t\u00eb parandalohet p\u00ebrfaq\u00ebson nj\u00eb hap t\u00eb r\u00ebnd\u00ebsish\u00ebm drejt nd\u00ebrtimit t\u00eb nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt, barazi dhe siguri. Rritja e nd\u00ebrgjegj\u00ebsimit mbi k\u00ebt\u00eb \u00e7\u00ebshtje \u00ebsht\u00eb thelb\u00ebsore jo vet\u00ebm p\u00ebr t\u00eb parandaluar sjelljet abuzive, por edhe p\u00ebr t\u00eb krijuar nj\u00eb ambient ku \u00e7do punonj\u00ebs ndihet i respektuar, i d\u00ebgjuar dhe i mbrojtur. Ky perceptim p\u00ebrb\u00ebn gjithashtu nj\u00eb thirrje t\u00eb drejtp\u00ebrdrejt\u00eb p\u00ebr institucionet publike dhe private q\u00eb t\u00eb nd\u00ebrmarrin hapa konkret\u00eb p\u00ebr mbrojtjen e punonj\u00ebsve dhe p\u00ebr edukimin e stafit mbi kufijt\u00eb e sjelljes s\u00eb pranueshme n\u00eb marr\u00ebdh\u00ebniet profesionale.\r\n\r\nP\u00ebrmir\u00ebsimi i kushteve t\u00eb pun\u00ebs dhe krijimi i nj\u00eb ambienti t\u00eb sigurt dhe gjith\u00ebp\u00ebrfshir\u00ebs duhet t\u00eb jet\u00eb objektiv prioritar p\u00ebr \u00e7do kompani dhe institucion. Nj\u00eb kultur\u00eb pune q\u00eb promovon respektin, dinjitetin dhe sigurin\u00eb kontribuon jo vet\u00ebm n\u00eb parandalimin e ngacmimit seksual, por edhe n\u00eb rritjen e mir\u00ebqenies dhe produktivitetit t\u00eb p\u00ebrgjithsh\u00ebm t\u00eb punonj\u00ebsve. Mjediset e pun\u00ebs q\u00eb mb\u00ebshteten mbi vlerat e respektit dhe mbrojtjes s\u00eb t\u00eb drejtave t\u00eb individit krijojn\u00eb nj\u00eb kultur\u00eb organizative t\u00eb q\u00ebndrueshme, ku \u00e7do punonj\u00ebs ndihet i vler\u00ebsuar, i sigurt dhe i motivuar p\u00ebr t\u00eb kontribuar n\u00eb m\u00ebnyr\u00eb profesionale. N\u00eb k\u00ebt\u00eb kuad\u00ebr, nd\u00ebrgjegj\u00ebsimi dhe veprimet konkrete mbeten faktor\u00eb ky\u00e7 p\u00ebr t\u00eb garantuar q\u00eb \u00e7do vend pune t\u00eb jet\u00eb nj\u00eb hap\u00ebsir\u00eb respekti, mb\u00ebshtetjeje dhe zhvillimi p\u00ebr t\u00eb gjith\u00eb.<\/div><\/article>Pse krijimi i nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt dhe barazi duhet t\u00eb kthehet n\u00eb prioritet p\u00ebr \u00e7do pun\u00ebdh\u00ebn\u00ebs<\/h2><\/div><\/div>Siguria, dinjiteti dhe integriteti n\u00eb vendin e pun\u00ebs p\u00ebrb\u00ebjn\u00eb t\u00eb drejta themelore t\u00eb \u00e7do punonj\u00ebsi dhe standarde thelb\u00ebsore p\u00ebr nj\u00eb mjedis pune t\u00eb drejt\u00eb, etik dhe profesional. Nj\u00eb ambient pune i sigurt nuk kufizohet vet\u00ebm n\u00eb mbrojtjen fizike t\u00eb pun\u00ebmarr\u00ebsve, por p\u00ebrfshin gjithashtu garantimin e mir\u00ebqenies morale dhe psikologjike, duke mos toleruar asnj\u00eb form\u00eb ngacmimi seksual, diskriminimi apo sjelljeje t\u00eb pap\u00ebrshtatshme q\u00eb cenon dinjitetin dhe t\u00eb drejtat e individit.\r\n\r\nHistorikisht, koncepti i siguris\u00eb n\u00eb pun\u00eb ka qen\u00eb i fokusuar kryesisht n\u00eb aspektet teknike dhe mbrojtjen fizike t\u00eb punonj\u00ebsve. Megjithat\u00eb, zhvillimet sociale, ligjore dhe rritja e nd\u00ebrgjegj\u00ebsimit p\u00ebr t\u00eb drejtat e njeriut kan\u00eb sjell\u00eb nj\u00eb qasje m\u00eb gjith\u00ebp\u00ebrfshir\u00ebse ndaj siguris\u00eb n\u00eb vendin e pun\u00ebs, duke e konsideruar mbrojtjen nga abuzimi moral, psikologjik dhe seksual si pjes\u00eb integrale t\u00eb saj.\r\n\r\nSot, legjislacioni komb\u00ebtar dhe standardet nd\u00ebrkomb\u00ebtare e njohin ngacmimin seksual n\u00eb vendin e pun\u00ebs si nj\u00eb nga format m\u00eb serioze dhe m\u00eb t\u00eb p\u00ebrhapura t\u00eb dhun\u00ebs dhe diskriminimit n\u00eb marr\u00ebdh\u00ebniet e pun\u00ebs. P\u00ebr k\u00ebt\u00eb arsye, mekanizmat ligjor\u00eb dhe institucionale p\u00ebr parandalimin, raportimin dhe trajtimin e rasteve t\u00eb tilla jan\u00eb fuqizuar ndjesh\u00ebm. N\u00eb t\u00eb nj\u00ebjt\u00ebn koh\u00eb, krijimi i nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt, barazi dhe llogaridh\u00ebnie \u00ebsht\u00eb kthyer n\u00eb prioritet p\u00ebr institucionet publike, organizatat dhe kompanit\u00eb q\u00eb synojn\u00eb t\u00eb nd\u00ebrtojn\u00eb ambiente pune t\u00eb sigurta, gjith\u00ebp\u00ebrfshir\u00ebse dhe profesionale.\r\n\r\nN\u00eb \u00e7do institucion apo subjekt pun\u00ebdh\u00ebn\u00ebs, ekzistenca e politikave t\u00eb qarta dhe mekanizmave funksional\u00eb p\u00ebr parandalimin dhe adresimin e ngacmimit seksual p\u00ebrb\u00ebn nj\u00eb element thelb\u00ebsor t\u00eb siguris\u00eb dhe etik\u00ebs n\u00eb vendin e pun\u00ebs. Rregulloret e brendshme duhet t\u00eb jen\u00eb t\u00eb hartuara n\u00eb m\u00ebnyr\u00eb t\u00eb qart\u00eb, t\u00eb komunikohen rregullisht dhe t\u00eb jen\u00eb leht\u00ebsisht t\u00eb aksesueshme p\u00ebr t\u00eb gjith\u00eb punonj\u00ebsit, pavar\u00ebsisht pozicionit apo nivelit hierarkik. K\u00ebto politika nuk duhet t\u00eb mbeten vet\u00ebm dokumente formale, por t\u00eb shoq\u00ebrohen me masa konkrete parandaluese, procedura efektive raportimi dhe mekanizma mb\u00ebshtet\u00ebs p\u00ebr viktimat e mundshme t\u00eb ngacmimit seksual.\r\n\r\nP\u00ebrgjegj\u00ebsia kryesore p\u00ebr garantimin e nj\u00eb ambienti pune t\u00eb sigurt dhe dinjitoz bie mbi drejtuesit dhe pun\u00ebdh\u00ebn\u00ebsit, t\u00eb cil\u00ebt kan\u00eb detyrimin ligjor dhe etik t\u00eb nd\u00ebrtojn\u00eb nj\u00eb kultur\u00eb institucionale t\u00eb bazuar n\u00eb respekt, barazi dhe mosdiskriminim. Nj\u00eb mjedis pune ku punonj\u00ebsit ndihen t\u00eb mbrojtur dhe t\u00eb d\u00ebgjuar ndikon drejtp\u00ebrdrejt jo vet\u00ebm n\u00eb mir\u00ebqenien e tyre psikologjike dhe profesionale, por edhe n\u00eb rritjen e besimit, produktivitetit dhe integritetit t\u00eb vet\u00eb institucionit.\r\n\r\nT\u00eb dh\u00ebnat e studimit t\u00eb realizuar nga Shoqata Together for Life (TFL) ne vitin 2024 tregojn\u00eb se niveli i nd\u00ebrgjegj\u00ebsimit mbi ekzistenc\u00ebn e rregulloreve t\u00eb brendshme p\u00ebr mbrojtjen nga ngacmimi seksual \u00ebsht\u00eb duksh\u00ebm m\u00eb i lart\u00eb n\u00eb institucionet publike dhe n\u00eb organizatat joqeveritare. Kjo lidhet kryesisht me faktin se k\u00ebto institucione kan\u00eb investuar m\u00eb shum\u00eb n\u00eb informimin, edukimin dhe sensibilizimin e stafit lidhur me t\u00eb drejtat n\u00eb vendin e pun\u00ebs dhe mekanizmat mbrojt\u00ebs kund\u00ebr ngacmimit seksual. N\u00eb k\u00ebto sektor\u00eb vihet re nj\u00eb angazhim m\u00eb i madh p\u00ebr zhvillimin e trajnimeve, sesioneve informuese dhe politikave t\u00eb brendshme q\u00eb promovojn\u00eb nj\u00eb kultur\u00eb pune m\u00eb t\u00eb sigurt dhe m\u00eb gjith\u00ebp\u00ebrfshir\u00ebse.\r\n\r\nN\u00eb t\u00eb kund\u00ebrt, sektori privat paraqet mang\u00ebsi t\u00eb konsiderueshme n\u00eb k\u00ebt\u00eb drejtim. Studimi evidenton se shum\u00eb kompani private nuk kan\u00eb nd\u00ebrmarr\u00eb masa t\u00eb mjaftueshme p\u00ebr t\u00eb informuar punonj\u00ebsit mbi t\u00eb drejtat e tyre, procedurat e raportimit apo masat disiplinore q\u00eb aplikohen n\u00eb rastet e ngacmimit seksual. Mungesa e trajnimeve periodike, e komunikimit institucional dhe e politikave aktive parandaluese reflekton nj\u00eb nivel t\u00eb ul\u00ebt prioriteti q\u00eb i kushtohet k\u00ebsaj \u00e7\u00ebshtjeje n\u00eb nj\u00eb pjes\u00eb t\u00eb konsiderueshme t\u00eb sektorit privat. Si pasoj\u00eb, shum\u00eb punonj\u00ebs mbeten t\u00eb painformuar ose t\u00eb pasigurt mbi m\u00ebnyr\u00ebn se si duhet t\u00eb veprojn\u00eb n\u00eb rast se p\u00ebrballen me forma t\u00eb ngacmimit seksual n\u00eb vendin e pun\u00ebs.\r\n\r\nGjetjet e studimit t\u00eb TFL-s\u00eb tregonin se vet\u00ebm 52% e punonj\u00ebsve deklarojn\u00eb se jan\u00eb n\u00eb dijeni t\u00eb ekzistenc\u00ebs s\u00eb nj\u00eb rregulloreje t\u00eb brendshme p\u00ebr mbrojtjen nga ngacmimi seksual n\u00eb institucionin apo kompanin\u00eb ku punojn\u00eb. Nd\u00ebrkoh\u00eb, pjesa tjet\u00ebr ose nuk kan\u00eb informacion mbi ekzistenc\u00ebn e k\u00ebtyre mekanizmave mbrojt\u00ebs, ose nuk jan\u00eb t\u00eb sigurt p\u00ebr funksionimin dhe zbatimin e tyre n\u00eb praktik\u00eb. Ky nivel i kufizuar nd\u00ebrgjegj\u00ebsimi p\u00ebrb\u00ebn nj\u00eb tregues shqet\u00ebsues mbi nevoj\u00ebn p\u00ebr forcimin e masave parandaluese dhe informuese n\u00eb vendin e pun\u00ebs.\r\n\r\nN\u00eb k\u00ebt\u00eb kuad\u00ebr, b\u00ebhet e domosdoshme q\u00eb pun\u00ebdh\u00ebn\u00ebsit, ve\u00e7an\u00ebrisht n\u00eb sektorin privat, t\u00eb nd\u00ebrmarrin hapa m\u00eb konkret\u00eb p\u00ebr hartimin dhe zbatimin efektiv t\u00eb politikave kund\u00ebr ngacmimit seksual, p\u00ebr organizimin e trajnimeve t\u00eb vazhdueshme dhe p\u00ebr krijimin e mekanizmave t\u00eb besuesh\u00ebm t\u00eb raportimit dhe mb\u00ebshtetjes p\u00ebr punonj\u00ebsit. Vet\u00ebm p\u00ebrmes nj\u00eb qasjeje t\u00eb till\u00eb mund t\u00eb nd\u00ebrtohen ambiente pune t\u00eb sigurta, profesionale dhe t\u00eb bazuara n\u00eb respektimin e dinjitetit dhe t\u00eb drejtave t\u00eb \u00e7do individi.<\/div><\/article>EU for Good Governance, TFL ngre shqet\u00ebsimin p\u00ebr munges\u00ebn e financimit t\u00eb qendruesh\u00ebm p\u00ebr sh\u00ebrbimet sh\u00ebndet\u00ebsore jetike<\/h2><\/div><\/div>\ud83d\udcca Shoqata Together for Life (TFL) mori pjes\u00eb n\u00eb konferenc\u00ebn \u201cDrejt nj\u00eb shpenzimi publik m\u00eb efektiv: Reforma t\u00eb harmonizuara me standardet e BE-s\u00eb n\u00eb menaxhimin e investimeve publike dhe rishikimin e shpenzimeve publike\u201d, organizuar nga Ministria e Financave n\u00eb bashk\u00ebpunim me Delegacionin e Bashkimit Europian n\u00eb Shqip\u00ebri, n\u00eb kuad\u00ebr t\u00eb projektit \u201cEU for Good Governance\u201d.\r\n\r\nP\u00ebrfaq\u00ebsues t\u00eb Delegacionit t\u00eb Bashkimit Europian n\u00eb Shqip\u00ebri, Kuvendit t\u00eb Shqip\u00ebris\u00eb, Ministris\u00eb s\u00eb Financave, Ministris\u00eb s\u00eb Sh\u00ebndet\u00ebsis\u00eb dhe Mbrojtjes Sociale, si edhe ekspert\u00eb vendas dhe nd\u00ebrkomb\u00ebtar\u00eb diskutuan mbi reformat n\u00eb menaxhimin e financave publike, investimet publike dhe r\u00ebnd\u00ebsin\u00eb e rishikimeve t\u00eb shpenzimeve publike p\u00ebr rritjen e efikasitetit, transparenc\u00ebs dhe orientimit t\u00eb politikave publike drejt rezultateve konkrete p\u00ebr qytetar\u00ebt.\r\n\r\nE ftuar si nj\u00eb nga fol\u00ebset e panelit me tem\u00eb \u201cNga shpenzimet drejt rezultateve: si mund t\u00eb ndihmojn\u00eb rishikimet e shpenzimeve publike\u201d, menaxherja e projekteve n\u00eb TFL, Alma Lahe, n\u00ebnvizoi se shoq\u00ebria civile luan nj\u00eb rol ky\u00e7 n\u00eb lidhjen mes analiz\u00ebs s\u00eb buxhetit publik dhe ndikimit real q\u00eb ai ka n\u00eb jet\u00ebn e qytetar\u00ebve, duke kontribuar n\u00eb garantimin e sh\u00ebrbimeve m\u00eb cil\u00ebsore, t\u00eb q\u00ebndrueshme, t\u00eb aksesueshme dhe m\u00eb t\u00eb p\u00ebrballueshme p\u00ebr \u00e7do qytetar.\r\n\r\nN\u00eb fjal\u00ebn e saj, znj. Lahe ngriti shqet\u00ebsimin se raportet e monitorimit t\u00eb shpenzimeve publike n\u00eb sektorin e sh\u00ebndet\u00ebsis\u00eb vijojn\u00eb t\u00eb evidentojn\u00eb nj\u00eb lidhje t\u00eb dob\u00ebt mes politikave publike dhe buxheteve t\u00eb dedikuara p\u00ebr zbatimin e tyre. Si shembull konkret u soll Sh\u00ebrbimi i Kujdesit Sh\u00ebndet\u00ebsor n\u00eb Banes\u00eb, nj\u00eb sh\u00ebrbim i ri i dedikuar pacient\u00ebve q\u00eb nuk mund t\u00eb aksesojn\u00eb qendrat sh\u00ebndet\u00ebsore p\u00ebr shkak t\u00eb humbjes s\u00eb aft\u00ebsis\u00eb p\u00ebr t\u00eb l\u00ebvizur, i cili tashm\u00eb \u00ebsht\u00eb shtrir\u00eb n\u00eb 356 qendra sh\u00ebndet\u00ebsore n\u00eb t\u00eb gjith\u00eb vendin dhe aktualisht i vjen n\u00eb ndihm\u00eb rreth 5,000 pacient\u00ebve.\r\n\r\n\u201cZgjerimi i nj\u00eb sh\u00ebrbimi t\u00eb till\u00eb jetik duhet t\u00eb ishte shoq\u00ebruar me rritje t\u00eb dedikuar dhe t\u00eb q\u00ebndrueshme t\u00eb financimit p\u00ebr kujdesin sh\u00ebndet\u00ebsor par\u00ebsor, por fatkeq\u00ebsisht ka ndodhur e kund\u00ebrta\u201d, u shpreh znj. Lahe.\r\n\r\nN\u00eb k\u00ebt\u00eb kuad\u00ebr, TFL shprehu gatishm\u00ebrin\u00eb p\u00ebr t\u00eb kontribuar q\u00eb n\u00eb fazat e hershme t\u00eb analizimit t\u00eb Projekt-Buxhetit Afatmes\u00ebm, duke qen\u00eb pjes\u00eb aktive e proceseve t\u00eb rishikimit t\u00eb shpenzimeve publike, me synim hartimin e buxheteve publike m\u00eb efikase, transparente dhe t\u00eb orientuara drejt nevojave reale t\u00eb qytetar\u00ebve.\r\n\r\n***\r\n\r\nTogether for Life (TFL) participated in the conference \u201cTowards More Effective Public Spending: EU-Aligned Reforms in Public Investment Management and Spending Reviews\u201d, organized by the Ministry of Finance in cooperation with the Delegation of the European Union to Albania, within the framework of the \u201cEU for Good Governance\u201d project.\r\n\r\nRepresentatives of the Delegation of the European Union to Albania, the Parliament of Albania, the Ministry of Finance, the Ministry of Health and Social Protection, as well as national and international experts, discussed reforms in public financial management, public investments, and the importance of spending reviews in increasing efficiency, transparency, and ensuring that public policies are more results-oriented for citizens.\r\n\r\nInvited as one of the speakers in the panel \u201cFrom Spending to Results: How Spending Reviews Can Help\u201d, TFL Project Manager Alma Lahe emphasized that civil society plays a key role in linking public budget analysis with its real impact on citizens\u2019 lives, contributing to the provision of higher-quality, sustainable, accessible, and more affordable services for all citizens.\r\n\r\nIn her remarks, Ms. Lahe raised concerns that public expenditure monitoring reports in the healthcare sector continue to reveal a weak connection between public policies and the budgets allocated for their implementation. As a concrete example, she referred to the Home-Based Health Care Service, a new service dedicated to patients who are unable to access health centers due to loss of mobility, which has now been expanded to all 356 health centers across the country and currently supports around 5,000 patients.\r\n\r\n\u201cThe expansion of such a vital service should have been accompanied by dedicated and sustainable increases in primary healthcare funding, but unfortunately, the opposite has happened,\u201d stated Ms. Lahe.\r\n\r\nIn this context, TFL expressed its readiness to contribute from the early stages of the Medium-Term Budget Programme analysis by actively engaging in spending review processes, with the aim of supporting the development of more efficient, transparent, and citizen-oriented public budgets.\r\n\r\n\r\n\r\n <\/div><\/article>Ngacmimi seksual dhe kultura e heshtjes<\/h2><\/div><\/div>Ngacmimi seksual n\u00eb vendin e pun\u00ebs vazhdon t\u00eb mbetet nj\u00eb nga format m\u00eb t\u00eb p\u00ebrhapura dhe m\u00eb pak t\u00eb raportuara t\u00eb dhun\u00ebs n\u00eb shoq\u00ebri. Edhe pse kuadri ligjor vendas dhe standardet nd\u00ebrkomb\u00ebtare jan\u00eb forcuar vitet e fundit, shum\u00eb punonj\u00ebs ende p\u00ebrballen me pasiguri, munges\u00eb informacioni dhe frik\u00eb p\u00ebr t\u00eb denoncuar sjelljet abuzive.\r\nNj\u00eb ambient pune i sigurt nuk lidhet vet\u00ebm me sigurin\u00eb fizike\r\nKoncepti i siguris\u00eb n\u00eb vendin e pun\u00ebs ka evoluar ndjesh\u00ebm gjat\u00eb dekadave t\u00eb fundit. N\u00eb t\u00eb kaluar\u00ebn, v\u00ebmendja kryesore ishte e p\u00ebrqendruar te mbrojtja fizike e punonj\u00ebsve, duke garantuar kushte teknike t\u00eb sigurta, pajisje mbrojt\u00ebse dhe standarde q\u00eb lidhen me sh\u00ebndetin n\u00eb pun\u00eb. Sot, ky koncept \u00ebsht\u00eb shum\u00eb m\u00eb i gjer\u00eb dhe p\u00ebrfshin edhe mir\u00ebqenien psikologjike, emocionale dhe morale t\u00eb individit. Nj\u00eb ambient pune konsiderohet realisht i sigurt vet\u00ebm at\u00ebher\u00eb kur punonj\u00ebsit ndihen t\u00eb respektuar, t\u00eb mbrojtur dhe t\u00eb trajtuar me dinjitet, pa frik\u00eb nga diskriminimi, presioni, intimidimi apo ngacmimi seksual.\r\n\r\nKjo qasje moderne ndaj siguris\u00eb n\u00eb pun\u00eb lidhet ngusht\u00eb me t\u00eb drejtat e njeriut dhe barazin\u00eb n\u00eb marr\u00ebdh\u00ebniet profesionale. Organizatat dhe institucionet nuk kan\u00eb m\u00eb p\u00ebrgjegj\u00ebsi vet\u00ebm p\u00ebr t\u00eb parandaluar aksidentet fizike, por edhe p\u00ebr t\u00eb krijuar nj\u00eb kultur\u00eb pune ku komunikimi, sjellja dhe marr\u00ebdh\u00ebniet nd\u00ebrpersonale bazohen n\u00eb respekt dhe profesionaliz\u00ebm. N\u00eb k\u00ebt\u00eb kuad\u00ebr, ngacmimi seksual konsiderohet nj\u00eb nga format m\u00eb t\u00eb r\u00ebnda t\u00eb cenimit t\u00eb integritetit t\u00eb punonj\u00ebsit, pasi prek jo vet\u00ebm mir\u00ebqenien emocionale, por edhe sigurin\u00eb, vet\u00ebbesimin dhe zhvillimin profesional t\u00eb individit.\r\n\r\nMegjithat\u00eb, n\u00eb shum\u00eb raste, viktimat hezitojn\u00eb t\u00eb reagojn\u00eb p\u00ebr shkak t\u00eb frik\u00ebs nga paragjykimi, izolimi apo pasojat profesionale q\u00eb mund t\u00eb sjell\u00eb raportimi. Kur ngacmimi vjen nga persona me pozita drejtuese, situata b\u00ebhet edhe m\u00eb e nd\u00ebrlikuar, pasi marr\u00ebdh\u00ebnia e pabarabart\u00eb e pushtetit krijon ndjesin\u00eb e pasiguris\u00eb dhe var\u00ebsis\u00eb profesionale. Kjo b\u00ebn q\u00eb shum\u00eb punonj\u00ebs t\u00eb zgjedhin heshtjen, duke toleruar sjellje q\u00eb ndikojn\u00eb drejtp\u00ebrdrejt n\u00eb sh\u00ebndetin e tyre emocional dhe n\u00eb performanc\u00ebn n\u00eb pun\u00eb.\r\n\r\nP\u00ebr k\u00ebt\u00eb arsye, krijimi i nj\u00eb ambienti pune t\u00eb sigurt k\u00ebrkon m\u00eb shum\u00eb sesa ekzistenc\u00ebn formale t\u00eb rregulloreve. Institucionet dhe kompanit\u00eb duhet t\u00eb investojn\u00eb n\u00eb nd\u00ebrgjegj\u00ebsimin e stafit, trajnimin e vazhduesh\u00ebm mbi etik\u00ebn dhe respektin n\u00eb marr\u00ebdh\u00ebniet profesionale, si dhe n\u00eb krijimin e mekanizmave t\u00eb besuesh\u00ebm t\u00eb raportimit dhe mbrojtjes s\u00eb viktimave. Vet\u00ebm p\u00ebrmes nj\u00eb kulture organizative q\u00eb nuk toleron asnj\u00eb form\u00eb abuzimi mund t\u00eb nd\u00ebrtohet nj\u00eb mjedis pune ku \u00e7do individ ndihet i vler\u00ebsuar, i respektuar dhe i sigurt.\r\n\r\nMungesa e informacionit i l\u00eb punonj\u00ebsit t\u00eb pambrojtur \r\n\r\nNj\u00eb nga problemet m\u00eb t\u00eb m\u00ebdha q\u00eb vazhdon t\u00eb shoq\u00ebroj\u00eb trajtimin e ngacmimit seksual n\u00eb vendin e pun\u00ebs \u00ebsht\u00eb mungesa e informacionit dhe e nd\u00ebrgjegj\u00ebsimit t\u00eb punonj\u00ebsve mbi t\u00eb drejtat q\u00eb u garantohen dhe mekanizmat q\u00eb ekzistojn\u00eb p\u00ebr mbrojtjen e tyre. N\u00eb shum\u00eb raste, punonj\u00ebsit nuk jan\u00eb t\u00eb informuar n\u00ebse institucioni apo kompania ku punojn\u00eb ka rregullore t\u00eb brendshme p\u00ebr parandalimin dhe trajtimin e rasteve t\u00eb ngacmimit seksual, nuk njohin procedurat e raportimit dhe as strukturat p\u00ebrgjegj\u00ebse ku mund t\u00eb k\u00ebrkojn\u00eb mb\u00ebshtetje.\r\n\r\nKjo munges\u00eb informacioni krijon pasiguri dhe i b\u00ebn punonj\u00ebsit m\u00eb t\u00eb pambrojtur p\u00ebrball\u00eb sjelljeve abuzive. Kur nj\u00eb individ nuk di se cilat jan\u00eb t\u00eb drejtat e tij, cilat institucione duhet ta mbrojn\u00eb apo si funksionon procesi i raportimit, ai ka m\u00eb pak gjasa t\u00eb reagoj\u00eb ose t\u00eb denoncoj\u00eb rastet e ngacmimit. N\u00eb shum\u00eb ambiente pune, sidomos n\u00eb sektorin privat, politikat kund\u00ebr ngacmimit seksual ekzistojn\u00eb vet\u00ebm formalisht ose mbeten dokumente q\u00eb nuk komunikohen realisht me stafin. P\u00ebr pasoj\u00eb, punonj\u00ebsit shpesh nuk kan\u00eb besim se shqet\u00ebsimet e tyre do t\u00eb trajtohen me seriozitet apo se do t\u00eb marrin mbrojtje efektive n\u00eb rast denoncimi.\r\n\r\nNj\u00eb problem tjet\u00ebr lidhet me munges\u00ebn e trajnimeve dhe aktiviteteve nd\u00ebrgjegj\u00ebsuese brenda institucioneve. N\u00eb shum\u00eb kompani nuk organizohen diskutime apo sesione informuese mbi etik\u00ebn n\u00eb vendin e pun\u00ebs, kufijt\u00eb e sjelljes profesionale dhe m\u00ebnyrat e raportimit t\u00eb rasteve t\u00eb ngacmimit. Kjo b\u00ebn q\u00eb shum\u00eb sjellje t\u00eb pap\u00ebrshtatshme t\u00eb normalizohen ose t\u00eb mos identifikohen si problem, si nga viktimat ashtu edhe nga koleg\u00ebt apo drejtuesit. N\u00eb munges\u00eb t\u00eb nj\u00eb kulture informimi dhe komunikimi t\u00eb hapur, heshtja dhe toleranca ndaj sjelljeve abuzive b\u00ebhen pjes\u00eb e p\u00ebrditshm\u00ebris\u00eb institucionale.\r\n\r\nN\u00eb t\u00eb kund\u00ebrt, institucionet q\u00eb investojn\u00eb n\u00eb politika t\u00eb qarta mbrojt\u00ebse dhe n\u00eb edukimin e stafit krijojn\u00eb nj\u00eb klim\u00eb m\u00eb t\u00eb sigurt dhe m\u00eb profesionale. Punonj\u00ebsit q\u00eb jan\u00eb t\u00eb informuar mbi t\u00eb drejtat e tyre dhe mbi procedurat e raportimit ndihen m\u00eb t\u00eb mbrojtur dhe kan\u00eb m\u00eb shum\u00eb besim p\u00ebr t\u00eb reaguar n\u00eb rastet kur p\u00ebrballen me sjellje t\u00eb pap\u00ebrshtatshme. Transparenca, komunikimi i vazhduesh\u00ebm dhe funksionimi i mekanizmave t\u00eb besuesh\u00ebm t\u00eb ankesave jan\u00eb element\u00eb thelb\u00ebsor\u00eb p\u00ebr nd\u00ebrtimin e nj\u00eb ambienti pune ku respektohet dinjiteti i \u00e7do individi.\r\n\r\nKy shkrim realizohet n\u00eb kuad\u00ebr t\u00eb \ud835\udc29\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc1e\ud835\udc24\ud835\udc2d\ud835\udc22\ud835\udc2d \ud835\udc15\ud835\udc08\ud835\udc0e\ud835\udc0b\ud835\udc04\ud835\udc13, \ud835\udc22 \ud835\udc1c\ud835\udc22\ud835\udc25\ud835\udc22 \ud835\udc2c\ud835\udc32\ud835\udc27\ud835\udc28\ud835\udc27 \ud835\udc2d\u00eb \ud835\udc24\ud835\udc28\ud835\udc27\ud835\udc2d\ud835\udc2b\ud835\udc22\ud835\udc1b\ud835\udc2e\ud835\udc28\ud835\udc23\u00eb \ud835\udc27\u00eb \ud835\udc29\ud835\udc1a\ud835\udc2b\ud835\udc1a\ud835\udc27\ud835\udc1d\ud835\udc1a\ud835\udc25\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc1a\ud835\udc1d\ud835\udc2b\ud835\udc1e\ud835\udc2c\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27 \ud835\udc1e \ud835\udc27\ud835\udc20\ud835\udc1a\ud835\udc1c\ud835\udc26\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc2d \ud835\udc2c\ud835\udc1e\ud835\udc24\ud835\udc2c\ud835\udc2e\ud835\udc1a\ud835\udc25 \ud835\udc27\u00eb \ud835\udc2f\ud835\udc1e\ud835\udc27\ud835\udc1d\ud835\udc22\ud835\udc27 \ud835\udc1e \ud835\udc29\ud835\udc2e\ud835\udc27\u00eb\ud835\udc2c, p\u00ebrmes rritjes s\u00eb nd\u00ebrgjegj\u00ebsimit, p\u00ebrmir\u00ebsimit t\u00eb mekanizmave t\u00eb raportimit dhe forcimit t\u00eb bashk\u00ebpunimit nd\u00ebrinstitucional.\r\n\r\n\ud835\udc0f\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc1e\ud835\udc24\ud835\udc2d\ud835\udc22 \ud835\udc15\ud835\udc08\ud835\udc0e\ud835\udc0b\ud835\udc04\ud835\udc13 \ud835\udc1b\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb\ud835\udc1f\ud835\udc22\ud835\udc27\ud835\udc1a\ud835\udc27\ud835\udc1c\ud835\udc28\ud835\udc21\ud835\udc1e\ud835\udc2d \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc0f\ud835\udc2b\ud835\udc28\ud835\udc20\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc22 #\ud835\udc02\ud835\udc04\ud835\udc11\ud835\udc15-\ud835\udc03\ud835\udc00\ud835\udc0f\ud835\udc07\ud835\udc0d\ud835\udc04 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc33\ud835\udc1b\ud835\udc1a\ud835\udc2d\ud835\udc28\ud835\udc21\ud835\udc1e\ud835\udc2d \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc0a\ud835\udc28\ud835\udc26\ud835\udc22\ud835\udc2c\ud835\udc22\ud835\udc28\ud835\udc27\ud835\udc1e\ud835\udc2b\ud835\udc22 \ud835\udc29\u00eb\ud835\udc2b \ud835\udc0c\ud835\udc1b\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc2d\ud835\udc23\ud835\udc1e\ud835\udc27 \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc03\ud835\udc22\ud835\udc2c\ud835\udc24\ud835\udc2b\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27\ud835\udc22\ud835\udc26\ud835\udc22 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc12\ud835\udc21\ud835\udc28\ud835\udc2a\ud835\udc1a\ud835\udc2d\ud835\udc1a \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e, n\u00eb bashk\u00ebpunim me partner\u00eb nd\u00ebrkomb\u00ebtar\u00eb nga \ud835\udc12\ud835\udc25\ud835\udc25\ud835\udc28\ud835\udc2f\ud835\udc1a\ud835\udc24\ud835\udc22\ud835\udc1a, \ud835\udc0f\ud835\udc28\ud835\udc2b\ud835\udc2d\ud835\udc2e\ud835\udc20\ud835\udc1a\ud835\udc25\ud835\udc22\ud835\udc1a, \ud835\udc0b\ud835\udc22\ud835\udc2d\ud835\udc2e\ud835\udc1a\ud835\udc27\ud835\udc22\ud835\udc1a, \ud835\udc0c\ud835\udc1a\ud835\udc2a\ud835\udc1e\ud835\udc1d\ud835\udc28\ud835\udc27\ud835\udc22\ud835\udc1a \ud835\udc1e \ud835\udc15\ud835\udc1e\ud835\udc2b\ud835\udc22\ud835\udc2e\ud835\udc2d dhe \ud835\udc11\ud835\udc1e\ud835\udc29\ud835\udc2e\ud835\udc1b\ud835\udc25\ud835\udc22\ud835\udc24\ud835\udc1a \u00c7\ud835\udc1e\ud835\udc24\ud835\udc1e.\r\n\r\n\u00a0<\/div><\/article>SOLIDAR – Vizit\u00eb shk\u00ebmbimi mes mes Rrjeteve t\u00eb Q\u00ebndrueshm\u00ebris\u00eb n\u00eb Komunitet (CRN)<\/h2><\/div><\/div>\ud835\udc0c\u00eb \ud835\udfd0\ud835\udfd2 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udfd0\ud835\udfd7 \ud835\udc0f\ud835\udc2b\ud835\udc22\ud835\udc25\ud835\udc25, u zhvilluan dy vizita shk\u00ebmbimi mes \ud835\udc11\ud835\udc2b\ud835\udc23\ud835\udc1e\ud835\udc2d\ud835\udc1e\ud835\udc2f\ud835\udc1e \ud835\udc2d\u00eb \ud835\udc10\u00eb\ud835\udc27\ud835\udc1d\ud835\udc2b\ud835\udc2e\ud835\udc1e\ud835\udc2c\ud835\udc21\ud835\udc26\u00eb\ud835\udc2b\ud835\udc22\ud835\udc2c\u00eb \ud835\udc27\u00eb \ud835\udc0a\ud835\udc28\ud835\udc26\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc2d\ud835\udc1e\ud835\udc2d (\ud835\udc02\ud835\udc11\ud835\udc0d): \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc15\ud835\udc28\ud835\udc2b\u00eb \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc05\ud835\udc2e\ud835\udc2c\ud835\udc21\u00eb-\ud835\udc0a\ud835\udc2b\ud835\udc2e\ud835\udc23\u00eb \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc02\u00eb\ud835\udc2b\ud835\udc2b\ud835\udc22\ud835\udc24 \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc06\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc2c\ud835\udc21.\r\n\r\n\r\n\r\nP\u00ebrmes k\u00ebtyre shk\u00ebmbimeve, an\u00ebtar\u00ebt e CRN-ve p\u00ebrfituan njohuri praktike, modele konkrete p\u00ebr avokim lokal, ide p\u00ebr p\u00ebrmir\u00ebsimin e reagimit ndaj emergjencave dhe nj\u00eb kuptim m\u00eb t\u00eb qart\u00eb t\u00eb rolit t\u00eb tyre si ura lidh\u00ebse mes komunitetit dhe institucioneve.\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\nPse jan\u00eb t\u00eb r\u00ebnd\u00ebsishme k\u00ebto shk\u00ebmbime p\u00ebr an\u00ebtar\u00ebt e CRN-ve?\r\n\r\n\r\n\u00b7 P\u00ebr t\u00eb m\u00ebsuar nga p\u00ebrvoja praktike n\u00eb komunitete t\u00eb tjera, si p.sh. m\u00ebnyra se si CRN Fush\u00eb-Kruj\u00eb ka mb\u00ebshtetur p\u00ebrmir\u00ebsimin e siguris\u00eb nga zjarri n\u00eb shkolla dhe si koordinimi institucional dhe p\u00ebrpjekjet advokuese n\u00eb Gramsh kan\u00eb ndihmuar n\u00eb p\u00ebrmir\u00ebsimin e logjistik\u00ebs, si vendosja e tabelave paralajm\u00ebruese n\u00eb zonat me rrezik mbytjeje;\r\n\r\n\u00b7 P\u00ebr t\u00eb shk\u00ebmbyer zgjidhje p\u00ebr sfida t\u00eb p\u00ebrbashk\u00ebta, p\u00ebrfshir\u00eb aksesin n\u00eb autoambulanca, burimet e kufizuara sh\u00ebndet\u00ebsore, angazhimin e vullnetar\u00ebve dhe koordinimin gjat\u00eb emergjencave;\r\n\r\n\u00b7 P\u00ebr t\u00eb forcuar rolin e tyre n\u00eb advokim lokal dhe reagim ndaj emergjencave, duke par\u00eb se si CRN-t\u00eb mund t\u00eb identifikojn\u00eb boshll\u00ebqe konkrete n\u00eb siguri dhe t\u00eb advokojn\u00eb p\u00ebr p\u00ebrmir\u00ebsime konkrete n\u00eb institucionet publike;\r\n\r\n\u00b7 P\u00ebr t\u00eb kuptuar m\u00eb qart\u00eb rolin e CRN-ve si ur\u00eb lidh\u00ebse mes nevojave t\u00eb komunitetit dhe institucioneve, duke rritur efikasitetin e strukturave t\u00eb reagimit ndaj emergjencave.\r\n\r\n\r\n\r\n\r\nKy aktivitet \u00ebsht\u00eb realizuar n\u00eb kuad\u00ebr t\u00eb projektit \ud835\udc12\ud835\udc0e\ud835\udc0b\ud835\udc08\ud835\udc03\ud835\udc00\ud835\udc11 \u2013 \ud835\udc01\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb \ud835\udc27\u00eb \ud835\udc1e\ud835\udc26\ud835\udc1e\ud835\udc2b\ud835\udc20\ud835\udc23\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc1a\ud835\udc2d \ud835\udc2c\ud835\udc21\u00eb\ud835\udc27\ud835\udc1d\ud835\udc1e\ud835\udc2d\u00eb\ud835\udc2c\ud835\udc28\ud835\udc2b\ud835\udc1e, nj\u00eb projekt i \ud835\udc00\ud835\udc20\ud835\udc23\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc22\ud835\udc2c\u00eb \ud835\udc19\ud835\udc2f\ud835\udc22\ud835\udc1c\ud835\udc1e\ud835\udc2b\ud835\udc1a\ud835\udc27\ud835\udc1e \ud835\udc29\u00eb\ud835\udc2b \ud835\udc19\ud835\udc21\ud835\udc2f\ud835\udc22\ud835\udc25\ud835\udc25\ud835\udc22\ud835\udc26 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc01\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb\ud835\udc29\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc26 (\ud835\udc12\ud835\udc03\ud835\udc02), q\u00eb implementohet nga \ud835\udc06\ud835\udc05\ud835\udc00 \ud835\udc02\ud835\udc28\ud835\udc27\ud835\udc2c\ud835\udc2e\ud835\udc25\ud835\udc2d\ud835\udc22\ud835\udc27\ud835\udc20 \ud835\udc06\ud835\udc2b\ud835\udc28\ud835\udc2e\ud835\udc29 \ud835\udc06\ud835\udc26\ud835\udc1b\ud835\udc07 n\u00eb partneritet me \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e.\r\n\r\n\r\n\r\n\r\n***\r\n\r\n\r\n\r\n\r\n\ud835\udc0e\ud835\udc27 \ud835\udfd0\ud835\udfd2 \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udfd0\ud835\udfd7 \ud835\udc00\ud835\udc29\ud835\udc2b\ud835\udc22\ud835\udc25, two exchange visits took place between \ud835\udc02\ud835\udc28\ud835\udc26\ud835\udc26\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc2d\ud835\udc32 \ud835\udc11\ud835\udc1e\ud835\udc2c\ud835\udc22\ud835\udc25\ud835\udc22\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc1e \ud835\udc0d\ud835\udc1e\ud835\udc2d\ud835\udc30\ud835\udc28\ud835\udc2b\ud835\udc24\ud835\udc2c (\ud835\udc02\ud835\udc11\ud835\udc0d\ud835\udc2c): \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc15\ud835\udc28\ud835\udc2b\u00eb \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc05\ud835\udc2e\ud835\udc2c\ud835\udc21\u00eb-\ud835\udc0a\ud835\udc2b\ud835\udc2e\ud835\udc23\u00eb \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc02\u00eb\ud835\udc2b\ud835\udc2b\ud835\udc22\ud835\udc24 \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc06\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc2c\ud835\udc21.\r\n\r\n\r\n\r\n\r\nThrough these exchanges, CRN members gained practical knowledge, concrete models for local advocacy, ideas to improve emergency response, and a clearer understanding of their role as a bridge between communities and institutions.\r\n\r\n\r\n\r\n\r\nWhy are these exchanges important for CRN members?\r\n\r\n\r\n\r\n\r\n\u00b7 To learn from practical experiences in other communities, such as how CRN Fush\u00eb-Kruj\u00eb supported fire safety improvements in schools and how institutional coordination and advocacy efforts in Gramsh helped improve logistics, such as placing warning signs in areas at risk of drowning;\r\n\r\n\r\n\u00b7 To exchange solutions to shared challenges, including access to ambulances, limited health resources, volunteer engagement, and coordination during emergencies;\r\n\r\n\r\n\r\n\u00b7 To strengthen their role in local advocacy and emergency response by seeing how CRNs can identify concrete safety gaps and advocate for practical improvements in public institutions;\r\n\r\n\u00b7 To better understand the role of CRNs as a bridge between community needs and institutions, increasing the effectiveness of emergency response structures.\r\n\r\n\r\n\r\n\r\n\r\n\r\nThis activity was carried out within the framework of the \ud835\udc12\ud835\udc0e\ud835\udc0b\ud835\udc08\ud835\udc03\ud835\udc00\ud835\udc11 \u2013 \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc22\ud835\udc27 \ud835\udc21\ud835\udc1e\ud835\udc1a\ud835\udc25\ud835\udc2d\ud835\udc21 \ud835\udc1e\ud835\udc26\ud835\udc1e\ud835\udc2b\ud835\udc20\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc22\ud835\udc1e\ud835\udc2c project, funded by the \ud835\udc12\ud835\udc30\ud835\udc22\ud835\udc2c\ud835\udc2c \ud835\udc00\ud835\udc20\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc32 \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc03\ud835\udc1e\ud835\udc2f\ud835\udc1e\ud835\udc25\ud835\udc28\ud835\udc29\ud835\udc26\ud835\udc1e\ud835\udc27\ud835\udc2d \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udc02\ud835\udc28\ud835\udc28\ud835\udc29\ud835\udc1e\ud835\udc2b\ud835\udc1a\ud835\udc2d\ud835\udc22\ud835\udc28\ud835\udc27 (\ud835\udc12\ud835\udc03\ud835\udc02) and implemented by \ud835\udc06\ud835\udc05\ud835\udc00 \ud835\udc02\ud835\udc28\ud835\udc27\ud835\udc2c\ud835\udc2e\ud835\udc25\ud835\udc2d\ud835\udc22\ud835\udc27\ud835\udc20 \ud835\udc06\ud835\udc2b\ud835\udc28\ud835\udc2e\ud835\udc29 \ud835\udc06\ud835\udc26\ud835\udc1b\ud835\udc07 in partnership with \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e.<\/div><\/article><\/div>
<\/div><\/article>Raport – Monitorimi i shpenzimeve t\u00eb sektorit t\u00eb sh\u00ebndet\u00ebsis\u00eb, p\u00ebr vitin 2025<\/h2><\/div>
Raport – Monitorimi i shpenzimeve t\u00eb sektorit t\u00eb sh\u00ebndet\u00ebsis\u00eb, p\u00ebr vitin 2025<\/h2><\/div><\/div><\/div><\/article>Etika dhe respekti si themeli i nj\u00eb mjedisi pune t\u00eb sh\u00ebndetsh\u00ebm<\/h2><\/div><\/div>Marr\u00ebdh\u00ebniet nd\u00ebrmjet koleg\u00ebve n\u00eb vendin e pun\u00ebs p\u00ebrb\u00ebjn\u00eb nj\u00eb element themelor p\u00ebr krijimin e nj\u00eb mjedisi profesional t\u00eb sh\u00ebndetsh\u00ebm, produktiv dhe mb\u00ebshtet\u00ebs. P\u00ebrtej ndarjes s\u00eb p\u00ebrgjegj\u00ebsive profesionale gjat\u00eb orarit t\u00eb pun\u00ebs, punonj\u00ebsit kalojn\u00eb nj\u00eb pjes\u00eb t\u00eb konsiderueshme t\u00eb jet\u00ebs s\u00eb tyre s\u00eb p\u00ebrditshme n\u00eb t\u00eb nj\u00ebjtin ambient, \u00e7ka i b\u00ebn bashk\u00ebpunimin, mir\u00ebkuptimin dhe respektin reciprok parime thelb\u00ebsore t\u00eb funksionimit t\u00eb suksessh\u00ebm t\u00eb \u00e7do nd\u00ebrmarrje. Komunikimi i hapur, sjellja etike dhe qasja korrekte ndaj koleg\u00ebve kontribuojn\u00eb n\u00eb forcimin e besimit dhe p\u00ebrmir\u00ebsimin e performanc\u00ebs n\u00eb pun\u00eb, duke nd\u00ebrtuar nj\u00eb kultur\u00eb pune pozitive dhe gjith\u00ebp\u00ebrfshir\u00ebse. Edhe, humori dhe marr\u00ebdh\u00ebniet e mira shoq\u00ebrore ndikojn\u00eb pozitivisht n\u00eb moralin e stafit dhe n\u00eb krijimin e lidhjeve t\u00eb q\u00ebndrueshme profesionale, nd\u00ebrsa respektimi i kufijve etik\u00eb dhe dinjitetit t\u00eb \u00e7do individi mbetet kusht i domosdosh\u00ebm p\u00ebr ruajtjen e integritetit dhe harmonis\u00eb n\u00eb vendin e pun\u00ebs.\r\n\r\nN\u00eb shum\u00eb shoq\u00ebri, marr\u00ebdh\u00ebniet romantike mes koleg\u00ebve mund t\u00eb konsiderohen t\u00eb pranueshme, megjithat\u00eb ekzistojn\u00eb kufij t\u00eb qart\u00eb mes interesit t\u00eb nd\u00ebrsjell\u00eb dhe ngacmimit seksual, ku ky i fundit p\u00ebrb\u00ebn nj\u00eb shkelje serioze t\u00eb etik\u00ebs profesionale dhe t\u00eb respektit njer\u00ebzor.\r\n\r\nN\u00eb Shqip\u00ebri, ashtu si n\u00eb shum\u00eb vende t\u00eb tjera, ngacmimi seksual perceptohet si nj\u00eb sjellje q\u00eb c\u00ebnon besimin nd\u00ebrmjet koleg\u00ebve, krijon tensione dhe ndikon negativisht n\u00eb klim\u00ebn organizative. P\u00ebr k\u00ebt\u00eb arsye, ngacmimi seksual n\u00eb vendin e pun\u00ebs mbetet nj\u00eb nd\u00ebr problematikat m\u00eb shqet\u00ebsuese p\u00ebr shoq\u00ebrit\u00eb moderne, duke ngritur nevoj\u00ebn p\u00ebr politika efektive parandaluese dhe mekanizma t\u00eb qart\u00eb adresimi t\u00eb fenomenit brenda nd\u00ebrmarrjeve publike ose jopublike.\r\n\r\nBindja se ngacmimi seksual n\u00eb mjediset e pun\u00ebs mund dhe duhet t\u00eb parandalohet \u00ebsht\u00eb thelb\u00ebsore p\u00ebr nd\u00ebrtimin e nj\u00eb kulture pune t\u00eb sigurt dhe respektuese p\u00ebr t\u00eb gjith\u00eb punonj\u00ebsit. Sipas studimit \u201cNgacmimi Seksual n\u00eb Tregun e Pun\u00ebs\u201d, t\u00eb realizuar dhe publikuar nga Together for Life dy vjet m\u00eb par\u00eb, ky perceptim lidhet ngusht\u00eb me rritjen e nd\u00ebrgjegj\u00ebsimit shoq\u00ebror dhe kulturor mbi t\u00eb drejtat e punonj\u00ebsve dhe r\u00ebnd\u00ebsin\u00eb e respektit n\u00eb vendin e pun\u00ebs. Studimi evidentoi dallime t\u00eb dukshme gjinore n\u00eb perceptimin e fenomenit ku 29% e meshkujve e konsiderojn\u00eb ngacmimin seksual si t\u00eb pashmangsh\u00ebm, krahasuar me 14% t\u00eb grave. Ky dallim tregon se burrat dhe grat\u00eb e perceptojn\u00eb ndryshe ndikimin dhe pasojat e ngacmimit seksual ndaj viktimave. Grat\u00eb shpesh ndihen m\u00eb t\u00eb ekspozuara dhe m\u00eb t\u00eb prekura nga ky fenomen, nd\u00ebrsa burrat priren ta shohin at\u00eb nga nj\u00eb k\u00ebndv\u00ebshtrim tjet\u00ebr, \u00e7ka n\u00ebnvizon nevoj\u00ebn p\u00ebr rritje t\u00eb m\u00ebtejshme t\u00eb nd\u00ebrgjegj\u00ebsimit dhe edukimit p\u00ebr t\u00eb dyja grupet.\r\n\r\nN\u00eb nj\u00eb koh\u00eb kur respektimi i t\u00eb drejtave t\u00eb punonj\u00ebsve dhe promovimi i barazis\u00eb n\u00eb vendin e pun\u00ebs po marrin gjithnj\u00eb e m\u00eb shum\u00eb r\u00ebnd\u00ebsi, perceptimi se ngacmimi seksual mund t\u00eb parandalohet p\u00ebrb\u00ebn nj\u00eb tregues pozitiv p\u00ebr p\u00ebrmir\u00ebsimin e kultur\u00ebs organizative. Ky nd\u00ebrgjegj\u00ebsim nuk reflekton vet\u00ebm p\u00ebrvoja individuale, por \u00ebsht\u00eb gjithashtu konsiderohet si rezultat i fushatave t\u00eb vazhdueshme sensibilizuese dhe p\u00ebrmir\u00ebsimit t\u00eb standardeve t\u00eb pun\u00ebs n\u00eb nivel komb\u00ebtar dhe nd\u00ebrkomb\u00ebtar. N\u00eb k\u00ebt\u00eb kuad\u00ebr, nd\u00ebrmarrjet, institucionet dhe organizatat po orientohen drejt hartimit dhe zbatimit t\u00eb politikave m\u00eb t\u00eb qarta p\u00ebr mbrojtjen e punonj\u00ebsve, me synim krijimin e nj\u00eb mjedisi pune t\u00eb sigurt, dinjitoz dhe pa diskriminim p\u00ebr t\u00eb gjith\u00eb.\r\n\r\nSi mund t\u00eb shmangen ngacmemet seksuale n\u00eb mjeside pune me pun\u00ebmarr\u00ebs burra dhe gra\r\n\r\nBazuar n\u00eb t\u00eb dh\u00ebnat e analizuara nga studimi i realizuar nga Together for Life mbi p\u00ebrhapjen e fenomenit t\u00eb ngacmimit seksual n\u00eb sektorin publik dhe privat, n\u00eb t\u00eb cilin u p\u00ebrfshin\u00eb rreth 1000 t\u00eb anketuar - burra dhe gra, djem dhe vajza n\u00eb t\u00eb gjith\u00eb vendin, bie n\u00eb sy se shumica e t\u00eb anketuarve (53%) besojn\u00eb se ngacmimi seksual \u00ebsht\u00eb i shmangsh\u00ebm n\u00eb mjediset e pun\u00ebs me p\u00ebrb\u00ebrje gjinore t\u00eb p\u00ebrzier. Ky rezultat p\u00ebrb\u00ebn nj\u00eb tregues t\u00eb r\u00ebnd\u00ebsish\u00ebm t\u00eb rritjes s\u00eb nd\u00ebrgjegj\u00ebsimit dhe sensibilizimit t\u00eb qytetar\u00ebve mbi nevoj\u00ebn p\u00ebr parandalimin e k\u00ebtij fenomeni dhe krijimin e nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt dhe siguri p\u00ebr t\u00eb gjith\u00eb.\r\n\r\nKy rezultat p\u00ebrb\u00ebn nj\u00eb tregues t\u00eb r\u00ebnd\u00ebsish\u00ebm se nd\u00ebrgjegj\u00ebsimi dhe informimi publik kan\u00eb ndikuar pozitivisht n\u00eb p\u00ebrmir\u00ebsimin e qasjes s\u00eb qytetar\u00ebve shqiptar\u00eb ndaj k\u00ebtij fenomeni dhe n\u00eb rritjen e besimit se ai mund t\u00eb parandalohet p\u00ebrmes masave konkrete dhe kultur\u00ebs s\u00eb duhur institucionale.\r\n\r\nBesimi se ngacmimi seksual mund t\u00eb parandalohet p\u00ebrfaq\u00ebson nj\u00eb hap t\u00eb r\u00ebnd\u00ebsish\u00ebm drejt nd\u00ebrtimit t\u00eb nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt, barazi dhe siguri. Rritja e nd\u00ebrgjegj\u00ebsimit mbi k\u00ebt\u00eb \u00e7\u00ebshtje \u00ebsht\u00eb thelb\u00ebsore jo vet\u00ebm p\u00ebr t\u00eb parandaluar sjelljet abuzive, por edhe p\u00ebr t\u00eb krijuar nj\u00eb ambient ku \u00e7do punonj\u00ebs ndihet i respektuar, i d\u00ebgjuar dhe i mbrojtur. Ky perceptim p\u00ebrb\u00ebn gjithashtu nj\u00eb thirrje t\u00eb drejtp\u00ebrdrejt\u00eb p\u00ebr institucionet publike dhe private q\u00eb t\u00eb nd\u00ebrmarrin hapa konkret\u00eb p\u00ebr mbrojtjen e punonj\u00ebsve dhe p\u00ebr edukimin e stafit mbi kufijt\u00eb e sjelljes s\u00eb pranueshme n\u00eb marr\u00ebdh\u00ebniet profesionale.\r\n\r\nP\u00ebrmir\u00ebsimi i kushteve t\u00eb pun\u00ebs dhe krijimi i nj\u00eb ambienti t\u00eb sigurt dhe gjith\u00ebp\u00ebrfshir\u00ebs duhet t\u00eb jet\u00eb objektiv prioritar p\u00ebr \u00e7do kompani dhe institucion. Nj\u00eb kultur\u00eb pune q\u00eb promovon respektin, dinjitetin dhe sigurin\u00eb kontribuon jo vet\u00ebm n\u00eb parandalimin e ngacmimit seksual, por edhe n\u00eb rritjen e mir\u00ebqenies dhe produktivitetit t\u00eb p\u00ebrgjithsh\u00ebm t\u00eb punonj\u00ebsve. Mjediset e pun\u00ebs q\u00eb mb\u00ebshteten mbi vlerat e respektit dhe mbrojtjes s\u00eb t\u00eb drejtave t\u00eb individit krijojn\u00eb nj\u00eb kultur\u00eb organizative t\u00eb q\u00ebndrueshme, ku \u00e7do punonj\u00ebs ndihet i vler\u00ebsuar, i sigurt dhe i motivuar p\u00ebr t\u00eb kontribuar n\u00eb m\u00ebnyr\u00eb profesionale. N\u00eb k\u00ebt\u00eb kuad\u00ebr, nd\u00ebrgjegj\u00ebsimi dhe veprimet konkrete mbeten faktor\u00eb ky\u00e7 p\u00ebr t\u00eb garantuar q\u00eb \u00e7do vend pune t\u00eb jet\u00eb nj\u00eb hap\u00ebsir\u00eb respekti, mb\u00ebshtetjeje dhe zhvillimi p\u00ebr t\u00eb gjith\u00eb.<\/div><\/article>Pse krijimi i nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt dhe barazi duhet t\u00eb kthehet n\u00eb prioritet p\u00ebr \u00e7do pun\u00ebdh\u00ebn\u00ebs<\/h2><\/div><\/div>Siguria, dinjiteti dhe integriteti n\u00eb vendin e pun\u00ebs p\u00ebrb\u00ebjn\u00eb t\u00eb drejta themelore t\u00eb \u00e7do punonj\u00ebsi dhe standarde thelb\u00ebsore p\u00ebr nj\u00eb mjedis pune t\u00eb drejt\u00eb, etik dhe profesional. Nj\u00eb ambient pune i sigurt nuk kufizohet vet\u00ebm n\u00eb mbrojtjen fizike t\u00eb pun\u00ebmarr\u00ebsve, por p\u00ebrfshin gjithashtu garantimin e mir\u00ebqenies morale dhe psikologjike, duke mos toleruar asnj\u00eb form\u00eb ngacmimi seksual, diskriminimi apo sjelljeje t\u00eb pap\u00ebrshtatshme q\u00eb cenon dinjitetin dhe t\u00eb drejtat e individit.\r\n\r\nHistorikisht, koncepti i siguris\u00eb n\u00eb pun\u00eb ka qen\u00eb i fokusuar kryesisht n\u00eb aspektet teknike dhe mbrojtjen fizike t\u00eb punonj\u00ebsve. Megjithat\u00eb, zhvillimet sociale, ligjore dhe rritja e nd\u00ebrgjegj\u00ebsimit p\u00ebr t\u00eb drejtat e njeriut kan\u00eb sjell\u00eb nj\u00eb qasje m\u00eb gjith\u00ebp\u00ebrfshir\u00ebse ndaj siguris\u00eb n\u00eb vendin e pun\u00ebs, duke e konsideruar mbrojtjen nga abuzimi moral, psikologjik dhe seksual si pjes\u00eb integrale t\u00eb saj.\r\n\r\nSot, legjislacioni komb\u00ebtar dhe standardet nd\u00ebrkomb\u00ebtare e njohin ngacmimin seksual n\u00eb vendin e pun\u00ebs si nj\u00eb nga format m\u00eb serioze dhe m\u00eb t\u00eb p\u00ebrhapura t\u00eb dhun\u00ebs dhe diskriminimit n\u00eb marr\u00ebdh\u00ebniet e pun\u00ebs. P\u00ebr k\u00ebt\u00eb arsye, mekanizmat ligjor\u00eb dhe institucionale p\u00ebr parandalimin, raportimin dhe trajtimin e rasteve t\u00eb tilla jan\u00eb fuqizuar ndjesh\u00ebm. N\u00eb t\u00eb nj\u00ebjt\u00ebn koh\u00eb, krijimi i nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt, barazi dhe llogaridh\u00ebnie \u00ebsht\u00eb kthyer n\u00eb prioritet p\u00ebr institucionet publike, organizatat dhe kompanit\u00eb q\u00eb synojn\u00eb t\u00eb nd\u00ebrtojn\u00eb ambiente pune t\u00eb sigurta, gjith\u00ebp\u00ebrfshir\u00ebse dhe profesionale.\r\n\r\nN\u00eb \u00e7do institucion apo subjekt pun\u00ebdh\u00ebn\u00ebs, ekzistenca e politikave t\u00eb qarta dhe mekanizmave funksional\u00eb p\u00ebr parandalimin dhe adresimin e ngacmimit seksual p\u00ebrb\u00ebn nj\u00eb element thelb\u00ebsor t\u00eb siguris\u00eb dhe etik\u00ebs n\u00eb vendin e pun\u00ebs. Rregulloret e brendshme duhet t\u00eb jen\u00eb t\u00eb hartuara n\u00eb m\u00ebnyr\u00eb t\u00eb qart\u00eb, t\u00eb komunikohen rregullisht dhe t\u00eb jen\u00eb leht\u00ebsisht t\u00eb aksesueshme p\u00ebr t\u00eb gjith\u00eb punonj\u00ebsit, pavar\u00ebsisht pozicionit apo nivelit hierarkik. K\u00ebto politika nuk duhet t\u00eb mbeten vet\u00ebm dokumente formale, por t\u00eb shoq\u00ebrohen me masa konkrete parandaluese, procedura efektive raportimi dhe mekanizma mb\u00ebshtet\u00ebs p\u00ebr viktimat e mundshme t\u00eb ngacmimit seksual.\r\n\r\nP\u00ebrgjegj\u00ebsia kryesore p\u00ebr garantimin e nj\u00eb ambienti pune t\u00eb sigurt dhe dinjitoz bie mbi drejtuesit dhe pun\u00ebdh\u00ebn\u00ebsit, t\u00eb cil\u00ebt kan\u00eb detyrimin ligjor dhe etik t\u00eb nd\u00ebrtojn\u00eb nj\u00eb kultur\u00eb institucionale t\u00eb bazuar n\u00eb respekt, barazi dhe mosdiskriminim. Nj\u00eb mjedis pune ku punonj\u00ebsit ndihen t\u00eb mbrojtur dhe t\u00eb d\u00ebgjuar ndikon drejtp\u00ebrdrejt jo vet\u00ebm n\u00eb mir\u00ebqenien e tyre psikologjike dhe profesionale, por edhe n\u00eb rritjen e besimit, produktivitetit dhe integritetit t\u00eb vet\u00eb institucionit.\r\n\r\nT\u00eb dh\u00ebnat e studimit t\u00eb realizuar nga Shoqata Together for Life (TFL) ne vitin 2024 tregojn\u00eb se niveli i nd\u00ebrgjegj\u00ebsimit mbi ekzistenc\u00ebn e rregulloreve t\u00eb brendshme p\u00ebr mbrojtjen nga ngacmimi seksual \u00ebsht\u00eb duksh\u00ebm m\u00eb i lart\u00eb n\u00eb institucionet publike dhe n\u00eb organizatat joqeveritare. Kjo lidhet kryesisht me faktin se k\u00ebto institucione kan\u00eb investuar m\u00eb shum\u00eb n\u00eb informimin, edukimin dhe sensibilizimin e stafit lidhur me t\u00eb drejtat n\u00eb vendin e pun\u00ebs dhe mekanizmat mbrojt\u00ebs kund\u00ebr ngacmimit seksual. N\u00eb k\u00ebto sektor\u00eb vihet re nj\u00eb angazhim m\u00eb i madh p\u00ebr zhvillimin e trajnimeve, sesioneve informuese dhe politikave t\u00eb brendshme q\u00eb promovojn\u00eb nj\u00eb kultur\u00eb pune m\u00eb t\u00eb sigurt dhe m\u00eb gjith\u00ebp\u00ebrfshir\u00ebse.\r\n\r\nN\u00eb t\u00eb kund\u00ebrt, sektori privat paraqet mang\u00ebsi t\u00eb konsiderueshme n\u00eb k\u00ebt\u00eb drejtim. Studimi evidenton se shum\u00eb kompani private nuk kan\u00eb nd\u00ebrmarr\u00eb masa t\u00eb mjaftueshme p\u00ebr t\u00eb informuar punonj\u00ebsit mbi t\u00eb drejtat e tyre, procedurat e raportimit apo masat disiplinore q\u00eb aplikohen n\u00eb rastet e ngacmimit seksual. Mungesa e trajnimeve periodike, e komunikimit institucional dhe e politikave aktive parandaluese reflekton nj\u00eb nivel t\u00eb ul\u00ebt prioriteti q\u00eb i kushtohet k\u00ebsaj \u00e7\u00ebshtjeje n\u00eb nj\u00eb pjes\u00eb t\u00eb konsiderueshme t\u00eb sektorit privat. Si pasoj\u00eb, shum\u00eb punonj\u00ebs mbeten t\u00eb painformuar ose t\u00eb pasigurt mbi m\u00ebnyr\u00ebn se si duhet t\u00eb veprojn\u00eb n\u00eb rast se p\u00ebrballen me forma t\u00eb ngacmimit seksual n\u00eb vendin e pun\u00ebs.\r\n\r\nGjetjet e studimit t\u00eb TFL-s\u00eb tregonin se vet\u00ebm 52% e punonj\u00ebsve deklarojn\u00eb se jan\u00eb n\u00eb dijeni t\u00eb ekzistenc\u00ebs s\u00eb nj\u00eb rregulloreje t\u00eb brendshme p\u00ebr mbrojtjen nga ngacmimi seksual n\u00eb institucionin apo kompanin\u00eb ku punojn\u00eb. Nd\u00ebrkoh\u00eb, pjesa tjet\u00ebr ose nuk kan\u00eb informacion mbi ekzistenc\u00ebn e k\u00ebtyre mekanizmave mbrojt\u00ebs, ose nuk jan\u00eb t\u00eb sigurt p\u00ebr funksionimin dhe zbatimin e tyre n\u00eb praktik\u00eb. Ky nivel i kufizuar nd\u00ebrgjegj\u00ebsimi p\u00ebrb\u00ebn nj\u00eb tregues shqet\u00ebsues mbi nevoj\u00ebn p\u00ebr forcimin e masave parandaluese dhe informuese n\u00eb vendin e pun\u00ebs.\r\n\r\nN\u00eb k\u00ebt\u00eb kuad\u00ebr, b\u00ebhet e domosdoshme q\u00eb pun\u00ebdh\u00ebn\u00ebsit, ve\u00e7an\u00ebrisht n\u00eb sektorin privat, t\u00eb nd\u00ebrmarrin hapa m\u00eb konkret\u00eb p\u00ebr hartimin dhe zbatimin efektiv t\u00eb politikave kund\u00ebr ngacmimit seksual, p\u00ebr organizimin e trajnimeve t\u00eb vazhdueshme dhe p\u00ebr krijimin e mekanizmave t\u00eb besuesh\u00ebm t\u00eb raportimit dhe mb\u00ebshtetjes p\u00ebr punonj\u00ebsit. Vet\u00ebm p\u00ebrmes nj\u00eb qasjeje t\u00eb till\u00eb mund t\u00eb nd\u00ebrtohen ambiente pune t\u00eb sigurta, profesionale dhe t\u00eb bazuara n\u00eb respektimin e dinjitetit dhe t\u00eb drejtave t\u00eb \u00e7do individi.<\/div><\/article>EU for Good Governance, TFL ngre shqet\u00ebsimin p\u00ebr munges\u00ebn e financimit t\u00eb qendruesh\u00ebm p\u00ebr sh\u00ebrbimet sh\u00ebndet\u00ebsore jetike<\/h2><\/div><\/div>\ud83d\udcca Shoqata Together for Life (TFL) mori pjes\u00eb n\u00eb konferenc\u00ebn \u201cDrejt nj\u00eb shpenzimi publik m\u00eb efektiv: Reforma t\u00eb harmonizuara me standardet e BE-s\u00eb n\u00eb menaxhimin e investimeve publike dhe rishikimin e shpenzimeve publike\u201d, organizuar nga Ministria e Financave n\u00eb bashk\u00ebpunim me Delegacionin e Bashkimit Europian n\u00eb Shqip\u00ebri, n\u00eb kuad\u00ebr t\u00eb projektit \u201cEU for Good Governance\u201d.\r\n\r\nP\u00ebrfaq\u00ebsues t\u00eb Delegacionit t\u00eb Bashkimit Europian n\u00eb Shqip\u00ebri, Kuvendit t\u00eb Shqip\u00ebris\u00eb, Ministris\u00eb s\u00eb Financave, Ministris\u00eb s\u00eb Sh\u00ebndet\u00ebsis\u00eb dhe Mbrojtjes Sociale, si edhe ekspert\u00eb vendas dhe nd\u00ebrkomb\u00ebtar\u00eb diskutuan mbi reformat n\u00eb menaxhimin e financave publike, investimet publike dhe r\u00ebnd\u00ebsin\u00eb e rishikimeve t\u00eb shpenzimeve publike p\u00ebr rritjen e efikasitetit, transparenc\u00ebs dhe orientimit t\u00eb politikave publike drejt rezultateve konkrete p\u00ebr qytetar\u00ebt.\r\n\r\nE ftuar si nj\u00eb nga fol\u00ebset e panelit me tem\u00eb \u201cNga shpenzimet drejt rezultateve: si mund t\u00eb ndihmojn\u00eb rishikimet e shpenzimeve publike\u201d, menaxherja e projekteve n\u00eb TFL, Alma Lahe, n\u00ebnvizoi se shoq\u00ebria civile luan nj\u00eb rol ky\u00e7 n\u00eb lidhjen mes analiz\u00ebs s\u00eb buxhetit publik dhe ndikimit real q\u00eb ai ka n\u00eb jet\u00ebn e qytetar\u00ebve, duke kontribuar n\u00eb garantimin e sh\u00ebrbimeve m\u00eb cil\u00ebsore, t\u00eb q\u00ebndrueshme, t\u00eb aksesueshme dhe m\u00eb t\u00eb p\u00ebrballueshme p\u00ebr \u00e7do qytetar.\r\n\r\nN\u00eb fjal\u00ebn e saj, znj. Lahe ngriti shqet\u00ebsimin se raportet e monitorimit t\u00eb shpenzimeve publike n\u00eb sektorin e sh\u00ebndet\u00ebsis\u00eb vijojn\u00eb t\u00eb evidentojn\u00eb nj\u00eb lidhje t\u00eb dob\u00ebt mes politikave publike dhe buxheteve t\u00eb dedikuara p\u00ebr zbatimin e tyre. Si shembull konkret u soll Sh\u00ebrbimi i Kujdesit Sh\u00ebndet\u00ebsor n\u00eb Banes\u00eb, nj\u00eb sh\u00ebrbim i ri i dedikuar pacient\u00ebve q\u00eb nuk mund t\u00eb aksesojn\u00eb qendrat sh\u00ebndet\u00ebsore p\u00ebr shkak t\u00eb humbjes s\u00eb aft\u00ebsis\u00eb p\u00ebr t\u00eb l\u00ebvizur, i cili tashm\u00eb \u00ebsht\u00eb shtrir\u00eb n\u00eb 356 qendra sh\u00ebndet\u00ebsore n\u00eb t\u00eb gjith\u00eb vendin dhe aktualisht i vjen n\u00eb ndihm\u00eb rreth 5,000 pacient\u00ebve.\r\n\r\n\u201cZgjerimi i nj\u00eb sh\u00ebrbimi t\u00eb till\u00eb jetik duhet t\u00eb ishte shoq\u00ebruar me rritje t\u00eb dedikuar dhe t\u00eb q\u00ebndrueshme t\u00eb financimit p\u00ebr kujdesin sh\u00ebndet\u00ebsor par\u00ebsor, por fatkeq\u00ebsisht ka ndodhur e kund\u00ebrta\u201d, u shpreh znj. Lahe.\r\n\r\nN\u00eb k\u00ebt\u00eb kuad\u00ebr, TFL shprehu gatishm\u00ebrin\u00eb p\u00ebr t\u00eb kontribuar q\u00eb n\u00eb fazat e hershme t\u00eb analizimit t\u00eb Projekt-Buxhetit Afatmes\u00ebm, duke qen\u00eb pjes\u00eb aktive e proceseve t\u00eb rishikimit t\u00eb shpenzimeve publike, me synim hartimin e buxheteve publike m\u00eb efikase, transparente dhe t\u00eb orientuara drejt nevojave reale t\u00eb qytetar\u00ebve.\r\n\r\n***\r\n\r\nTogether for Life (TFL) participated in the conference \u201cTowards More Effective Public Spending: EU-Aligned Reforms in Public Investment Management and Spending Reviews\u201d, organized by the Ministry of Finance in cooperation with the Delegation of the European Union to Albania, within the framework of the \u201cEU for Good Governance\u201d project.\r\n\r\nRepresentatives of the Delegation of the European Union to Albania, the Parliament of Albania, the Ministry of Finance, the Ministry of Health and Social Protection, as well as national and international experts, discussed reforms in public financial management, public investments, and the importance of spending reviews in increasing efficiency, transparency, and ensuring that public policies are more results-oriented for citizens.\r\n\r\nInvited as one of the speakers in the panel \u201cFrom Spending to Results: How Spending Reviews Can Help\u201d, TFL Project Manager Alma Lahe emphasized that civil society plays a key role in linking public budget analysis with its real impact on citizens\u2019 lives, contributing to the provision of higher-quality, sustainable, accessible, and more affordable services for all citizens.\r\n\r\nIn her remarks, Ms. Lahe raised concerns that public expenditure monitoring reports in the healthcare sector continue to reveal a weak connection between public policies and the budgets allocated for their implementation. As a concrete example, she referred to the Home-Based Health Care Service, a new service dedicated to patients who are unable to access health centers due to loss of mobility, which has now been expanded to all 356 health centers across the country and currently supports around 5,000 patients.\r\n\r\n\u201cThe expansion of such a vital service should have been accompanied by dedicated and sustainable increases in primary healthcare funding, but unfortunately, the opposite has happened,\u201d stated Ms. Lahe.\r\n\r\nIn this context, TFL expressed its readiness to contribute from the early stages of the Medium-Term Budget Programme analysis by actively engaging in spending review processes, with the aim of supporting the development of more efficient, transparent, and citizen-oriented public budgets.\r\n\r\n\r\n\r\n <\/div><\/article>Ngacmimi seksual dhe kultura e heshtjes<\/h2><\/div><\/div>Ngacmimi seksual n\u00eb vendin e pun\u00ebs vazhdon t\u00eb mbetet nj\u00eb nga format m\u00eb t\u00eb p\u00ebrhapura dhe m\u00eb pak t\u00eb raportuara t\u00eb dhun\u00ebs n\u00eb shoq\u00ebri. Edhe pse kuadri ligjor vendas dhe standardet nd\u00ebrkomb\u00ebtare jan\u00eb forcuar vitet e fundit, shum\u00eb punonj\u00ebs ende p\u00ebrballen me pasiguri, munges\u00eb informacioni dhe frik\u00eb p\u00ebr t\u00eb denoncuar sjelljet abuzive.\r\nNj\u00eb ambient pune i sigurt nuk lidhet vet\u00ebm me sigurin\u00eb fizike\r\nKoncepti i siguris\u00eb n\u00eb vendin e pun\u00ebs ka evoluar ndjesh\u00ebm gjat\u00eb dekadave t\u00eb fundit. N\u00eb t\u00eb kaluar\u00ebn, v\u00ebmendja kryesore ishte e p\u00ebrqendruar te mbrojtja fizike e punonj\u00ebsve, duke garantuar kushte teknike t\u00eb sigurta, pajisje mbrojt\u00ebse dhe standarde q\u00eb lidhen me sh\u00ebndetin n\u00eb pun\u00eb. Sot, ky koncept \u00ebsht\u00eb shum\u00eb m\u00eb i gjer\u00eb dhe p\u00ebrfshin edhe mir\u00ebqenien psikologjike, emocionale dhe morale t\u00eb individit. Nj\u00eb ambient pune konsiderohet realisht i sigurt vet\u00ebm at\u00ebher\u00eb kur punonj\u00ebsit ndihen t\u00eb respektuar, t\u00eb mbrojtur dhe t\u00eb trajtuar me dinjitet, pa frik\u00eb nga diskriminimi, presioni, intimidimi apo ngacmimi seksual.\r\n\r\nKjo qasje moderne ndaj siguris\u00eb n\u00eb pun\u00eb lidhet ngusht\u00eb me t\u00eb drejtat e njeriut dhe barazin\u00eb n\u00eb marr\u00ebdh\u00ebniet profesionale. Organizatat dhe institucionet nuk kan\u00eb m\u00eb p\u00ebrgjegj\u00ebsi vet\u00ebm p\u00ebr t\u00eb parandaluar aksidentet fizike, por edhe p\u00ebr t\u00eb krijuar nj\u00eb kultur\u00eb pune ku komunikimi, sjellja dhe marr\u00ebdh\u00ebniet nd\u00ebrpersonale bazohen n\u00eb respekt dhe profesionaliz\u00ebm. N\u00eb k\u00ebt\u00eb kuad\u00ebr, ngacmimi seksual konsiderohet nj\u00eb nga format m\u00eb t\u00eb r\u00ebnda t\u00eb cenimit t\u00eb integritetit t\u00eb punonj\u00ebsit, pasi prek jo vet\u00ebm mir\u00ebqenien emocionale, por edhe sigurin\u00eb, vet\u00ebbesimin dhe zhvillimin profesional t\u00eb individit.\r\n\r\nMegjithat\u00eb, n\u00eb shum\u00eb raste, viktimat hezitojn\u00eb t\u00eb reagojn\u00eb p\u00ebr shkak t\u00eb frik\u00ebs nga paragjykimi, izolimi apo pasojat profesionale q\u00eb mund t\u00eb sjell\u00eb raportimi. Kur ngacmimi vjen nga persona me pozita drejtuese, situata b\u00ebhet edhe m\u00eb e nd\u00ebrlikuar, pasi marr\u00ebdh\u00ebnia e pabarabart\u00eb e pushtetit krijon ndjesin\u00eb e pasiguris\u00eb dhe var\u00ebsis\u00eb profesionale. Kjo b\u00ebn q\u00eb shum\u00eb punonj\u00ebs t\u00eb zgjedhin heshtjen, duke toleruar sjellje q\u00eb ndikojn\u00eb drejtp\u00ebrdrejt n\u00eb sh\u00ebndetin e tyre emocional dhe n\u00eb performanc\u00ebn n\u00eb pun\u00eb.\r\n\r\nP\u00ebr k\u00ebt\u00eb arsye, krijimi i nj\u00eb ambienti pune t\u00eb sigurt k\u00ebrkon m\u00eb shum\u00eb sesa ekzistenc\u00ebn formale t\u00eb rregulloreve. Institucionet dhe kompanit\u00eb duhet t\u00eb investojn\u00eb n\u00eb nd\u00ebrgjegj\u00ebsimin e stafit, trajnimin e vazhduesh\u00ebm mbi etik\u00ebn dhe respektin n\u00eb marr\u00ebdh\u00ebniet profesionale, si dhe n\u00eb krijimin e mekanizmave t\u00eb besuesh\u00ebm t\u00eb raportimit dhe mbrojtjes s\u00eb viktimave. Vet\u00ebm p\u00ebrmes nj\u00eb kulture organizative q\u00eb nuk toleron asnj\u00eb form\u00eb abuzimi mund t\u00eb nd\u00ebrtohet nj\u00eb mjedis pune ku \u00e7do individ ndihet i vler\u00ebsuar, i respektuar dhe i sigurt.\r\n\r\nMungesa e informacionit i l\u00eb punonj\u00ebsit t\u00eb pambrojtur \r\n\r\nNj\u00eb nga problemet m\u00eb t\u00eb m\u00ebdha q\u00eb vazhdon t\u00eb shoq\u00ebroj\u00eb trajtimin e ngacmimit seksual n\u00eb vendin e pun\u00ebs \u00ebsht\u00eb mungesa e informacionit dhe e nd\u00ebrgjegj\u00ebsimit t\u00eb punonj\u00ebsve mbi t\u00eb drejtat q\u00eb u garantohen dhe mekanizmat q\u00eb ekzistojn\u00eb p\u00ebr mbrojtjen e tyre. N\u00eb shum\u00eb raste, punonj\u00ebsit nuk jan\u00eb t\u00eb informuar n\u00ebse institucioni apo kompania ku punojn\u00eb ka rregullore t\u00eb brendshme p\u00ebr parandalimin dhe trajtimin e rasteve t\u00eb ngacmimit seksual, nuk njohin procedurat e raportimit dhe as strukturat p\u00ebrgjegj\u00ebse ku mund t\u00eb k\u00ebrkojn\u00eb mb\u00ebshtetje.\r\n\r\nKjo munges\u00eb informacioni krijon pasiguri dhe i b\u00ebn punonj\u00ebsit m\u00eb t\u00eb pambrojtur p\u00ebrball\u00eb sjelljeve abuzive. Kur nj\u00eb individ nuk di se cilat jan\u00eb t\u00eb drejtat e tij, cilat institucione duhet ta mbrojn\u00eb apo si funksionon procesi i raportimit, ai ka m\u00eb pak gjasa t\u00eb reagoj\u00eb ose t\u00eb denoncoj\u00eb rastet e ngacmimit. N\u00eb shum\u00eb ambiente pune, sidomos n\u00eb sektorin privat, politikat kund\u00ebr ngacmimit seksual ekzistojn\u00eb vet\u00ebm formalisht ose mbeten dokumente q\u00eb nuk komunikohen realisht me stafin. P\u00ebr pasoj\u00eb, punonj\u00ebsit shpesh nuk kan\u00eb besim se shqet\u00ebsimet e tyre do t\u00eb trajtohen me seriozitet apo se do t\u00eb marrin mbrojtje efektive n\u00eb rast denoncimi.\r\n\r\nNj\u00eb problem tjet\u00ebr lidhet me munges\u00ebn e trajnimeve dhe aktiviteteve nd\u00ebrgjegj\u00ebsuese brenda institucioneve. N\u00eb shum\u00eb kompani nuk organizohen diskutime apo sesione informuese mbi etik\u00ebn n\u00eb vendin e pun\u00ebs, kufijt\u00eb e sjelljes profesionale dhe m\u00ebnyrat e raportimit t\u00eb rasteve t\u00eb ngacmimit. Kjo b\u00ebn q\u00eb shum\u00eb sjellje t\u00eb pap\u00ebrshtatshme t\u00eb normalizohen ose t\u00eb mos identifikohen si problem, si nga viktimat ashtu edhe nga koleg\u00ebt apo drejtuesit. N\u00eb munges\u00eb t\u00eb nj\u00eb kulture informimi dhe komunikimi t\u00eb hapur, heshtja dhe toleranca ndaj sjelljeve abuzive b\u00ebhen pjes\u00eb e p\u00ebrditshm\u00ebris\u00eb institucionale.\r\n\r\nN\u00eb t\u00eb kund\u00ebrt, institucionet q\u00eb investojn\u00eb n\u00eb politika t\u00eb qarta mbrojt\u00ebse dhe n\u00eb edukimin e stafit krijojn\u00eb nj\u00eb klim\u00eb m\u00eb t\u00eb sigurt dhe m\u00eb profesionale. Punonj\u00ebsit q\u00eb jan\u00eb t\u00eb informuar mbi t\u00eb drejtat e tyre dhe mbi procedurat e raportimit ndihen m\u00eb t\u00eb mbrojtur dhe kan\u00eb m\u00eb shum\u00eb besim p\u00ebr t\u00eb reaguar n\u00eb rastet kur p\u00ebrballen me sjellje t\u00eb pap\u00ebrshtatshme. Transparenca, komunikimi i vazhduesh\u00ebm dhe funksionimi i mekanizmave t\u00eb besuesh\u00ebm t\u00eb ankesave jan\u00eb element\u00eb thelb\u00ebsor\u00eb p\u00ebr nd\u00ebrtimin e nj\u00eb ambienti pune ku respektohet dinjiteti i \u00e7do individi.\r\n\r\nKy shkrim realizohet n\u00eb kuad\u00ebr t\u00eb \ud835\udc29\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc1e\ud835\udc24\ud835\udc2d\ud835\udc22\ud835\udc2d \ud835\udc15\ud835\udc08\ud835\udc0e\ud835\udc0b\ud835\udc04\ud835\udc13, \ud835\udc22 \ud835\udc1c\ud835\udc22\ud835\udc25\ud835\udc22 \ud835\udc2c\ud835\udc32\ud835\udc27\ud835\udc28\ud835\udc27 \ud835\udc2d\u00eb \ud835\udc24\ud835\udc28\ud835\udc27\ud835\udc2d\ud835\udc2b\ud835\udc22\ud835\udc1b\ud835\udc2e\ud835\udc28\ud835\udc23\u00eb \ud835\udc27\u00eb \ud835\udc29\ud835\udc1a\ud835\udc2b\ud835\udc1a\ud835\udc27\ud835\udc1d\ud835\udc1a\ud835\udc25\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc1a\ud835\udc1d\ud835\udc2b\ud835\udc1e\ud835\udc2c\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27 \ud835\udc1e \ud835\udc27\ud835\udc20\ud835\udc1a\ud835\udc1c\ud835\udc26\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc2d \ud835\udc2c\ud835\udc1e\ud835\udc24\ud835\udc2c\ud835\udc2e\ud835\udc1a\ud835\udc25 \ud835\udc27\u00eb \ud835\udc2f\ud835\udc1e\ud835\udc27\ud835\udc1d\ud835\udc22\ud835\udc27 \ud835\udc1e \ud835\udc29\ud835\udc2e\ud835\udc27\u00eb\ud835\udc2c, p\u00ebrmes rritjes s\u00eb nd\u00ebrgjegj\u00ebsimit, p\u00ebrmir\u00ebsimit t\u00eb mekanizmave t\u00eb raportimit dhe forcimit t\u00eb bashk\u00ebpunimit nd\u00ebrinstitucional.\r\n\r\n\ud835\udc0f\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc1e\ud835\udc24\ud835\udc2d\ud835\udc22 \ud835\udc15\ud835\udc08\ud835\udc0e\ud835\udc0b\ud835\udc04\ud835\udc13 \ud835\udc1b\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb\ud835\udc1f\ud835\udc22\ud835\udc27\ud835\udc1a\ud835\udc27\ud835\udc1c\ud835\udc28\ud835\udc21\ud835\udc1e\ud835\udc2d \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc0f\ud835\udc2b\ud835\udc28\ud835\udc20\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc22 #\ud835\udc02\ud835\udc04\ud835\udc11\ud835\udc15-\ud835\udc03\ud835\udc00\ud835\udc0f\ud835\udc07\ud835\udc0d\ud835\udc04 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc33\ud835\udc1b\ud835\udc1a\ud835\udc2d\ud835\udc28\ud835\udc21\ud835\udc1e\ud835\udc2d \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc0a\ud835\udc28\ud835\udc26\ud835\udc22\ud835\udc2c\ud835\udc22\ud835\udc28\ud835\udc27\ud835\udc1e\ud835\udc2b\ud835\udc22 \ud835\udc29\u00eb\ud835\udc2b \ud835\udc0c\ud835\udc1b\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc2d\ud835\udc23\ud835\udc1e\ud835\udc27 \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc03\ud835\udc22\ud835\udc2c\ud835\udc24\ud835\udc2b\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27\ud835\udc22\ud835\udc26\ud835\udc22 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc12\ud835\udc21\ud835\udc28\ud835\udc2a\ud835\udc1a\ud835\udc2d\ud835\udc1a \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e, n\u00eb bashk\u00ebpunim me partner\u00eb nd\u00ebrkomb\u00ebtar\u00eb nga \ud835\udc12\ud835\udc25\ud835\udc25\ud835\udc28\ud835\udc2f\ud835\udc1a\ud835\udc24\ud835\udc22\ud835\udc1a, \ud835\udc0f\ud835\udc28\ud835\udc2b\ud835\udc2d\ud835\udc2e\ud835\udc20\ud835\udc1a\ud835\udc25\ud835\udc22\ud835\udc1a, \ud835\udc0b\ud835\udc22\ud835\udc2d\ud835\udc2e\ud835\udc1a\ud835\udc27\ud835\udc22\ud835\udc1a, \ud835\udc0c\ud835\udc1a\ud835\udc2a\ud835\udc1e\ud835\udc1d\ud835\udc28\ud835\udc27\ud835\udc22\ud835\udc1a \ud835\udc1e \ud835\udc15\ud835\udc1e\ud835\udc2b\ud835\udc22\ud835\udc2e\ud835\udc2d dhe \ud835\udc11\ud835\udc1e\ud835\udc29\ud835\udc2e\ud835\udc1b\ud835\udc25\ud835\udc22\ud835\udc24\ud835\udc1a \u00c7\ud835\udc1e\ud835\udc24\ud835\udc1e.\r\n\r\n\u00a0<\/div><\/article>SOLIDAR – Vizit\u00eb shk\u00ebmbimi mes mes Rrjeteve t\u00eb Q\u00ebndrueshm\u00ebris\u00eb n\u00eb Komunitet (CRN)<\/h2><\/div><\/div>\ud835\udc0c\u00eb \ud835\udfd0\ud835\udfd2 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udfd0\ud835\udfd7 \ud835\udc0f\ud835\udc2b\ud835\udc22\ud835\udc25\ud835\udc25, u zhvilluan dy vizita shk\u00ebmbimi mes \ud835\udc11\ud835\udc2b\ud835\udc23\ud835\udc1e\ud835\udc2d\ud835\udc1e\ud835\udc2f\ud835\udc1e \ud835\udc2d\u00eb \ud835\udc10\u00eb\ud835\udc27\ud835\udc1d\ud835\udc2b\ud835\udc2e\ud835\udc1e\ud835\udc2c\ud835\udc21\ud835\udc26\u00eb\ud835\udc2b\ud835\udc22\ud835\udc2c\u00eb \ud835\udc27\u00eb \ud835\udc0a\ud835\udc28\ud835\udc26\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc2d\ud835\udc1e\ud835\udc2d (\ud835\udc02\ud835\udc11\ud835\udc0d): \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc15\ud835\udc28\ud835\udc2b\u00eb \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc05\ud835\udc2e\ud835\udc2c\ud835\udc21\u00eb-\ud835\udc0a\ud835\udc2b\ud835\udc2e\ud835\udc23\u00eb \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc02\u00eb\ud835\udc2b\ud835\udc2b\ud835\udc22\ud835\udc24 \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc06\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc2c\ud835\udc21.\r\n\r\n\r\n\r\nP\u00ebrmes k\u00ebtyre shk\u00ebmbimeve, an\u00ebtar\u00ebt e CRN-ve p\u00ebrfituan njohuri praktike, modele konkrete p\u00ebr avokim lokal, ide p\u00ebr p\u00ebrmir\u00ebsimin e reagimit ndaj emergjencave dhe nj\u00eb kuptim m\u00eb t\u00eb qart\u00eb t\u00eb rolit t\u00eb tyre si ura lidh\u00ebse mes komunitetit dhe institucioneve.\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\nPse jan\u00eb t\u00eb r\u00ebnd\u00ebsishme k\u00ebto shk\u00ebmbime p\u00ebr an\u00ebtar\u00ebt e CRN-ve?\r\n\r\n\r\n\u00b7 P\u00ebr t\u00eb m\u00ebsuar nga p\u00ebrvoja praktike n\u00eb komunitete t\u00eb tjera, si p.sh. m\u00ebnyra se si CRN Fush\u00eb-Kruj\u00eb ka mb\u00ebshtetur p\u00ebrmir\u00ebsimin e siguris\u00eb nga zjarri n\u00eb shkolla dhe si koordinimi institucional dhe p\u00ebrpjekjet advokuese n\u00eb Gramsh kan\u00eb ndihmuar n\u00eb p\u00ebrmir\u00ebsimin e logjistik\u00ebs, si vendosja e tabelave paralajm\u00ebruese n\u00eb zonat me rrezik mbytjeje;\r\n\r\n\u00b7 P\u00ebr t\u00eb shk\u00ebmbyer zgjidhje p\u00ebr sfida t\u00eb p\u00ebrbashk\u00ebta, p\u00ebrfshir\u00eb aksesin n\u00eb autoambulanca, burimet e kufizuara sh\u00ebndet\u00ebsore, angazhimin e vullnetar\u00ebve dhe koordinimin gjat\u00eb emergjencave;\r\n\r\n\u00b7 P\u00ebr t\u00eb forcuar rolin e tyre n\u00eb advokim lokal dhe reagim ndaj emergjencave, duke par\u00eb se si CRN-t\u00eb mund t\u00eb identifikojn\u00eb boshll\u00ebqe konkrete n\u00eb siguri dhe t\u00eb advokojn\u00eb p\u00ebr p\u00ebrmir\u00ebsime konkrete n\u00eb institucionet publike;\r\n\r\n\u00b7 P\u00ebr t\u00eb kuptuar m\u00eb qart\u00eb rolin e CRN-ve si ur\u00eb lidh\u00ebse mes nevojave t\u00eb komunitetit dhe institucioneve, duke rritur efikasitetin e strukturave t\u00eb reagimit ndaj emergjencave.\r\n\r\n\r\n\r\n\r\nKy aktivitet \u00ebsht\u00eb realizuar n\u00eb kuad\u00ebr t\u00eb projektit \ud835\udc12\ud835\udc0e\ud835\udc0b\ud835\udc08\ud835\udc03\ud835\udc00\ud835\udc11 \u2013 \ud835\udc01\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb \ud835\udc27\u00eb \ud835\udc1e\ud835\udc26\ud835\udc1e\ud835\udc2b\ud835\udc20\ud835\udc23\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc1a\ud835\udc2d \ud835\udc2c\ud835\udc21\u00eb\ud835\udc27\ud835\udc1d\ud835\udc1e\ud835\udc2d\u00eb\ud835\udc2c\ud835\udc28\ud835\udc2b\ud835\udc1e, nj\u00eb projekt i \ud835\udc00\ud835\udc20\ud835\udc23\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc22\ud835\udc2c\u00eb \ud835\udc19\ud835\udc2f\ud835\udc22\ud835\udc1c\ud835\udc1e\ud835\udc2b\ud835\udc1a\ud835\udc27\ud835\udc1e \ud835\udc29\u00eb\ud835\udc2b \ud835\udc19\ud835\udc21\ud835\udc2f\ud835\udc22\ud835\udc25\ud835\udc25\ud835\udc22\ud835\udc26 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc01\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb\ud835\udc29\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc26 (\ud835\udc12\ud835\udc03\ud835\udc02), q\u00eb implementohet nga \ud835\udc06\ud835\udc05\ud835\udc00 \ud835\udc02\ud835\udc28\ud835\udc27\ud835\udc2c\ud835\udc2e\ud835\udc25\ud835\udc2d\ud835\udc22\ud835\udc27\ud835\udc20 \ud835\udc06\ud835\udc2b\ud835\udc28\ud835\udc2e\ud835\udc29 \ud835\udc06\ud835\udc26\ud835\udc1b\ud835\udc07 n\u00eb partneritet me \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e.\r\n\r\n\r\n\r\n\r\n***\r\n\r\n\r\n\r\n\r\n\ud835\udc0e\ud835\udc27 \ud835\udfd0\ud835\udfd2 \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udfd0\ud835\udfd7 \ud835\udc00\ud835\udc29\ud835\udc2b\ud835\udc22\ud835\udc25, two exchange visits took place between \ud835\udc02\ud835\udc28\ud835\udc26\ud835\udc26\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc2d\ud835\udc32 \ud835\udc11\ud835\udc1e\ud835\udc2c\ud835\udc22\ud835\udc25\ud835\udc22\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc1e \ud835\udc0d\ud835\udc1e\ud835\udc2d\ud835\udc30\ud835\udc28\ud835\udc2b\ud835\udc24\ud835\udc2c (\ud835\udc02\ud835\udc11\ud835\udc0d\ud835\udc2c): \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc15\ud835\udc28\ud835\udc2b\u00eb \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc05\ud835\udc2e\ud835\udc2c\ud835\udc21\u00eb-\ud835\udc0a\ud835\udc2b\ud835\udc2e\ud835\udc23\u00eb \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc02\u00eb\ud835\udc2b\ud835\udc2b\ud835\udc22\ud835\udc24 \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc06\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc2c\ud835\udc21.\r\n\r\n\r\n\r\n\r\nThrough these exchanges, CRN members gained practical knowledge, concrete models for local advocacy, ideas to improve emergency response, and a clearer understanding of their role as a bridge between communities and institutions.\r\n\r\n\r\n\r\n\r\nWhy are these exchanges important for CRN members?\r\n\r\n\r\n\r\n\r\n\u00b7 To learn from practical experiences in other communities, such as how CRN Fush\u00eb-Kruj\u00eb supported fire safety improvements in schools and how institutional coordination and advocacy efforts in Gramsh helped improve logistics, such as placing warning signs in areas at risk of drowning;\r\n\r\n\r\n\u00b7 To exchange solutions to shared challenges, including access to ambulances, limited health resources, volunteer engagement, and coordination during emergencies;\r\n\r\n\r\n\r\n\u00b7 To strengthen their role in local advocacy and emergency response by seeing how CRNs can identify concrete safety gaps and advocate for practical improvements in public institutions;\r\n\r\n\u00b7 To better understand the role of CRNs as a bridge between community needs and institutions, increasing the effectiveness of emergency response structures.\r\n\r\n\r\n\r\n\r\n\r\n\r\nThis activity was carried out within the framework of the \ud835\udc12\ud835\udc0e\ud835\udc0b\ud835\udc08\ud835\udc03\ud835\udc00\ud835\udc11 \u2013 \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc22\ud835\udc27 \ud835\udc21\ud835\udc1e\ud835\udc1a\ud835\udc25\ud835\udc2d\ud835\udc21 \ud835\udc1e\ud835\udc26\ud835\udc1e\ud835\udc2b\ud835\udc20\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc22\ud835\udc1e\ud835\udc2c project, funded by the \ud835\udc12\ud835\udc30\ud835\udc22\ud835\udc2c\ud835\udc2c \ud835\udc00\ud835\udc20\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc32 \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc03\ud835\udc1e\ud835\udc2f\ud835\udc1e\ud835\udc25\ud835\udc28\ud835\udc29\ud835\udc26\ud835\udc1e\ud835\udc27\ud835\udc2d \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udc02\ud835\udc28\ud835\udc28\ud835\udc29\ud835\udc1e\ud835\udc2b\ud835\udc1a\ud835\udc2d\ud835\udc22\ud835\udc28\ud835\udc27 (\ud835\udc12\ud835\udc03\ud835\udc02) and implemented by \ud835\udc06\ud835\udc05\ud835\udc00 \ud835\udc02\ud835\udc28\ud835\udc27\ud835\udc2c\ud835\udc2e\ud835\udc25\ud835\udc2d\ud835\udc22\ud835\udc27\ud835\udc20 \ud835\udc06\ud835\udc2b\ud835\udc28\ud835\udc2e\ud835\udc29 \ud835\udc06\ud835\udc26\ud835\udc1b\ud835\udc07 in partnership with \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e.<\/div><\/article><\/div>
<\/div><\/article>Etika dhe respekti si themeli i nj\u00eb mjedisi pune t\u00eb sh\u00ebndetsh\u00ebm<\/h2><\/div>
Etika dhe respekti si themeli i nj\u00eb mjedisi pune t\u00eb sh\u00ebndetsh\u00ebm<\/h2><\/div><\/div>Marr\u00ebdh\u00ebniet nd\u00ebrmjet koleg\u00ebve n\u00eb vendin e pun\u00ebs p\u00ebrb\u00ebjn\u00eb nj\u00eb element themelor p\u00ebr krijimin e nj\u00eb mjedisi profesional t\u00eb sh\u00ebndetsh\u00ebm, produktiv dhe mb\u00ebshtet\u00ebs. P\u00ebrtej ndarjes s\u00eb p\u00ebrgjegj\u00ebsive profesionale gjat\u00eb orarit t\u00eb pun\u00ebs, punonj\u00ebsit kalojn\u00eb nj\u00eb pjes\u00eb t\u00eb konsiderueshme t\u00eb jet\u00ebs s\u00eb tyre s\u00eb p\u00ebrditshme n\u00eb t\u00eb nj\u00ebjtin ambient, \u00e7ka i b\u00ebn bashk\u00ebpunimin, mir\u00ebkuptimin dhe respektin reciprok parime thelb\u00ebsore t\u00eb funksionimit t\u00eb suksessh\u00ebm t\u00eb \u00e7do nd\u00ebrmarrje. Komunikimi i hapur, sjellja etike dhe qasja korrekte ndaj koleg\u00ebve kontribuojn\u00eb n\u00eb forcimin e besimit dhe p\u00ebrmir\u00ebsimin e performanc\u00ebs n\u00eb pun\u00eb, duke nd\u00ebrtuar nj\u00eb kultur\u00eb pune pozitive dhe gjith\u00ebp\u00ebrfshir\u00ebse. Edhe, humori dhe marr\u00ebdh\u00ebniet e mira shoq\u00ebrore ndikojn\u00eb pozitivisht n\u00eb moralin e stafit dhe n\u00eb krijimin e lidhjeve t\u00eb q\u00ebndrueshme profesionale, nd\u00ebrsa respektimi i kufijve etik\u00eb dhe dinjitetit t\u00eb \u00e7do individi mbetet kusht i domosdosh\u00ebm p\u00ebr ruajtjen e integritetit dhe harmonis\u00eb n\u00eb vendin e pun\u00ebs.\r\n\r\nN\u00eb shum\u00eb shoq\u00ebri, marr\u00ebdh\u00ebniet romantike mes koleg\u00ebve mund t\u00eb konsiderohen t\u00eb pranueshme, megjithat\u00eb ekzistojn\u00eb kufij t\u00eb qart\u00eb mes interesit t\u00eb nd\u00ebrsjell\u00eb dhe ngacmimit seksual, ku ky i fundit p\u00ebrb\u00ebn nj\u00eb shkelje serioze t\u00eb etik\u00ebs profesionale dhe t\u00eb respektit njer\u00ebzor.\r\n\r\nN\u00eb Shqip\u00ebri, ashtu si n\u00eb shum\u00eb vende t\u00eb tjera, ngacmimi seksual perceptohet si nj\u00eb sjellje q\u00eb c\u00ebnon besimin nd\u00ebrmjet koleg\u00ebve, krijon tensione dhe ndikon negativisht n\u00eb klim\u00ebn organizative. P\u00ebr k\u00ebt\u00eb arsye, ngacmimi seksual n\u00eb vendin e pun\u00ebs mbetet nj\u00eb nd\u00ebr problematikat m\u00eb shqet\u00ebsuese p\u00ebr shoq\u00ebrit\u00eb moderne, duke ngritur nevoj\u00ebn p\u00ebr politika efektive parandaluese dhe mekanizma t\u00eb qart\u00eb adresimi t\u00eb fenomenit brenda nd\u00ebrmarrjeve publike ose jopublike.\r\n\r\nBindja se ngacmimi seksual n\u00eb mjediset e pun\u00ebs mund dhe duhet t\u00eb parandalohet \u00ebsht\u00eb thelb\u00ebsore p\u00ebr nd\u00ebrtimin e nj\u00eb kulture pune t\u00eb sigurt dhe respektuese p\u00ebr t\u00eb gjith\u00eb punonj\u00ebsit. Sipas studimit \u201cNgacmimi Seksual n\u00eb Tregun e Pun\u00ebs\u201d, t\u00eb realizuar dhe publikuar nga Together for Life dy vjet m\u00eb par\u00eb, ky perceptim lidhet ngusht\u00eb me rritjen e nd\u00ebrgjegj\u00ebsimit shoq\u00ebror dhe kulturor mbi t\u00eb drejtat e punonj\u00ebsve dhe r\u00ebnd\u00ebsin\u00eb e respektit n\u00eb vendin e pun\u00ebs. Studimi evidentoi dallime t\u00eb dukshme gjinore n\u00eb perceptimin e fenomenit ku 29% e meshkujve e konsiderojn\u00eb ngacmimin seksual si t\u00eb pashmangsh\u00ebm, krahasuar me 14% t\u00eb grave. Ky dallim tregon se burrat dhe grat\u00eb e perceptojn\u00eb ndryshe ndikimin dhe pasojat e ngacmimit seksual ndaj viktimave. Grat\u00eb shpesh ndihen m\u00eb t\u00eb ekspozuara dhe m\u00eb t\u00eb prekura nga ky fenomen, nd\u00ebrsa burrat priren ta shohin at\u00eb nga nj\u00eb k\u00ebndv\u00ebshtrim tjet\u00ebr, \u00e7ka n\u00ebnvizon nevoj\u00ebn p\u00ebr rritje t\u00eb m\u00ebtejshme t\u00eb nd\u00ebrgjegj\u00ebsimit dhe edukimit p\u00ebr t\u00eb dyja grupet.\r\n\r\nN\u00eb nj\u00eb koh\u00eb kur respektimi i t\u00eb drejtave t\u00eb punonj\u00ebsve dhe promovimi i barazis\u00eb n\u00eb vendin e pun\u00ebs po marrin gjithnj\u00eb e m\u00eb shum\u00eb r\u00ebnd\u00ebsi, perceptimi se ngacmimi seksual mund t\u00eb parandalohet p\u00ebrb\u00ebn nj\u00eb tregues pozitiv p\u00ebr p\u00ebrmir\u00ebsimin e kultur\u00ebs organizative. Ky nd\u00ebrgjegj\u00ebsim nuk reflekton vet\u00ebm p\u00ebrvoja individuale, por \u00ebsht\u00eb gjithashtu konsiderohet si rezultat i fushatave t\u00eb vazhdueshme sensibilizuese dhe p\u00ebrmir\u00ebsimit t\u00eb standardeve t\u00eb pun\u00ebs n\u00eb nivel komb\u00ebtar dhe nd\u00ebrkomb\u00ebtar. N\u00eb k\u00ebt\u00eb kuad\u00ebr, nd\u00ebrmarrjet, institucionet dhe organizatat po orientohen drejt hartimit dhe zbatimit t\u00eb politikave m\u00eb t\u00eb qarta p\u00ebr mbrojtjen e punonj\u00ebsve, me synim krijimin e nj\u00eb mjedisi pune t\u00eb sigurt, dinjitoz dhe pa diskriminim p\u00ebr t\u00eb gjith\u00eb.\r\n\r\nSi mund t\u00eb shmangen ngacmemet seksuale n\u00eb mjeside pune me pun\u00ebmarr\u00ebs burra dhe gra\r\n\r\nBazuar n\u00eb t\u00eb dh\u00ebnat e analizuara nga studimi i realizuar nga Together for Life mbi p\u00ebrhapjen e fenomenit t\u00eb ngacmimit seksual n\u00eb sektorin publik dhe privat, n\u00eb t\u00eb cilin u p\u00ebrfshin\u00eb rreth 1000 t\u00eb anketuar - burra dhe gra, djem dhe vajza n\u00eb t\u00eb gjith\u00eb vendin, bie n\u00eb sy se shumica e t\u00eb anketuarve (53%) besojn\u00eb se ngacmimi seksual \u00ebsht\u00eb i shmangsh\u00ebm n\u00eb mjediset e pun\u00ebs me p\u00ebrb\u00ebrje gjinore t\u00eb p\u00ebrzier. Ky rezultat p\u00ebrb\u00ebn nj\u00eb tregues t\u00eb r\u00ebnd\u00ebsish\u00ebm t\u00eb rritjes s\u00eb nd\u00ebrgjegj\u00ebsimit dhe sensibilizimit t\u00eb qytetar\u00ebve mbi nevoj\u00ebn p\u00ebr parandalimin e k\u00ebtij fenomeni dhe krijimin e nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt dhe siguri p\u00ebr t\u00eb gjith\u00eb.\r\n\r\nKy rezultat p\u00ebrb\u00ebn nj\u00eb tregues t\u00eb r\u00ebnd\u00ebsish\u00ebm se nd\u00ebrgjegj\u00ebsimi dhe informimi publik kan\u00eb ndikuar pozitivisht n\u00eb p\u00ebrmir\u00ebsimin e qasjes s\u00eb qytetar\u00ebve shqiptar\u00eb ndaj k\u00ebtij fenomeni dhe n\u00eb rritjen e besimit se ai mund t\u00eb parandalohet p\u00ebrmes masave konkrete dhe kultur\u00ebs s\u00eb duhur institucionale.\r\n\r\nBesimi se ngacmimi seksual mund t\u00eb parandalohet p\u00ebrfaq\u00ebson nj\u00eb hap t\u00eb r\u00ebnd\u00ebsish\u00ebm drejt nd\u00ebrtimit t\u00eb nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt, barazi dhe siguri. Rritja e nd\u00ebrgjegj\u00ebsimit mbi k\u00ebt\u00eb \u00e7\u00ebshtje \u00ebsht\u00eb thelb\u00ebsore jo vet\u00ebm p\u00ebr t\u00eb parandaluar sjelljet abuzive, por edhe p\u00ebr t\u00eb krijuar nj\u00eb ambient ku \u00e7do punonj\u00ebs ndihet i respektuar, i d\u00ebgjuar dhe i mbrojtur. Ky perceptim p\u00ebrb\u00ebn gjithashtu nj\u00eb thirrje t\u00eb drejtp\u00ebrdrejt\u00eb p\u00ebr institucionet publike dhe private q\u00eb t\u00eb nd\u00ebrmarrin hapa konkret\u00eb p\u00ebr mbrojtjen e punonj\u00ebsve dhe p\u00ebr edukimin e stafit mbi kufijt\u00eb e sjelljes s\u00eb pranueshme n\u00eb marr\u00ebdh\u00ebniet profesionale.\r\n\r\nP\u00ebrmir\u00ebsimi i kushteve t\u00eb pun\u00ebs dhe krijimi i nj\u00eb ambienti t\u00eb sigurt dhe gjith\u00ebp\u00ebrfshir\u00ebs duhet t\u00eb jet\u00eb objektiv prioritar p\u00ebr \u00e7do kompani dhe institucion. Nj\u00eb kultur\u00eb pune q\u00eb promovon respektin, dinjitetin dhe sigurin\u00eb kontribuon jo vet\u00ebm n\u00eb parandalimin e ngacmimit seksual, por edhe n\u00eb rritjen e mir\u00ebqenies dhe produktivitetit t\u00eb p\u00ebrgjithsh\u00ebm t\u00eb punonj\u00ebsve. Mjediset e pun\u00ebs q\u00eb mb\u00ebshteten mbi vlerat e respektit dhe mbrojtjes s\u00eb t\u00eb drejtave t\u00eb individit krijojn\u00eb nj\u00eb kultur\u00eb organizative t\u00eb q\u00ebndrueshme, ku \u00e7do punonj\u00ebs ndihet i vler\u00ebsuar, i sigurt dhe i motivuar p\u00ebr t\u00eb kontribuar n\u00eb m\u00ebnyr\u00eb profesionale. N\u00eb k\u00ebt\u00eb kuad\u00ebr, nd\u00ebrgjegj\u00ebsimi dhe veprimet konkrete mbeten faktor\u00eb ky\u00e7 p\u00ebr t\u00eb garantuar q\u00eb \u00e7do vend pune t\u00eb jet\u00eb nj\u00eb hap\u00ebsir\u00eb respekti, mb\u00ebshtetjeje dhe zhvillimi p\u00ebr t\u00eb gjith\u00eb.<\/div><\/article>Pse krijimi i nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt dhe barazi duhet t\u00eb kthehet n\u00eb prioritet p\u00ebr \u00e7do pun\u00ebdh\u00ebn\u00ebs<\/h2><\/div><\/div>Siguria, dinjiteti dhe integriteti n\u00eb vendin e pun\u00ebs p\u00ebrb\u00ebjn\u00eb t\u00eb drejta themelore t\u00eb \u00e7do punonj\u00ebsi dhe standarde thelb\u00ebsore p\u00ebr nj\u00eb mjedis pune t\u00eb drejt\u00eb, etik dhe profesional. Nj\u00eb ambient pune i sigurt nuk kufizohet vet\u00ebm n\u00eb mbrojtjen fizike t\u00eb pun\u00ebmarr\u00ebsve, por p\u00ebrfshin gjithashtu garantimin e mir\u00ebqenies morale dhe psikologjike, duke mos toleruar asnj\u00eb form\u00eb ngacmimi seksual, diskriminimi apo sjelljeje t\u00eb pap\u00ebrshtatshme q\u00eb cenon dinjitetin dhe t\u00eb drejtat e individit.\r\n\r\nHistorikisht, koncepti i siguris\u00eb n\u00eb pun\u00eb ka qen\u00eb i fokusuar kryesisht n\u00eb aspektet teknike dhe mbrojtjen fizike t\u00eb punonj\u00ebsve. Megjithat\u00eb, zhvillimet sociale, ligjore dhe rritja e nd\u00ebrgjegj\u00ebsimit p\u00ebr t\u00eb drejtat e njeriut kan\u00eb sjell\u00eb nj\u00eb qasje m\u00eb gjith\u00ebp\u00ebrfshir\u00ebse ndaj siguris\u00eb n\u00eb vendin e pun\u00ebs, duke e konsideruar mbrojtjen nga abuzimi moral, psikologjik dhe seksual si pjes\u00eb integrale t\u00eb saj.\r\n\r\nSot, legjislacioni komb\u00ebtar dhe standardet nd\u00ebrkomb\u00ebtare e njohin ngacmimin seksual n\u00eb vendin e pun\u00ebs si nj\u00eb nga format m\u00eb serioze dhe m\u00eb t\u00eb p\u00ebrhapura t\u00eb dhun\u00ebs dhe diskriminimit n\u00eb marr\u00ebdh\u00ebniet e pun\u00ebs. P\u00ebr k\u00ebt\u00eb arsye, mekanizmat ligjor\u00eb dhe institucionale p\u00ebr parandalimin, raportimin dhe trajtimin e rasteve t\u00eb tilla jan\u00eb fuqizuar ndjesh\u00ebm. N\u00eb t\u00eb nj\u00ebjt\u00ebn koh\u00eb, krijimi i nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt, barazi dhe llogaridh\u00ebnie \u00ebsht\u00eb kthyer n\u00eb prioritet p\u00ebr institucionet publike, organizatat dhe kompanit\u00eb q\u00eb synojn\u00eb t\u00eb nd\u00ebrtojn\u00eb ambiente pune t\u00eb sigurta, gjith\u00ebp\u00ebrfshir\u00ebse dhe profesionale.\r\n\r\nN\u00eb \u00e7do institucion apo subjekt pun\u00ebdh\u00ebn\u00ebs, ekzistenca e politikave t\u00eb qarta dhe mekanizmave funksional\u00eb p\u00ebr parandalimin dhe adresimin e ngacmimit seksual p\u00ebrb\u00ebn nj\u00eb element thelb\u00ebsor t\u00eb siguris\u00eb dhe etik\u00ebs n\u00eb vendin e pun\u00ebs. Rregulloret e brendshme duhet t\u00eb jen\u00eb t\u00eb hartuara n\u00eb m\u00ebnyr\u00eb t\u00eb qart\u00eb, t\u00eb komunikohen rregullisht dhe t\u00eb jen\u00eb leht\u00ebsisht t\u00eb aksesueshme p\u00ebr t\u00eb gjith\u00eb punonj\u00ebsit, pavar\u00ebsisht pozicionit apo nivelit hierarkik. K\u00ebto politika nuk duhet t\u00eb mbeten vet\u00ebm dokumente formale, por t\u00eb shoq\u00ebrohen me masa konkrete parandaluese, procedura efektive raportimi dhe mekanizma mb\u00ebshtet\u00ebs p\u00ebr viktimat e mundshme t\u00eb ngacmimit seksual.\r\n\r\nP\u00ebrgjegj\u00ebsia kryesore p\u00ebr garantimin e nj\u00eb ambienti pune t\u00eb sigurt dhe dinjitoz bie mbi drejtuesit dhe pun\u00ebdh\u00ebn\u00ebsit, t\u00eb cil\u00ebt kan\u00eb detyrimin ligjor dhe etik t\u00eb nd\u00ebrtojn\u00eb nj\u00eb kultur\u00eb institucionale t\u00eb bazuar n\u00eb respekt, barazi dhe mosdiskriminim. Nj\u00eb mjedis pune ku punonj\u00ebsit ndihen t\u00eb mbrojtur dhe t\u00eb d\u00ebgjuar ndikon drejtp\u00ebrdrejt jo vet\u00ebm n\u00eb mir\u00ebqenien e tyre psikologjike dhe profesionale, por edhe n\u00eb rritjen e besimit, produktivitetit dhe integritetit t\u00eb vet\u00eb institucionit.\r\n\r\nT\u00eb dh\u00ebnat e studimit t\u00eb realizuar nga Shoqata Together for Life (TFL) ne vitin 2024 tregojn\u00eb se niveli i nd\u00ebrgjegj\u00ebsimit mbi ekzistenc\u00ebn e rregulloreve t\u00eb brendshme p\u00ebr mbrojtjen nga ngacmimi seksual \u00ebsht\u00eb duksh\u00ebm m\u00eb i lart\u00eb n\u00eb institucionet publike dhe n\u00eb organizatat joqeveritare. Kjo lidhet kryesisht me faktin se k\u00ebto institucione kan\u00eb investuar m\u00eb shum\u00eb n\u00eb informimin, edukimin dhe sensibilizimin e stafit lidhur me t\u00eb drejtat n\u00eb vendin e pun\u00ebs dhe mekanizmat mbrojt\u00ebs kund\u00ebr ngacmimit seksual. N\u00eb k\u00ebto sektor\u00eb vihet re nj\u00eb angazhim m\u00eb i madh p\u00ebr zhvillimin e trajnimeve, sesioneve informuese dhe politikave t\u00eb brendshme q\u00eb promovojn\u00eb nj\u00eb kultur\u00eb pune m\u00eb t\u00eb sigurt dhe m\u00eb gjith\u00ebp\u00ebrfshir\u00ebse.\r\n\r\nN\u00eb t\u00eb kund\u00ebrt, sektori privat paraqet mang\u00ebsi t\u00eb konsiderueshme n\u00eb k\u00ebt\u00eb drejtim. Studimi evidenton se shum\u00eb kompani private nuk kan\u00eb nd\u00ebrmarr\u00eb masa t\u00eb mjaftueshme p\u00ebr t\u00eb informuar punonj\u00ebsit mbi t\u00eb drejtat e tyre, procedurat e raportimit apo masat disiplinore q\u00eb aplikohen n\u00eb rastet e ngacmimit seksual. Mungesa e trajnimeve periodike, e komunikimit institucional dhe e politikave aktive parandaluese reflekton nj\u00eb nivel t\u00eb ul\u00ebt prioriteti q\u00eb i kushtohet k\u00ebsaj \u00e7\u00ebshtjeje n\u00eb nj\u00eb pjes\u00eb t\u00eb konsiderueshme t\u00eb sektorit privat. Si pasoj\u00eb, shum\u00eb punonj\u00ebs mbeten t\u00eb painformuar ose t\u00eb pasigurt mbi m\u00ebnyr\u00ebn se si duhet t\u00eb veprojn\u00eb n\u00eb rast se p\u00ebrballen me forma t\u00eb ngacmimit seksual n\u00eb vendin e pun\u00ebs.\r\n\r\nGjetjet e studimit t\u00eb TFL-s\u00eb tregonin se vet\u00ebm 52% e punonj\u00ebsve deklarojn\u00eb se jan\u00eb n\u00eb dijeni t\u00eb ekzistenc\u00ebs s\u00eb nj\u00eb rregulloreje t\u00eb brendshme p\u00ebr mbrojtjen nga ngacmimi seksual n\u00eb institucionin apo kompanin\u00eb ku punojn\u00eb. Nd\u00ebrkoh\u00eb, pjesa tjet\u00ebr ose nuk kan\u00eb informacion mbi ekzistenc\u00ebn e k\u00ebtyre mekanizmave mbrojt\u00ebs, ose nuk jan\u00eb t\u00eb sigurt p\u00ebr funksionimin dhe zbatimin e tyre n\u00eb praktik\u00eb. Ky nivel i kufizuar nd\u00ebrgjegj\u00ebsimi p\u00ebrb\u00ebn nj\u00eb tregues shqet\u00ebsues mbi nevoj\u00ebn p\u00ebr forcimin e masave parandaluese dhe informuese n\u00eb vendin e pun\u00ebs.\r\n\r\nN\u00eb k\u00ebt\u00eb kuad\u00ebr, b\u00ebhet e domosdoshme q\u00eb pun\u00ebdh\u00ebn\u00ebsit, ve\u00e7an\u00ebrisht n\u00eb sektorin privat, t\u00eb nd\u00ebrmarrin hapa m\u00eb konkret\u00eb p\u00ebr hartimin dhe zbatimin efektiv t\u00eb politikave kund\u00ebr ngacmimit seksual, p\u00ebr organizimin e trajnimeve t\u00eb vazhdueshme dhe p\u00ebr krijimin e mekanizmave t\u00eb besuesh\u00ebm t\u00eb raportimit dhe mb\u00ebshtetjes p\u00ebr punonj\u00ebsit. Vet\u00ebm p\u00ebrmes nj\u00eb qasjeje t\u00eb till\u00eb mund t\u00eb nd\u00ebrtohen ambiente pune t\u00eb sigurta, profesionale dhe t\u00eb bazuara n\u00eb respektimin e dinjitetit dhe t\u00eb drejtave t\u00eb \u00e7do individi.<\/div><\/article>EU for Good Governance, TFL ngre shqet\u00ebsimin p\u00ebr munges\u00ebn e financimit t\u00eb qendruesh\u00ebm p\u00ebr sh\u00ebrbimet sh\u00ebndet\u00ebsore jetike<\/h2><\/div><\/div>\ud83d\udcca Shoqata Together for Life (TFL) mori pjes\u00eb n\u00eb konferenc\u00ebn \u201cDrejt nj\u00eb shpenzimi publik m\u00eb efektiv: Reforma t\u00eb harmonizuara me standardet e BE-s\u00eb n\u00eb menaxhimin e investimeve publike dhe rishikimin e shpenzimeve publike\u201d, organizuar nga Ministria e Financave n\u00eb bashk\u00ebpunim me Delegacionin e Bashkimit Europian n\u00eb Shqip\u00ebri, n\u00eb kuad\u00ebr t\u00eb projektit \u201cEU for Good Governance\u201d.\r\n\r\nP\u00ebrfaq\u00ebsues t\u00eb Delegacionit t\u00eb Bashkimit Europian n\u00eb Shqip\u00ebri, Kuvendit t\u00eb Shqip\u00ebris\u00eb, Ministris\u00eb s\u00eb Financave, Ministris\u00eb s\u00eb Sh\u00ebndet\u00ebsis\u00eb dhe Mbrojtjes Sociale, si edhe ekspert\u00eb vendas dhe nd\u00ebrkomb\u00ebtar\u00eb diskutuan mbi reformat n\u00eb menaxhimin e financave publike, investimet publike dhe r\u00ebnd\u00ebsin\u00eb e rishikimeve t\u00eb shpenzimeve publike p\u00ebr rritjen e efikasitetit, transparenc\u00ebs dhe orientimit t\u00eb politikave publike drejt rezultateve konkrete p\u00ebr qytetar\u00ebt.\r\n\r\nE ftuar si nj\u00eb nga fol\u00ebset e panelit me tem\u00eb \u201cNga shpenzimet drejt rezultateve: si mund t\u00eb ndihmojn\u00eb rishikimet e shpenzimeve publike\u201d, menaxherja e projekteve n\u00eb TFL, Alma Lahe, n\u00ebnvizoi se shoq\u00ebria civile luan nj\u00eb rol ky\u00e7 n\u00eb lidhjen mes analiz\u00ebs s\u00eb buxhetit publik dhe ndikimit real q\u00eb ai ka n\u00eb jet\u00ebn e qytetar\u00ebve, duke kontribuar n\u00eb garantimin e sh\u00ebrbimeve m\u00eb cil\u00ebsore, t\u00eb q\u00ebndrueshme, t\u00eb aksesueshme dhe m\u00eb t\u00eb p\u00ebrballueshme p\u00ebr \u00e7do qytetar.\r\n\r\nN\u00eb fjal\u00ebn e saj, znj. Lahe ngriti shqet\u00ebsimin se raportet e monitorimit t\u00eb shpenzimeve publike n\u00eb sektorin e sh\u00ebndet\u00ebsis\u00eb vijojn\u00eb t\u00eb evidentojn\u00eb nj\u00eb lidhje t\u00eb dob\u00ebt mes politikave publike dhe buxheteve t\u00eb dedikuara p\u00ebr zbatimin e tyre. Si shembull konkret u soll Sh\u00ebrbimi i Kujdesit Sh\u00ebndet\u00ebsor n\u00eb Banes\u00eb, nj\u00eb sh\u00ebrbim i ri i dedikuar pacient\u00ebve q\u00eb nuk mund t\u00eb aksesojn\u00eb qendrat sh\u00ebndet\u00ebsore p\u00ebr shkak t\u00eb humbjes s\u00eb aft\u00ebsis\u00eb p\u00ebr t\u00eb l\u00ebvizur, i cili tashm\u00eb \u00ebsht\u00eb shtrir\u00eb n\u00eb 356 qendra sh\u00ebndet\u00ebsore n\u00eb t\u00eb gjith\u00eb vendin dhe aktualisht i vjen n\u00eb ndihm\u00eb rreth 5,000 pacient\u00ebve.\r\n\r\n\u201cZgjerimi i nj\u00eb sh\u00ebrbimi t\u00eb till\u00eb jetik duhet t\u00eb ishte shoq\u00ebruar me rritje t\u00eb dedikuar dhe t\u00eb q\u00ebndrueshme t\u00eb financimit p\u00ebr kujdesin sh\u00ebndet\u00ebsor par\u00ebsor, por fatkeq\u00ebsisht ka ndodhur e kund\u00ebrta\u201d, u shpreh znj. Lahe.\r\n\r\nN\u00eb k\u00ebt\u00eb kuad\u00ebr, TFL shprehu gatishm\u00ebrin\u00eb p\u00ebr t\u00eb kontribuar q\u00eb n\u00eb fazat e hershme t\u00eb analizimit t\u00eb Projekt-Buxhetit Afatmes\u00ebm, duke qen\u00eb pjes\u00eb aktive e proceseve t\u00eb rishikimit t\u00eb shpenzimeve publike, me synim hartimin e buxheteve publike m\u00eb efikase, transparente dhe t\u00eb orientuara drejt nevojave reale t\u00eb qytetar\u00ebve.\r\n\r\n***\r\n\r\nTogether for Life (TFL) participated in the conference \u201cTowards More Effective Public Spending: EU-Aligned Reforms in Public Investment Management and Spending Reviews\u201d, organized by the Ministry of Finance in cooperation with the Delegation of the European Union to Albania, within the framework of the \u201cEU for Good Governance\u201d project.\r\n\r\nRepresentatives of the Delegation of the European Union to Albania, the Parliament of Albania, the Ministry of Finance, the Ministry of Health and Social Protection, as well as national and international experts, discussed reforms in public financial management, public investments, and the importance of spending reviews in increasing efficiency, transparency, and ensuring that public policies are more results-oriented for citizens.\r\n\r\nInvited as one of the speakers in the panel \u201cFrom Spending to Results: How Spending Reviews Can Help\u201d, TFL Project Manager Alma Lahe emphasized that civil society plays a key role in linking public budget analysis with its real impact on citizens\u2019 lives, contributing to the provision of higher-quality, sustainable, accessible, and more affordable services for all citizens.\r\n\r\nIn her remarks, Ms. Lahe raised concerns that public expenditure monitoring reports in the healthcare sector continue to reveal a weak connection between public policies and the budgets allocated for their implementation. As a concrete example, she referred to the Home-Based Health Care Service, a new service dedicated to patients who are unable to access health centers due to loss of mobility, which has now been expanded to all 356 health centers across the country and currently supports around 5,000 patients.\r\n\r\n\u201cThe expansion of such a vital service should have been accompanied by dedicated and sustainable increases in primary healthcare funding, but unfortunately, the opposite has happened,\u201d stated Ms. Lahe.\r\n\r\nIn this context, TFL expressed its readiness to contribute from the early stages of the Medium-Term Budget Programme analysis by actively engaging in spending review processes, with the aim of supporting the development of more efficient, transparent, and citizen-oriented public budgets.\r\n\r\n\r\n\r\n <\/div><\/article>Ngacmimi seksual dhe kultura e heshtjes<\/h2><\/div><\/div>Ngacmimi seksual n\u00eb vendin e pun\u00ebs vazhdon t\u00eb mbetet nj\u00eb nga format m\u00eb t\u00eb p\u00ebrhapura dhe m\u00eb pak t\u00eb raportuara t\u00eb dhun\u00ebs n\u00eb shoq\u00ebri. Edhe pse kuadri ligjor vendas dhe standardet nd\u00ebrkomb\u00ebtare jan\u00eb forcuar vitet e fundit, shum\u00eb punonj\u00ebs ende p\u00ebrballen me pasiguri, munges\u00eb informacioni dhe frik\u00eb p\u00ebr t\u00eb denoncuar sjelljet abuzive.\r\nNj\u00eb ambient pune i sigurt nuk lidhet vet\u00ebm me sigurin\u00eb fizike\r\nKoncepti i siguris\u00eb n\u00eb vendin e pun\u00ebs ka evoluar ndjesh\u00ebm gjat\u00eb dekadave t\u00eb fundit. N\u00eb t\u00eb kaluar\u00ebn, v\u00ebmendja kryesore ishte e p\u00ebrqendruar te mbrojtja fizike e punonj\u00ebsve, duke garantuar kushte teknike t\u00eb sigurta, pajisje mbrojt\u00ebse dhe standarde q\u00eb lidhen me sh\u00ebndetin n\u00eb pun\u00eb. Sot, ky koncept \u00ebsht\u00eb shum\u00eb m\u00eb i gjer\u00eb dhe p\u00ebrfshin edhe mir\u00ebqenien psikologjike, emocionale dhe morale t\u00eb individit. Nj\u00eb ambient pune konsiderohet realisht i sigurt vet\u00ebm at\u00ebher\u00eb kur punonj\u00ebsit ndihen t\u00eb respektuar, t\u00eb mbrojtur dhe t\u00eb trajtuar me dinjitet, pa frik\u00eb nga diskriminimi, presioni, intimidimi apo ngacmimi seksual.\r\n\r\nKjo qasje moderne ndaj siguris\u00eb n\u00eb pun\u00eb lidhet ngusht\u00eb me t\u00eb drejtat e njeriut dhe barazin\u00eb n\u00eb marr\u00ebdh\u00ebniet profesionale. Organizatat dhe institucionet nuk kan\u00eb m\u00eb p\u00ebrgjegj\u00ebsi vet\u00ebm p\u00ebr t\u00eb parandaluar aksidentet fizike, por edhe p\u00ebr t\u00eb krijuar nj\u00eb kultur\u00eb pune ku komunikimi, sjellja dhe marr\u00ebdh\u00ebniet nd\u00ebrpersonale bazohen n\u00eb respekt dhe profesionaliz\u00ebm. N\u00eb k\u00ebt\u00eb kuad\u00ebr, ngacmimi seksual konsiderohet nj\u00eb nga format m\u00eb t\u00eb r\u00ebnda t\u00eb cenimit t\u00eb integritetit t\u00eb punonj\u00ebsit, pasi prek jo vet\u00ebm mir\u00ebqenien emocionale, por edhe sigurin\u00eb, vet\u00ebbesimin dhe zhvillimin profesional t\u00eb individit.\r\n\r\nMegjithat\u00eb, n\u00eb shum\u00eb raste, viktimat hezitojn\u00eb t\u00eb reagojn\u00eb p\u00ebr shkak t\u00eb frik\u00ebs nga paragjykimi, izolimi apo pasojat profesionale q\u00eb mund t\u00eb sjell\u00eb raportimi. Kur ngacmimi vjen nga persona me pozita drejtuese, situata b\u00ebhet edhe m\u00eb e nd\u00ebrlikuar, pasi marr\u00ebdh\u00ebnia e pabarabart\u00eb e pushtetit krijon ndjesin\u00eb e pasiguris\u00eb dhe var\u00ebsis\u00eb profesionale. Kjo b\u00ebn q\u00eb shum\u00eb punonj\u00ebs t\u00eb zgjedhin heshtjen, duke toleruar sjellje q\u00eb ndikojn\u00eb drejtp\u00ebrdrejt n\u00eb sh\u00ebndetin e tyre emocional dhe n\u00eb performanc\u00ebn n\u00eb pun\u00eb.\r\n\r\nP\u00ebr k\u00ebt\u00eb arsye, krijimi i nj\u00eb ambienti pune t\u00eb sigurt k\u00ebrkon m\u00eb shum\u00eb sesa ekzistenc\u00ebn formale t\u00eb rregulloreve. Institucionet dhe kompanit\u00eb duhet t\u00eb investojn\u00eb n\u00eb nd\u00ebrgjegj\u00ebsimin e stafit, trajnimin e vazhduesh\u00ebm mbi etik\u00ebn dhe respektin n\u00eb marr\u00ebdh\u00ebniet profesionale, si dhe n\u00eb krijimin e mekanizmave t\u00eb besuesh\u00ebm t\u00eb raportimit dhe mbrojtjes s\u00eb viktimave. Vet\u00ebm p\u00ebrmes nj\u00eb kulture organizative q\u00eb nuk toleron asnj\u00eb form\u00eb abuzimi mund t\u00eb nd\u00ebrtohet nj\u00eb mjedis pune ku \u00e7do individ ndihet i vler\u00ebsuar, i respektuar dhe i sigurt.\r\n\r\nMungesa e informacionit i l\u00eb punonj\u00ebsit t\u00eb pambrojtur \r\n\r\nNj\u00eb nga problemet m\u00eb t\u00eb m\u00ebdha q\u00eb vazhdon t\u00eb shoq\u00ebroj\u00eb trajtimin e ngacmimit seksual n\u00eb vendin e pun\u00ebs \u00ebsht\u00eb mungesa e informacionit dhe e nd\u00ebrgjegj\u00ebsimit t\u00eb punonj\u00ebsve mbi t\u00eb drejtat q\u00eb u garantohen dhe mekanizmat q\u00eb ekzistojn\u00eb p\u00ebr mbrojtjen e tyre. N\u00eb shum\u00eb raste, punonj\u00ebsit nuk jan\u00eb t\u00eb informuar n\u00ebse institucioni apo kompania ku punojn\u00eb ka rregullore t\u00eb brendshme p\u00ebr parandalimin dhe trajtimin e rasteve t\u00eb ngacmimit seksual, nuk njohin procedurat e raportimit dhe as strukturat p\u00ebrgjegj\u00ebse ku mund t\u00eb k\u00ebrkojn\u00eb mb\u00ebshtetje.\r\n\r\nKjo munges\u00eb informacioni krijon pasiguri dhe i b\u00ebn punonj\u00ebsit m\u00eb t\u00eb pambrojtur p\u00ebrball\u00eb sjelljeve abuzive. Kur nj\u00eb individ nuk di se cilat jan\u00eb t\u00eb drejtat e tij, cilat institucione duhet ta mbrojn\u00eb apo si funksionon procesi i raportimit, ai ka m\u00eb pak gjasa t\u00eb reagoj\u00eb ose t\u00eb denoncoj\u00eb rastet e ngacmimit. N\u00eb shum\u00eb ambiente pune, sidomos n\u00eb sektorin privat, politikat kund\u00ebr ngacmimit seksual ekzistojn\u00eb vet\u00ebm formalisht ose mbeten dokumente q\u00eb nuk komunikohen realisht me stafin. P\u00ebr pasoj\u00eb, punonj\u00ebsit shpesh nuk kan\u00eb besim se shqet\u00ebsimet e tyre do t\u00eb trajtohen me seriozitet apo se do t\u00eb marrin mbrojtje efektive n\u00eb rast denoncimi.\r\n\r\nNj\u00eb problem tjet\u00ebr lidhet me munges\u00ebn e trajnimeve dhe aktiviteteve nd\u00ebrgjegj\u00ebsuese brenda institucioneve. N\u00eb shum\u00eb kompani nuk organizohen diskutime apo sesione informuese mbi etik\u00ebn n\u00eb vendin e pun\u00ebs, kufijt\u00eb e sjelljes profesionale dhe m\u00ebnyrat e raportimit t\u00eb rasteve t\u00eb ngacmimit. Kjo b\u00ebn q\u00eb shum\u00eb sjellje t\u00eb pap\u00ebrshtatshme t\u00eb normalizohen ose t\u00eb mos identifikohen si problem, si nga viktimat ashtu edhe nga koleg\u00ebt apo drejtuesit. N\u00eb munges\u00eb t\u00eb nj\u00eb kulture informimi dhe komunikimi t\u00eb hapur, heshtja dhe toleranca ndaj sjelljeve abuzive b\u00ebhen pjes\u00eb e p\u00ebrditshm\u00ebris\u00eb institucionale.\r\n\r\nN\u00eb t\u00eb kund\u00ebrt, institucionet q\u00eb investojn\u00eb n\u00eb politika t\u00eb qarta mbrojt\u00ebse dhe n\u00eb edukimin e stafit krijojn\u00eb nj\u00eb klim\u00eb m\u00eb t\u00eb sigurt dhe m\u00eb profesionale. Punonj\u00ebsit q\u00eb jan\u00eb t\u00eb informuar mbi t\u00eb drejtat e tyre dhe mbi procedurat e raportimit ndihen m\u00eb t\u00eb mbrojtur dhe kan\u00eb m\u00eb shum\u00eb besim p\u00ebr t\u00eb reaguar n\u00eb rastet kur p\u00ebrballen me sjellje t\u00eb pap\u00ebrshtatshme. Transparenca, komunikimi i vazhduesh\u00ebm dhe funksionimi i mekanizmave t\u00eb besuesh\u00ebm t\u00eb ankesave jan\u00eb element\u00eb thelb\u00ebsor\u00eb p\u00ebr nd\u00ebrtimin e nj\u00eb ambienti pune ku respektohet dinjiteti i \u00e7do individi.\r\n\r\nKy shkrim realizohet n\u00eb kuad\u00ebr t\u00eb \ud835\udc29\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc1e\ud835\udc24\ud835\udc2d\ud835\udc22\ud835\udc2d \ud835\udc15\ud835\udc08\ud835\udc0e\ud835\udc0b\ud835\udc04\ud835\udc13, \ud835\udc22 \ud835\udc1c\ud835\udc22\ud835\udc25\ud835\udc22 \ud835\udc2c\ud835\udc32\ud835\udc27\ud835\udc28\ud835\udc27 \ud835\udc2d\u00eb \ud835\udc24\ud835\udc28\ud835\udc27\ud835\udc2d\ud835\udc2b\ud835\udc22\ud835\udc1b\ud835\udc2e\ud835\udc28\ud835\udc23\u00eb \ud835\udc27\u00eb \ud835\udc29\ud835\udc1a\ud835\udc2b\ud835\udc1a\ud835\udc27\ud835\udc1d\ud835\udc1a\ud835\udc25\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc1a\ud835\udc1d\ud835\udc2b\ud835\udc1e\ud835\udc2c\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27 \ud835\udc1e \ud835\udc27\ud835\udc20\ud835\udc1a\ud835\udc1c\ud835\udc26\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc2d \ud835\udc2c\ud835\udc1e\ud835\udc24\ud835\udc2c\ud835\udc2e\ud835\udc1a\ud835\udc25 \ud835\udc27\u00eb \ud835\udc2f\ud835\udc1e\ud835\udc27\ud835\udc1d\ud835\udc22\ud835\udc27 \ud835\udc1e \ud835\udc29\ud835\udc2e\ud835\udc27\u00eb\ud835\udc2c, p\u00ebrmes rritjes s\u00eb nd\u00ebrgjegj\u00ebsimit, p\u00ebrmir\u00ebsimit t\u00eb mekanizmave t\u00eb raportimit dhe forcimit t\u00eb bashk\u00ebpunimit nd\u00ebrinstitucional.\r\n\r\n\ud835\udc0f\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc1e\ud835\udc24\ud835\udc2d\ud835\udc22 \ud835\udc15\ud835\udc08\ud835\udc0e\ud835\udc0b\ud835\udc04\ud835\udc13 \ud835\udc1b\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb\ud835\udc1f\ud835\udc22\ud835\udc27\ud835\udc1a\ud835\udc27\ud835\udc1c\ud835\udc28\ud835\udc21\ud835\udc1e\ud835\udc2d \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc0f\ud835\udc2b\ud835\udc28\ud835\udc20\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc22 #\ud835\udc02\ud835\udc04\ud835\udc11\ud835\udc15-\ud835\udc03\ud835\udc00\ud835\udc0f\ud835\udc07\ud835\udc0d\ud835\udc04 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc33\ud835\udc1b\ud835\udc1a\ud835\udc2d\ud835\udc28\ud835\udc21\ud835\udc1e\ud835\udc2d \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc0a\ud835\udc28\ud835\udc26\ud835\udc22\ud835\udc2c\ud835\udc22\ud835\udc28\ud835\udc27\ud835\udc1e\ud835\udc2b\ud835\udc22 \ud835\udc29\u00eb\ud835\udc2b \ud835\udc0c\ud835\udc1b\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc2d\ud835\udc23\ud835\udc1e\ud835\udc27 \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc03\ud835\udc22\ud835\udc2c\ud835\udc24\ud835\udc2b\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27\ud835\udc22\ud835\udc26\ud835\udc22 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc12\ud835\udc21\ud835\udc28\ud835\udc2a\ud835\udc1a\ud835\udc2d\ud835\udc1a \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e, n\u00eb bashk\u00ebpunim me partner\u00eb nd\u00ebrkomb\u00ebtar\u00eb nga \ud835\udc12\ud835\udc25\ud835\udc25\ud835\udc28\ud835\udc2f\ud835\udc1a\ud835\udc24\ud835\udc22\ud835\udc1a, \ud835\udc0f\ud835\udc28\ud835\udc2b\ud835\udc2d\ud835\udc2e\ud835\udc20\ud835\udc1a\ud835\udc25\ud835\udc22\ud835\udc1a, \ud835\udc0b\ud835\udc22\ud835\udc2d\ud835\udc2e\ud835\udc1a\ud835\udc27\ud835\udc22\ud835\udc1a, \ud835\udc0c\ud835\udc1a\ud835\udc2a\ud835\udc1e\ud835\udc1d\ud835\udc28\ud835\udc27\ud835\udc22\ud835\udc1a \ud835\udc1e \ud835\udc15\ud835\udc1e\ud835\udc2b\ud835\udc22\ud835\udc2e\ud835\udc2d dhe \ud835\udc11\ud835\udc1e\ud835\udc29\ud835\udc2e\ud835\udc1b\ud835\udc25\ud835\udc22\ud835\udc24\ud835\udc1a \u00c7\ud835\udc1e\ud835\udc24\ud835\udc1e.\r\n\r\n\u00a0<\/div><\/article>SOLIDAR – Vizit\u00eb shk\u00ebmbimi mes mes Rrjeteve t\u00eb Q\u00ebndrueshm\u00ebris\u00eb n\u00eb Komunitet (CRN)<\/h2><\/div><\/div>\ud835\udc0c\u00eb \ud835\udfd0\ud835\udfd2 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udfd0\ud835\udfd7 \ud835\udc0f\ud835\udc2b\ud835\udc22\ud835\udc25\ud835\udc25, u zhvilluan dy vizita shk\u00ebmbimi mes \ud835\udc11\ud835\udc2b\ud835\udc23\ud835\udc1e\ud835\udc2d\ud835\udc1e\ud835\udc2f\ud835\udc1e \ud835\udc2d\u00eb \ud835\udc10\u00eb\ud835\udc27\ud835\udc1d\ud835\udc2b\ud835\udc2e\ud835\udc1e\ud835\udc2c\ud835\udc21\ud835\udc26\u00eb\ud835\udc2b\ud835\udc22\ud835\udc2c\u00eb \ud835\udc27\u00eb \ud835\udc0a\ud835\udc28\ud835\udc26\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc2d\ud835\udc1e\ud835\udc2d (\ud835\udc02\ud835\udc11\ud835\udc0d): \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc15\ud835\udc28\ud835\udc2b\u00eb \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc05\ud835\udc2e\ud835\udc2c\ud835\udc21\u00eb-\ud835\udc0a\ud835\udc2b\ud835\udc2e\ud835\udc23\u00eb \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc02\u00eb\ud835\udc2b\ud835\udc2b\ud835\udc22\ud835\udc24 \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc06\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc2c\ud835\udc21.\r\n\r\n\r\n\r\nP\u00ebrmes k\u00ebtyre shk\u00ebmbimeve, an\u00ebtar\u00ebt e CRN-ve p\u00ebrfituan njohuri praktike, modele konkrete p\u00ebr avokim lokal, ide p\u00ebr p\u00ebrmir\u00ebsimin e reagimit ndaj emergjencave dhe nj\u00eb kuptim m\u00eb t\u00eb qart\u00eb t\u00eb rolit t\u00eb tyre si ura lidh\u00ebse mes komunitetit dhe institucioneve.\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\nPse jan\u00eb t\u00eb r\u00ebnd\u00ebsishme k\u00ebto shk\u00ebmbime p\u00ebr an\u00ebtar\u00ebt e CRN-ve?\r\n\r\n\r\n\u00b7 P\u00ebr t\u00eb m\u00ebsuar nga p\u00ebrvoja praktike n\u00eb komunitete t\u00eb tjera, si p.sh. m\u00ebnyra se si CRN Fush\u00eb-Kruj\u00eb ka mb\u00ebshtetur p\u00ebrmir\u00ebsimin e siguris\u00eb nga zjarri n\u00eb shkolla dhe si koordinimi institucional dhe p\u00ebrpjekjet advokuese n\u00eb Gramsh kan\u00eb ndihmuar n\u00eb p\u00ebrmir\u00ebsimin e logjistik\u00ebs, si vendosja e tabelave paralajm\u00ebruese n\u00eb zonat me rrezik mbytjeje;\r\n\r\n\u00b7 P\u00ebr t\u00eb shk\u00ebmbyer zgjidhje p\u00ebr sfida t\u00eb p\u00ebrbashk\u00ebta, p\u00ebrfshir\u00eb aksesin n\u00eb autoambulanca, burimet e kufizuara sh\u00ebndet\u00ebsore, angazhimin e vullnetar\u00ebve dhe koordinimin gjat\u00eb emergjencave;\r\n\r\n\u00b7 P\u00ebr t\u00eb forcuar rolin e tyre n\u00eb advokim lokal dhe reagim ndaj emergjencave, duke par\u00eb se si CRN-t\u00eb mund t\u00eb identifikojn\u00eb boshll\u00ebqe konkrete n\u00eb siguri dhe t\u00eb advokojn\u00eb p\u00ebr p\u00ebrmir\u00ebsime konkrete n\u00eb institucionet publike;\r\n\r\n\u00b7 P\u00ebr t\u00eb kuptuar m\u00eb qart\u00eb rolin e CRN-ve si ur\u00eb lidh\u00ebse mes nevojave t\u00eb komunitetit dhe institucioneve, duke rritur efikasitetin e strukturave t\u00eb reagimit ndaj emergjencave.\r\n\r\n\r\n\r\n\r\nKy aktivitet \u00ebsht\u00eb realizuar n\u00eb kuad\u00ebr t\u00eb projektit \ud835\udc12\ud835\udc0e\ud835\udc0b\ud835\udc08\ud835\udc03\ud835\udc00\ud835\udc11 \u2013 \ud835\udc01\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb \ud835\udc27\u00eb \ud835\udc1e\ud835\udc26\ud835\udc1e\ud835\udc2b\ud835\udc20\ud835\udc23\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc1a\ud835\udc2d \ud835\udc2c\ud835\udc21\u00eb\ud835\udc27\ud835\udc1d\ud835\udc1e\ud835\udc2d\u00eb\ud835\udc2c\ud835\udc28\ud835\udc2b\ud835\udc1e, nj\u00eb projekt i \ud835\udc00\ud835\udc20\ud835\udc23\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc22\ud835\udc2c\u00eb \ud835\udc19\ud835\udc2f\ud835\udc22\ud835\udc1c\ud835\udc1e\ud835\udc2b\ud835\udc1a\ud835\udc27\ud835\udc1e \ud835\udc29\u00eb\ud835\udc2b \ud835\udc19\ud835\udc21\ud835\udc2f\ud835\udc22\ud835\udc25\ud835\udc25\ud835\udc22\ud835\udc26 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc01\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb\ud835\udc29\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc26 (\ud835\udc12\ud835\udc03\ud835\udc02), q\u00eb implementohet nga \ud835\udc06\ud835\udc05\ud835\udc00 \ud835\udc02\ud835\udc28\ud835\udc27\ud835\udc2c\ud835\udc2e\ud835\udc25\ud835\udc2d\ud835\udc22\ud835\udc27\ud835\udc20 \ud835\udc06\ud835\udc2b\ud835\udc28\ud835\udc2e\ud835\udc29 \ud835\udc06\ud835\udc26\ud835\udc1b\ud835\udc07 n\u00eb partneritet me \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e.\r\n\r\n\r\n\r\n\r\n***\r\n\r\n\r\n\r\n\r\n\ud835\udc0e\ud835\udc27 \ud835\udfd0\ud835\udfd2 \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udfd0\ud835\udfd7 \ud835\udc00\ud835\udc29\ud835\udc2b\ud835\udc22\ud835\udc25, two exchange visits took place between \ud835\udc02\ud835\udc28\ud835\udc26\ud835\udc26\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc2d\ud835\udc32 \ud835\udc11\ud835\udc1e\ud835\udc2c\ud835\udc22\ud835\udc25\ud835\udc22\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc1e \ud835\udc0d\ud835\udc1e\ud835\udc2d\ud835\udc30\ud835\udc28\ud835\udc2b\ud835\udc24\ud835\udc2c (\ud835\udc02\ud835\udc11\ud835\udc0d\ud835\udc2c): \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc15\ud835\udc28\ud835\udc2b\u00eb \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc05\ud835\udc2e\ud835\udc2c\ud835\udc21\u00eb-\ud835\udc0a\ud835\udc2b\ud835\udc2e\ud835\udc23\u00eb \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc02\u00eb\ud835\udc2b\ud835\udc2b\ud835\udc22\ud835\udc24 \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc06\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc2c\ud835\udc21.\r\n\r\n\r\n\r\n\r\nThrough these exchanges, CRN members gained practical knowledge, concrete models for local advocacy, ideas to improve emergency response, and a clearer understanding of their role as a bridge between communities and institutions.\r\n\r\n\r\n\r\n\r\nWhy are these exchanges important for CRN members?\r\n\r\n\r\n\r\n\r\n\u00b7 To learn from practical experiences in other communities, such as how CRN Fush\u00eb-Kruj\u00eb supported fire safety improvements in schools and how institutional coordination and advocacy efforts in Gramsh helped improve logistics, such as placing warning signs in areas at risk of drowning;\r\n\r\n\r\n\u00b7 To exchange solutions to shared challenges, including access to ambulances, limited health resources, volunteer engagement, and coordination during emergencies;\r\n\r\n\r\n\r\n\u00b7 To strengthen their role in local advocacy and emergency response by seeing how CRNs can identify concrete safety gaps and advocate for practical improvements in public institutions;\r\n\r\n\u00b7 To better understand the role of CRNs as a bridge between community needs and institutions, increasing the effectiveness of emergency response structures.\r\n\r\n\r\n\r\n\r\n\r\n\r\nThis activity was carried out within the framework of the \ud835\udc12\ud835\udc0e\ud835\udc0b\ud835\udc08\ud835\udc03\ud835\udc00\ud835\udc11 \u2013 \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc22\ud835\udc27 \ud835\udc21\ud835\udc1e\ud835\udc1a\ud835\udc25\ud835\udc2d\ud835\udc21 \ud835\udc1e\ud835\udc26\ud835\udc1e\ud835\udc2b\ud835\udc20\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc22\ud835\udc1e\ud835\udc2c project, funded by the \ud835\udc12\ud835\udc30\ud835\udc22\ud835\udc2c\ud835\udc2c \ud835\udc00\ud835\udc20\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc32 \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc03\ud835\udc1e\ud835\udc2f\ud835\udc1e\ud835\udc25\ud835\udc28\ud835\udc29\ud835\udc26\ud835\udc1e\ud835\udc27\ud835\udc2d \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udc02\ud835\udc28\ud835\udc28\ud835\udc29\ud835\udc1e\ud835\udc2b\ud835\udc1a\ud835\udc2d\ud835\udc22\ud835\udc28\ud835\udc27 (\ud835\udc12\ud835\udc03\ud835\udc02) and implemented by \ud835\udc06\ud835\udc05\ud835\udc00 \ud835\udc02\ud835\udc28\ud835\udc27\ud835\udc2c\ud835\udc2e\ud835\udc25\ud835\udc2d\ud835\udc22\ud835\udc27\ud835\udc20 \ud835\udc06\ud835\udc2b\ud835\udc28\ud835\udc2e\ud835\udc29 \ud835\udc06\ud835\udc26\ud835\udc1b\ud835\udc07 in partnership with \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e.<\/div><\/article><\/div>
Marr\u00ebdh\u00ebniet nd\u00ebrmjet koleg\u00ebve n\u00eb vendin e pun\u00ebs p\u00ebrb\u00ebjn\u00eb nj\u00eb element themelor p\u00ebr krijimin e nj\u00eb mjedisi profesional t\u00eb sh\u00ebndetsh\u00ebm, produktiv dhe mb\u00ebshtet\u00ebs. P\u00ebrtej ndarjes s\u00eb p\u00ebrgjegj\u00ebsive profesionale gjat\u00eb orarit t\u00eb pun\u00ebs, punonj\u00ebsit kalojn\u00eb nj\u00eb pjes\u00eb t\u00eb konsiderueshme t\u00eb jet\u00ebs s\u00eb tyre s\u00eb p\u00ebrditshme n\u00eb t\u00eb nj\u00ebjtin ambient, \u00e7ka i b\u00ebn bashk\u00ebpunimin, mir\u00ebkuptimin dhe respektin reciprok parime thelb\u00ebsore t\u00eb funksionimit t\u00eb suksessh\u00ebm t\u00eb \u00e7do nd\u00ebrmarrje. Komunikimi i hapur, sjellja etike dhe qasja korrekte ndaj koleg\u00ebve kontribuojn\u00eb n\u00eb forcimin e besimit dhe p\u00ebrmir\u00ebsimin e performanc\u00ebs n\u00eb pun\u00eb, duke nd\u00ebrtuar nj\u00eb kultur\u00eb pune pozitive dhe gjith\u00ebp\u00ebrfshir\u00ebse. Edhe, humori dhe marr\u00ebdh\u00ebniet e mira shoq\u00ebrore ndikojn\u00eb pozitivisht n\u00eb moralin e stafit dhe n\u00eb krijimin e lidhjeve t\u00eb q\u00ebndrueshme profesionale, nd\u00ebrsa respektimi i kufijve etik\u00eb dhe dinjitetit t\u00eb \u00e7do individi mbetet kusht i domosdosh\u00ebm p\u00ebr ruajtjen e integritetit dhe harmonis\u00eb n\u00eb vendin e pun\u00ebs.\r\n\r\nN\u00eb shum\u00eb shoq\u00ebri, marr\u00ebdh\u00ebniet romantike mes koleg\u00ebve mund t\u00eb konsiderohen t\u00eb pranueshme, megjithat\u00eb ekzistojn\u00eb kufij t\u00eb qart\u00eb mes interesit t\u00eb nd\u00ebrsjell\u00eb dhe ngacmimit seksual, ku ky i fundit p\u00ebrb\u00ebn nj\u00eb shkelje serioze t\u00eb etik\u00ebs profesionale dhe t\u00eb respektit njer\u00ebzor.\r\n\r\nN\u00eb Shqip\u00ebri, ashtu si n\u00eb shum\u00eb vende t\u00eb tjera, ngacmimi seksual perceptohet si nj\u00eb sjellje q\u00eb c\u00ebnon besimin nd\u00ebrmjet koleg\u00ebve, krijon tensione dhe ndikon negativisht n\u00eb klim\u00ebn organizative. P\u00ebr k\u00ebt\u00eb arsye, ngacmimi seksual n\u00eb vendin e pun\u00ebs mbetet nj\u00eb nd\u00ebr problematikat m\u00eb shqet\u00ebsuese p\u00ebr shoq\u00ebrit\u00eb moderne, duke ngritur nevoj\u00ebn p\u00ebr politika efektive parandaluese dhe mekanizma t\u00eb qart\u00eb adresimi t\u00eb fenomenit brenda nd\u00ebrmarrjeve publike ose jopublike.\r\n\r\nBindja se ngacmimi seksual n\u00eb mjediset e pun\u00ebs mund dhe duhet t\u00eb parandalohet \u00ebsht\u00eb thelb\u00ebsore p\u00ebr nd\u00ebrtimin e nj\u00eb kulture pune t\u00eb sigurt dhe respektuese p\u00ebr t\u00eb gjith\u00eb punonj\u00ebsit. Sipas studimit \u201cNgacmimi Seksual n\u00eb Tregun e Pun\u00ebs\u201d, t\u00eb realizuar dhe publikuar nga Together for Life dy vjet m\u00eb par\u00eb, ky perceptim lidhet ngusht\u00eb me rritjen e nd\u00ebrgjegj\u00ebsimit shoq\u00ebror dhe kulturor mbi t\u00eb drejtat e punonj\u00ebsve dhe r\u00ebnd\u00ebsin\u00eb e respektit n\u00eb vendin e pun\u00ebs. Studimi evidentoi dallime t\u00eb dukshme gjinore n\u00eb perceptimin e fenomenit ku 29% e meshkujve e konsiderojn\u00eb ngacmimin seksual si t\u00eb pashmangsh\u00ebm, krahasuar me 14% t\u00eb grave. Ky dallim tregon se burrat dhe grat\u00eb e perceptojn\u00eb ndryshe ndikimin dhe pasojat e ngacmimit seksual ndaj viktimave. Grat\u00eb shpesh ndihen m\u00eb t\u00eb ekspozuara dhe m\u00eb t\u00eb prekura nga ky fenomen, nd\u00ebrsa burrat priren ta shohin at\u00eb nga nj\u00eb k\u00ebndv\u00ebshtrim tjet\u00ebr, \u00e7ka n\u00ebnvizon nevoj\u00ebn p\u00ebr rritje t\u00eb m\u00ebtejshme t\u00eb nd\u00ebrgjegj\u00ebsimit dhe edukimit p\u00ebr t\u00eb dyja grupet.\r\n\r\nN\u00eb nj\u00eb koh\u00eb kur respektimi i t\u00eb drejtave t\u00eb punonj\u00ebsve dhe promovimi i barazis\u00eb n\u00eb vendin e pun\u00ebs po marrin gjithnj\u00eb e m\u00eb shum\u00eb r\u00ebnd\u00ebsi, perceptimi se ngacmimi seksual mund t\u00eb parandalohet p\u00ebrb\u00ebn nj\u00eb tregues pozitiv p\u00ebr p\u00ebrmir\u00ebsimin e kultur\u00ebs organizative. Ky nd\u00ebrgjegj\u00ebsim nuk reflekton vet\u00ebm p\u00ebrvoja individuale, por \u00ebsht\u00eb gjithashtu konsiderohet si rezultat i fushatave t\u00eb vazhdueshme sensibilizuese dhe p\u00ebrmir\u00ebsimit t\u00eb standardeve t\u00eb pun\u00ebs n\u00eb nivel komb\u00ebtar dhe nd\u00ebrkomb\u00ebtar. N\u00eb k\u00ebt\u00eb kuad\u00ebr, nd\u00ebrmarrjet, institucionet dhe organizatat po orientohen drejt hartimit dhe zbatimit t\u00eb politikave m\u00eb t\u00eb qarta p\u00ebr mbrojtjen e punonj\u00ebsve, me synim krijimin e nj\u00eb mjedisi pune t\u00eb sigurt, dinjitoz dhe pa diskriminim p\u00ebr t\u00eb gjith\u00eb.\r\n\r\nSi mund t\u00eb shmangen ngacmemet seksuale n\u00eb mjeside pune me pun\u00ebmarr\u00ebs burra dhe gra\r\n\r\nBazuar n\u00eb t\u00eb dh\u00ebnat e analizuara nga studimi i realizuar nga Together for Life mbi p\u00ebrhapjen e fenomenit t\u00eb ngacmimit seksual n\u00eb sektorin publik dhe privat, n\u00eb t\u00eb cilin u p\u00ebrfshin\u00eb rreth 1000 t\u00eb anketuar - burra dhe gra, djem dhe vajza n\u00eb t\u00eb gjith\u00eb vendin, bie n\u00eb sy se shumica e t\u00eb anketuarve (53%) besojn\u00eb se ngacmimi seksual \u00ebsht\u00eb i shmangsh\u00ebm n\u00eb mjediset e pun\u00ebs me p\u00ebrb\u00ebrje gjinore t\u00eb p\u00ebrzier. Ky rezultat p\u00ebrb\u00ebn nj\u00eb tregues t\u00eb r\u00ebnd\u00ebsish\u00ebm t\u00eb rritjes s\u00eb nd\u00ebrgjegj\u00ebsimit dhe sensibilizimit t\u00eb qytetar\u00ebve mbi nevoj\u00ebn p\u00ebr parandalimin e k\u00ebtij fenomeni dhe krijimin e nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt dhe siguri p\u00ebr t\u00eb gjith\u00eb.\r\n\r\nKy rezultat p\u00ebrb\u00ebn nj\u00eb tregues t\u00eb r\u00ebnd\u00ebsish\u00ebm se nd\u00ebrgjegj\u00ebsimi dhe informimi publik kan\u00eb ndikuar pozitivisht n\u00eb p\u00ebrmir\u00ebsimin e qasjes s\u00eb qytetar\u00ebve shqiptar\u00eb ndaj k\u00ebtij fenomeni dhe n\u00eb rritjen e besimit se ai mund t\u00eb parandalohet p\u00ebrmes masave konkrete dhe kultur\u00ebs s\u00eb duhur institucionale.\r\n\r\nBesimi se ngacmimi seksual mund t\u00eb parandalohet p\u00ebrfaq\u00ebson nj\u00eb hap t\u00eb r\u00ebnd\u00ebsish\u00ebm drejt nd\u00ebrtimit t\u00eb nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt, barazi dhe siguri. Rritja e nd\u00ebrgjegj\u00ebsimit mbi k\u00ebt\u00eb \u00e7\u00ebshtje \u00ebsht\u00eb thelb\u00ebsore jo vet\u00ebm p\u00ebr t\u00eb parandaluar sjelljet abuzive, por edhe p\u00ebr t\u00eb krijuar nj\u00eb ambient ku \u00e7do punonj\u00ebs ndihet i respektuar, i d\u00ebgjuar dhe i mbrojtur. Ky perceptim p\u00ebrb\u00ebn gjithashtu nj\u00eb thirrje t\u00eb drejtp\u00ebrdrejt\u00eb p\u00ebr institucionet publike dhe private q\u00eb t\u00eb nd\u00ebrmarrin hapa konkret\u00eb p\u00ebr mbrojtjen e punonj\u00ebsve dhe p\u00ebr edukimin e stafit mbi kufijt\u00eb e sjelljes s\u00eb pranueshme n\u00eb marr\u00ebdh\u00ebniet profesionale.\r\n\r\nP\u00ebrmir\u00ebsimi i kushteve t\u00eb pun\u00ebs dhe krijimi i nj\u00eb ambienti t\u00eb sigurt dhe gjith\u00ebp\u00ebrfshir\u00ebs duhet t\u00eb jet\u00eb objektiv prioritar p\u00ebr \u00e7do kompani dhe institucion. Nj\u00eb kultur\u00eb pune q\u00eb promovon respektin, dinjitetin dhe sigurin\u00eb kontribuon jo vet\u00ebm n\u00eb parandalimin e ngacmimit seksual, por edhe n\u00eb rritjen e mir\u00ebqenies dhe produktivitetit t\u00eb p\u00ebrgjithsh\u00ebm t\u00eb punonj\u00ebsve. Mjediset e pun\u00ebs q\u00eb mb\u00ebshteten mbi vlerat e respektit dhe mbrojtjes s\u00eb t\u00eb drejtave t\u00eb individit krijojn\u00eb nj\u00eb kultur\u00eb organizative t\u00eb q\u00ebndrueshme, ku \u00e7do punonj\u00ebs ndihet i vler\u00ebsuar, i sigurt dhe i motivuar p\u00ebr t\u00eb kontribuar n\u00eb m\u00ebnyr\u00eb profesionale. N\u00eb k\u00ebt\u00eb kuad\u00ebr, nd\u00ebrgjegj\u00ebsimi dhe veprimet konkrete mbeten faktor\u00eb ky\u00e7 p\u00ebr t\u00eb garantuar q\u00eb \u00e7do vend pune t\u00eb jet\u00eb nj\u00eb hap\u00ebsir\u00eb respekti, mb\u00ebshtetjeje dhe zhvillimi p\u00ebr t\u00eb gjith\u00eb.<\/div><\/article>Pse krijimi i nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt dhe barazi duhet t\u00eb kthehet n\u00eb prioritet p\u00ebr \u00e7do pun\u00ebdh\u00ebn\u00ebs<\/h2><\/div>
Pse krijimi i nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt dhe barazi duhet t\u00eb kthehet n\u00eb prioritet p\u00ebr \u00e7do pun\u00ebdh\u00ebn\u00ebs<\/h2><\/div><\/div>Siguria, dinjiteti dhe integriteti n\u00eb vendin e pun\u00ebs p\u00ebrb\u00ebjn\u00eb t\u00eb drejta themelore t\u00eb \u00e7do punonj\u00ebsi dhe standarde thelb\u00ebsore p\u00ebr nj\u00eb mjedis pune t\u00eb drejt\u00eb, etik dhe profesional. Nj\u00eb ambient pune i sigurt nuk kufizohet vet\u00ebm n\u00eb mbrojtjen fizike t\u00eb pun\u00ebmarr\u00ebsve, por p\u00ebrfshin gjithashtu garantimin e mir\u00ebqenies morale dhe psikologjike, duke mos toleruar asnj\u00eb form\u00eb ngacmimi seksual, diskriminimi apo sjelljeje t\u00eb pap\u00ebrshtatshme q\u00eb cenon dinjitetin dhe t\u00eb drejtat e individit.\r\n\r\nHistorikisht, koncepti i siguris\u00eb n\u00eb pun\u00eb ka qen\u00eb i fokusuar kryesisht n\u00eb aspektet teknike dhe mbrojtjen fizike t\u00eb punonj\u00ebsve. Megjithat\u00eb, zhvillimet sociale, ligjore dhe rritja e nd\u00ebrgjegj\u00ebsimit p\u00ebr t\u00eb drejtat e njeriut kan\u00eb sjell\u00eb nj\u00eb qasje m\u00eb gjith\u00ebp\u00ebrfshir\u00ebse ndaj siguris\u00eb n\u00eb vendin e pun\u00ebs, duke e konsideruar mbrojtjen nga abuzimi moral, psikologjik dhe seksual si pjes\u00eb integrale t\u00eb saj.\r\n\r\nSot, legjislacioni komb\u00ebtar dhe standardet nd\u00ebrkomb\u00ebtare e njohin ngacmimin seksual n\u00eb vendin e pun\u00ebs si nj\u00eb nga format m\u00eb serioze dhe m\u00eb t\u00eb p\u00ebrhapura t\u00eb dhun\u00ebs dhe diskriminimit n\u00eb marr\u00ebdh\u00ebniet e pun\u00ebs. P\u00ebr k\u00ebt\u00eb arsye, mekanizmat ligjor\u00eb dhe institucionale p\u00ebr parandalimin, raportimin dhe trajtimin e rasteve t\u00eb tilla jan\u00eb fuqizuar ndjesh\u00ebm. N\u00eb t\u00eb nj\u00ebjt\u00ebn koh\u00eb, krijimi i nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt, barazi dhe llogaridh\u00ebnie \u00ebsht\u00eb kthyer n\u00eb prioritet p\u00ebr institucionet publike, organizatat dhe kompanit\u00eb q\u00eb synojn\u00eb t\u00eb nd\u00ebrtojn\u00eb ambiente pune t\u00eb sigurta, gjith\u00ebp\u00ebrfshir\u00ebse dhe profesionale.\r\n\r\nN\u00eb \u00e7do institucion apo subjekt pun\u00ebdh\u00ebn\u00ebs, ekzistenca e politikave t\u00eb qarta dhe mekanizmave funksional\u00eb p\u00ebr parandalimin dhe adresimin e ngacmimit seksual p\u00ebrb\u00ebn nj\u00eb element thelb\u00ebsor t\u00eb siguris\u00eb dhe etik\u00ebs n\u00eb vendin e pun\u00ebs. Rregulloret e brendshme duhet t\u00eb jen\u00eb t\u00eb hartuara n\u00eb m\u00ebnyr\u00eb t\u00eb qart\u00eb, t\u00eb komunikohen rregullisht dhe t\u00eb jen\u00eb leht\u00ebsisht t\u00eb aksesueshme p\u00ebr t\u00eb gjith\u00eb punonj\u00ebsit, pavar\u00ebsisht pozicionit apo nivelit hierarkik. K\u00ebto politika nuk duhet t\u00eb mbeten vet\u00ebm dokumente formale, por t\u00eb shoq\u00ebrohen me masa konkrete parandaluese, procedura efektive raportimi dhe mekanizma mb\u00ebshtet\u00ebs p\u00ebr viktimat e mundshme t\u00eb ngacmimit seksual.\r\n\r\nP\u00ebrgjegj\u00ebsia kryesore p\u00ebr garantimin e nj\u00eb ambienti pune t\u00eb sigurt dhe dinjitoz bie mbi drejtuesit dhe pun\u00ebdh\u00ebn\u00ebsit, t\u00eb cil\u00ebt kan\u00eb detyrimin ligjor dhe etik t\u00eb nd\u00ebrtojn\u00eb nj\u00eb kultur\u00eb institucionale t\u00eb bazuar n\u00eb respekt, barazi dhe mosdiskriminim. Nj\u00eb mjedis pune ku punonj\u00ebsit ndihen t\u00eb mbrojtur dhe t\u00eb d\u00ebgjuar ndikon drejtp\u00ebrdrejt jo vet\u00ebm n\u00eb mir\u00ebqenien e tyre psikologjike dhe profesionale, por edhe n\u00eb rritjen e besimit, produktivitetit dhe integritetit t\u00eb vet\u00eb institucionit.\r\n\r\nT\u00eb dh\u00ebnat e studimit t\u00eb realizuar nga Shoqata Together for Life (TFL) ne vitin 2024 tregojn\u00eb se niveli i nd\u00ebrgjegj\u00ebsimit mbi ekzistenc\u00ebn e rregulloreve t\u00eb brendshme p\u00ebr mbrojtjen nga ngacmimi seksual \u00ebsht\u00eb duksh\u00ebm m\u00eb i lart\u00eb n\u00eb institucionet publike dhe n\u00eb organizatat joqeveritare. Kjo lidhet kryesisht me faktin se k\u00ebto institucione kan\u00eb investuar m\u00eb shum\u00eb n\u00eb informimin, edukimin dhe sensibilizimin e stafit lidhur me t\u00eb drejtat n\u00eb vendin e pun\u00ebs dhe mekanizmat mbrojt\u00ebs kund\u00ebr ngacmimit seksual. N\u00eb k\u00ebto sektor\u00eb vihet re nj\u00eb angazhim m\u00eb i madh p\u00ebr zhvillimin e trajnimeve, sesioneve informuese dhe politikave t\u00eb brendshme q\u00eb promovojn\u00eb nj\u00eb kultur\u00eb pune m\u00eb t\u00eb sigurt dhe m\u00eb gjith\u00ebp\u00ebrfshir\u00ebse.\r\n\r\nN\u00eb t\u00eb kund\u00ebrt, sektori privat paraqet mang\u00ebsi t\u00eb konsiderueshme n\u00eb k\u00ebt\u00eb drejtim. Studimi evidenton se shum\u00eb kompani private nuk kan\u00eb nd\u00ebrmarr\u00eb masa t\u00eb mjaftueshme p\u00ebr t\u00eb informuar punonj\u00ebsit mbi t\u00eb drejtat e tyre, procedurat e raportimit apo masat disiplinore q\u00eb aplikohen n\u00eb rastet e ngacmimit seksual. Mungesa e trajnimeve periodike, e komunikimit institucional dhe e politikave aktive parandaluese reflekton nj\u00eb nivel t\u00eb ul\u00ebt prioriteti q\u00eb i kushtohet k\u00ebsaj \u00e7\u00ebshtjeje n\u00eb nj\u00eb pjes\u00eb t\u00eb konsiderueshme t\u00eb sektorit privat. Si pasoj\u00eb, shum\u00eb punonj\u00ebs mbeten t\u00eb painformuar ose t\u00eb pasigurt mbi m\u00ebnyr\u00ebn se si duhet t\u00eb veprojn\u00eb n\u00eb rast se p\u00ebrballen me forma t\u00eb ngacmimit seksual n\u00eb vendin e pun\u00ebs.\r\n\r\nGjetjet e studimit t\u00eb TFL-s\u00eb tregonin se vet\u00ebm 52% e punonj\u00ebsve deklarojn\u00eb se jan\u00eb n\u00eb dijeni t\u00eb ekzistenc\u00ebs s\u00eb nj\u00eb rregulloreje t\u00eb brendshme p\u00ebr mbrojtjen nga ngacmimi seksual n\u00eb institucionin apo kompanin\u00eb ku punojn\u00eb. Nd\u00ebrkoh\u00eb, pjesa tjet\u00ebr ose nuk kan\u00eb informacion mbi ekzistenc\u00ebn e k\u00ebtyre mekanizmave mbrojt\u00ebs, ose nuk jan\u00eb t\u00eb sigurt p\u00ebr funksionimin dhe zbatimin e tyre n\u00eb praktik\u00eb. Ky nivel i kufizuar nd\u00ebrgjegj\u00ebsimi p\u00ebrb\u00ebn nj\u00eb tregues shqet\u00ebsues mbi nevoj\u00ebn p\u00ebr forcimin e masave parandaluese dhe informuese n\u00eb vendin e pun\u00ebs.\r\n\r\nN\u00eb k\u00ebt\u00eb kuad\u00ebr, b\u00ebhet e domosdoshme q\u00eb pun\u00ebdh\u00ebn\u00ebsit, ve\u00e7an\u00ebrisht n\u00eb sektorin privat, t\u00eb nd\u00ebrmarrin hapa m\u00eb konkret\u00eb p\u00ebr hartimin dhe zbatimin efektiv t\u00eb politikave kund\u00ebr ngacmimit seksual, p\u00ebr organizimin e trajnimeve t\u00eb vazhdueshme dhe p\u00ebr krijimin e mekanizmave t\u00eb besuesh\u00ebm t\u00eb raportimit dhe mb\u00ebshtetjes p\u00ebr punonj\u00ebsit. Vet\u00ebm p\u00ebrmes nj\u00eb qasjeje t\u00eb till\u00eb mund t\u00eb nd\u00ebrtohen ambiente pune t\u00eb sigurta, profesionale dhe t\u00eb bazuara n\u00eb respektimin e dinjitetit dhe t\u00eb drejtave t\u00eb \u00e7do individi.<\/div><\/article>EU for Good Governance, TFL ngre shqet\u00ebsimin p\u00ebr munges\u00ebn e financimit t\u00eb qendruesh\u00ebm p\u00ebr sh\u00ebrbimet sh\u00ebndet\u00ebsore jetike<\/h2><\/div><\/div>\ud83d\udcca Shoqata Together for Life (TFL) mori pjes\u00eb n\u00eb konferenc\u00ebn \u201cDrejt nj\u00eb shpenzimi publik m\u00eb efektiv: Reforma t\u00eb harmonizuara me standardet e BE-s\u00eb n\u00eb menaxhimin e investimeve publike dhe rishikimin e shpenzimeve publike\u201d, organizuar nga Ministria e Financave n\u00eb bashk\u00ebpunim me Delegacionin e Bashkimit Europian n\u00eb Shqip\u00ebri, n\u00eb kuad\u00ebr t\u00eb projektit \u201cEU for Good Governance\u201d.\r\n\r\nP\u00ebrfaq\u00ebsues t\u00eb Delegacionit t\u00eb Bashkimit Europian n\u00eb Shqip\u00ebri, Kuvendit t\u00eb Shqip\u00ebris\u00eb, Ministris\u00eb s\u00eb Financave, Ministris\u00eb s\u00eb Sh\u00ebndet\u00ebsis\u00eb dhe Mbrojtjes Sociale, si edhe ekspert\u00eb vendas dhe nd\u00ebrkomb\u00ebtar\u00eb diskutuan mbi reformat n\u00eb menaxhimin e financave publike, investimet publike dhe r\u00ebnd\u00ebsin\u00eb e rishikimeve t\u00eb shpenzimeve publike p\u00ebr rritjen e efikasitetit, transparenc\u00ebs dhe orientimit t\u00eb politikave publike drejt rezultateve konkrete p\u00ebr qytetar\u00ebt.\r\n\r\nE ftuar si nj\u00eb nga fol\u00ebset e panelit me tem\u00eb \u201cNga shpenzimet drejt rezultateve: si mund t\u00eb ndihmojn\u00eb rishikimet e shpenzimeve publike\u201d, menaxherja e projekteve n\u00eb TFL, Alma Lahe, n\u00ebnvizoi se shoq\u00ebria civile luan nj\u00eb rol ky\u00e7 n\u00eb lidhjen mes analiz\u00ebs s\u00eb buxhetit publik dhe ndikimit real q\u00eb ai ka n\u00eb jet\u00ebn e qytetar\u00ebve, duke kontribuar n\u00eb garantimin e sh\u00ebrbimeve m\u00eb cil\u00ebsore, t\u00eb q\u00ebndrueshme, t\u00eb aksesueshme dhe m\u00eb t\u00eb p\u00ebrballueshme p\u00ebr \u00e7do qytetar.\r\n\r\nN\u00eb fjal\u00ebn e saj, znj. Lahe ngriti shqet\u00ebsimin se raportet e monitorimit t\u00eb shpenzimeve publike n\u00eb sektorin e sh\u00ebndet\u00ebsis\u00eb vijojn\u00eb t\u00eb evidentojn\u00eb nj\u00eb lidhje t\u00eb dob\u00ebt mes politikave publike dhe buxheteve t\u00eb dedikuara p\u00ebr zbatimin e tyre. Si shembull konkret u soll Sh\u00ebrbimi i Kujdesit Sh\u00ebndet\u00ebsor n\u00eb Banes\u00eb, nj\u00eb sh\u00ebrbim i ri i dedikuar pacient\u00ebve q\u00eb nuk mund t\u00eb aksesojn\u00eb qendrat sh\u00ebndet\u00ebsore p\u00ebr shkak t\u00eb humbjes s\u00eb aft\u00ebsis\u00eb p\u00ebr t\u00eb l\u00ebvizur, i cili tashm\u00eb \u00ebsht\u00eb shtrir\u00eb n\u00eb 356 qendra sh\u00ebndet\u00ebsore n\u00eb t\u00eb gjith\u00eb vendin dhe aktualisht i vjen n\u00eb ndihm\u00eb rreth 5,000 pacient\u00ebve.\r\n\r\n\u201cZgjerimi i nj\u00eb sh\u00ebrbimi t\u00eb till\u00eb jetik duhet t\u00eb ishte shoq\u00ebruar me rritje t\u00eb dedikuar dhe t\u00eb q\u00ebndrueshme t\u00eb financimit p\u00ebr kujdesin sh\u00ebndet\u00ebsor par\u00ebsor, por fatkeq\u00ebsisht ka ndodhur e kund\u00ebrta\u201d, u shpreh znj. Lahe.\r\n\r\nN\u00eb k\u00ebt\u00eb kuad\u00ebr, TFL shprehu gatishm\u00ebrin\u00eb p\u00ebr t\u00eb kontribuar q\u00eb n\u00eb fazat e hershme t\u00eb analizimit t\u00eb Projekt-Buxhetit Afatmes\u00ebm, duke qen\u00eb pjes\u00eb aktive e proceseve t\u00eb rishikimit t\u00eb shpenzimeve publike, me synim hartimin e buxheteve publike m\u00eb efikase, transparente dhe t\u00eb orientuara drejt nevojave reale t\u00eb qytetar\u00ebve.\r\n\r\n***\r\n\r\nTogether for Life (TFL) participated in the conference \u201cTowards More Effective Public Spending: EU-Aligned Reforms in Public Investment Management and Spending Reviews\u201d, organized by the Ministry of Finance in cooperation with the Delegation of the European Union to Albania, within the framework of the \u201cEU for Good Governance\u201d project.\r\n\r\nRepresentatives of the Delegation of the European Union to Albania, the Parliament of Albania, the Ministry of Finance, the Ministry of Health and Social Protection, as well as national and international experts, discussed reforms in public financial management, public investments, and the importance of spending reviews in increasing efficiency, transparency, and ensuring that public policies are more results-oriented for citizens.\r\n\r\nInvited as one of the speakers in the panel \u201cFrom Spending to Results: How Spending Reviews Can Help\u201d, TFL Project Manager Alma Lahe emphasized that civil society plays a key role in linking public budget analysis with its real impact on citizens\u2019 lives, contributing to the provision of higher-quality, sustainable, accessible, and more affordable services for all citizens.\r\n\r\nIn her remarks, Ms. Lahe raised concerns that public expenditure monitoring reports in the healthcare sector continue to reveal a weak connection between public policies and the budgets allocated for their implementation. As a concrete example, she referred to the Home-Based Health Care Service, a new service dedicated to patients who are unable to access health centers due to loss of mobility, which has now been expanded to all 356 health centers across the country and currently supports around 5,000 patients.\r\n\r\n\u201cThe expansion of such a vital service should have been accompanied by dedicated and sustainable increases in primary healthcare funding, but unfortunately, the opposite has happened,\u201d stated Ms. Lahe.\r\n\r\nIn this context, TFL expressed its readiness to contribute from the early stages of the Medium-Term Budget Programme analysis by actively engaging in spending review processes, with the aim of supporting the development of more efficient, transparent, and citizen-oriented public budgets.\r\n\r\n\r\n\r\n <\/div><\/article>Ngacmimi seksual dhe kultura e heshtjes<\/h2><\/div><\/div>Ngacmimi seksual n\u00eb vendin e pun\u00ebs vazhdon t\u00eb mbetet nj\u00eb nga format m\u00eb t\u00eb p\u00ebrhapura dhe m\u00eb pak t\u00eb raportuara t\u00eb dhun\u00ebs n\u00eb shoq\u00ebri. Edhe pse kuadri ligjor vendas dhe standardet nd\u00ebrkomb\u00ebtare jan\u00eb forcuar vitet e fundit, shum\u00eb punonj\u00ebs ende p\u00ebrballen me pasiguri, munges\u00eb informacioni dhe frik\u00eb p\u00ebr t\u00eb denoncuar sjelljet abuzive.\r\nNj\u00eb ambient pune i sigurt nuk lidhet vet\u00ebm me sigurin\u00eb fizike\r\nKoncepti i siguris\u00eb n\u00eb vendin e pun\u00ebs ka evoluar ndjesh\u00ebm gjat\u00eb dekadave t\u00eb fundit. N\u00eb t\u00eb kaluar\u00ebn, v\u00ebmendja kryesore ishte e p\u00ebrqendruar te mbrojtja fizike e punonj\u00ebsve, duke garantuar kushte teknike t\u00eb sigurta, pajisje mbrojt\u00ebse dhe standarde q\u00eb lidhen me sh\u00ebndetin n\u00eb pun\u00eb. Sot, ky koncept \u00ebsht\u00eb shum\u00eb m\u00eb i gjer\u00eb dhe p\u00ebrfshin edhe mir\u00ebqenien psikologjike, emocionale dhe morale t\u00eb individit. Nj\u00eb ambient pune konsiderohet realisht i sigurt vet\u00ebm at\u00ebher\u00eb kur punonj\u00ebsit ndihen t\u00eb respektuar, t\u00eb mbrojtur dhe t\u00eb trajtuar me dinjitet, pa frik\u00eb nga diskriminimi, presioni, intimidimi apo ngacmimi seksual.\r\n\r\nKjo qasje moderne ndaj siguris\u00eb n\u00eb pun\u00eb lidhet ngusht\u00eb me t\u00eb drejtat e njeriut dhe barazin\u00eb n\u00eb marr\u00ebdh\u00ebniet profesionale. Organizatat dhe institucionet nuk kan\u00eb m\u00eb p\u00ebrgjegj\u00ebsi vet\u00ebm p\u00ebr t\u00eb parandaluar aksidentet fizike, por edhe p\u00ebr t\u00eb krijuar nj\u00eb kultur\u00eb pune ku komunikimi, sjellja dhe marr\u00ebdh\u00ebniet nd\u00ebrpersonale bazohen n\u00eb respekt dhe profesionaliz\u00ebm. N\u00eb k\u00ebt\u00eb kuad\u00ebr, ngacmimi seksual konsiderohet nj\u00eb nga format m\u00eb t\u00eb r\u00ebnda t\u00eb cenimit t\u00eb integritetit t\u00eb punonj\u00ebsit, pasi prek jo vet\u00ebm mir\u00ebqenien emocionale, por edhe sigurin\u00eb, vet\u00ebbesimin dhe zhvillimin profesional t\u00eb individit.\r\n\r\nMegjithat\u00eb, n\u00eb shum\u00eb raste, viktimat hezitojn\u00eb t\u00eb reagojn\u00eb p\u00ebr shkak t\u00eb frik\u00ebs nga paragjykimi, izolimi apo pasojat profesionale q\u00eb mund t\u00eb sjell\u00eb raportimi. Kur ngacmimi vjen nga persona me pozita drejtuese, situata b\u00ebhet edhe m\u00eb e nd\u00ebrlikuar, pasi marr\u00ebdh\u00ebnia e pabarabart\u00eb e pushtetit krijon ndjesin\u00eb e pasiguris\u00eb dhe var\u00ebsis\u00eb profesionale. Kjo b\u00ebn q\u00eb shum\u00eb punonj\u00ebs t\u00eb zgjedhin heshtjen, duke toleruar sjellje q\u00eb ndikojn\u00eb drejtp\u00ebrdrejt n\u00eb sh\u00ebndetin e tyre emocional dhe n\u00eb performanc\u00ebn n\u00eb pun\u00eb.\r\n\r\nP\u00ebr k\u00ebt\u00eb arsye, krijimi i nj\u00eb ambienti pune t\u00eb sigurt k\u00ebrkon m\u00eb shum\u00eb sesa ekzistenc\u00ebn formale t\u00eb rregulloreve. Institucionet dhe kompanit\u00eb duhet t\u00eb investojn\u00eb n\u00eb nd\u00ebrgjegj\u00ebsimin e stafit, trajnimin e vazhduesh\u00ebm mbi etik\u00ebn dhe respektin n\u00eb marr\u00ebdh\u00ebniet profesionale, si dhe n\u00eb krijimin e mekanizmave t\u00eb besuesh\u00ebm t\u00eb raportimit dhe mbrojtjes s\u00eb viktimave. Vet\u00ebm p\u00ebrmes nj\u00eb kulture organizative q\u00eb nuk toleron asnj\u00eb form\u00eb abuzimi mund t\u00eb nd\u00ebrtohet nj\u00eb mjedis pune ku \u00e7do individ ndihet i vler\u00ebsuar, i respektuar dhe i sigurt.\r\n\r\nMungesa e informacionit i l\u00eb punonj\u00ebsit t\u00eb pambrojtur \r\n\r\nNj\u00eb nga problemet m\u00eb t\u00eb m\u00ebdha q\u00eb vazhdon t\u00eb shoq\u00ebroj\u00eb trajtimin e ngacmimit seksual n\u00eb vendin e pun\u00ebs \u00ebsht\u00eb mungesa e informacionit dhe e nd\u00ebrgjegj\u00ebsimit t\u00eb punonj\u00ebsve mbi t\u00eb drejtat q\u00eb u garantohen dhe mekanizmat q\u00eb ekzistojn\u00eb p\u00ebr mbrojtjen e tyre. N\u00eb shum\u00eb raste, punonj\u00ebsit nuk jan\u00eb t\u00eb informuar n\u00ebse institucioni apo kompania ku punojn\u00eb ka rregullore t\u00eb brendshme p\u00ebr parandalimin dhe trajtimin e rasteve t\u00eb ngacmimit seksual, nuk njohin procedurat e raportimit dhe as strukturat p\u00ebrgjegj\u00ebse ku mund t\u00eb k\u00ebrkojn\u00eb mb\u00ebshtetje.\r\n\r\nKjo munges\u00eb informacioni krijon pasiguri dhe i b\u00ebn punonj\u00ebsit m\u00eb t\u00eb pambrojtur p\u00ebrball\u00eb sjelljeve abuzive. Kur nj\u00eb individ nuk di se cilat jan\u00eb t\u00eb drejtat e tij, cilat institucione duhet ta mbrojn\u00eb apo si funksionon procesi i raportimit, ai ka m\u00eb pak gjasa t\u00eb reagoj\u00eb ose t\u00eb denoncoj\u00eb rastet e ngacmimit. N\u00eb shum\u00eb ambiente pune, sidomos n\u00eb sektorin privat, politikat kund\u00ebr ngacmimit seksual ekzistojn\u00eb vet\u00ebm formalisht ose mbeten dokumente q\u00eb nuk komunikohen realisht me stafin. P\u00ebr pasoj\u00eb, punonj\u00ebsit shpesh nuk kan\u00eb besim se shqet\u00ebsimet e tyre do t\u00eb trajtohen me seriozitet apo se do t\u00eb marrin mbrojtje efektive n\u00eb rast denoncimi.\r\n\r\nNj\u00eb problem tjet\u00ebr lidhet me munges\u00ebn e trajnimeve dhe aktiviteteve nd\u00ebrgjegj\u00ebsuese brenda institucioneve. N\u00eb shum\u00eb kompani nuk organizohen diskutime apo sesione informuese mbi etik\u00ebn n\u00eb vendin e pun\u00ebs, kufijt\u00eb e sjelljes profesionale dhe m\u00ebnyrat e raportimit t\u00eb rasteve t\u00eb ngacmimit. Kjo b\u00ebn q\u00eb shum\u00eb sjellje t\u00eb pap\u00ebrshtatshme t\u00eb normalizohen ose t\u00eb mos identifikohen si problem, si nga viktimat ashtu edhe nga koleg\u00ebt apo drejtuesit. N\u00eb munges\u00eb t\u00eb nj\u00eb kulture informimi dhe komunikimi t\u00eb hapur, heshtja dhe toleranca ndaj sjelljeve abuzive b\u00ebhen pjes\u00eb e p\u00ebrditshm\u00ebris\u00eb institucionale.\r\n\r\nN\u00eb t\u00eb kund\u00ebrt, institucionet q\u00eb investojn\u00eb n\u00eb politika t\u00eb qarta mbrojt\u00ebse dhe n\u00eb edukimin e stafit krijojn\u00eb nj\u00eb klim\u00eb m\u00eb t\u00eb sigurt dhe m\u00eb profesionale. Punonj\u00ebsit q\u00eb jan\u00eb t\u00eb informuar mbi t\u00eb drejtat e tyre dhe mbi procedurat e raportimit ndihen m\u00eb t\u00eb mbrojtur dhe kan\u00eb m\u00eb shum\u00eb besim p\u00ebr t\u00eb reaguar n\u00eb rastet kur p\u00ebrballen me sjellje t\u00eb pap\u00ebrshtatshme. Transparenca, komunikimi i vazhduesh\u00ebm dhe funksionimi i mekanizmave t\u00eb besuesh\u00ebm t\u00eb ankesave jan\u00eb element\u00eb thelb\u00ebsor\u00eb p\u00ebr nd\u00ebrtimin e nj\u00eb ambienti pune ku respektohet dinjiteti i \u00e7do individi.\r\n\r\nKy shkrim realizohet n\u00eb kuad\u00ebr t\u00eb \ud835\udc29\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc1e\ud835\udc24\ud835\udc2d\ud835\udc22\ud835\udc2d \ud835\udc15\ud835\udc08\ud835\udc0e\ud835\udc0b\ud835\udc04\ud835\udc13, \ud835\udc22 \ud835\udc1c\ud835\udc22\ud835\udc25\ud835\udc22 \ud835\udc2c\ud835\udc32\ud835\udc27\ud835\udc28\ud835\udc27 \ud835\udc2d\u00eb \ud835\udc24\ud835\udc28\ud835\udc27\ud835\udc2d\ud835\udc2b\ud835\udc22\ud835\udc1b\ud835\udc2e\ud835\udc28\ud835\udc23\u00eb \ud835\udc27\u00eb \ud835\udc29\ud835\udc1a\ud835\udc2b\ud835\udc1a\ud835\udc27\ud835\udc1d\ud835\udc1a\ud835\udc25\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc1a\ud835\udc1d\ud835\udc2b\ud835\udc1e\ud835\udc2c\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27 \ud835\udc1e \ud835\udc27\ud835\udc20\ud835\udc1a\ud835\udc1c\ud835\udc26\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc2d \ud835\udc2c\ud835\udc1e\ud835\udc24\ud835\udc2c\ud835\udc2e\ud835\udc1a\ud835\udc25 \ud835\udc27\u00eb \ud835\udc2f\ud835\udc1e\ud835\udc27\ud835\udc1d\ud835\udc22\ud835\udc27 \ud835\udc1e \ud835\udc29\ud835\udc2e\ud835\udc27\u00eb\ud835\udc2c, p\u00ebrmes rritjes s\u00eb nd\u00ebrgjegj\u00ebsimit, p\u00ebrmir\u00ebsimit t\u00eb mekanizmave t\u00eb raportimit dhe forcimit t\u00eb bashk\u00ebpunimit nd\u00ebrinstitucional.\r\n\r\n\ud835\udc0f\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc1e\ud835\udc24\ud835\udc2d\ud835\udc22 \ud835\udc15\ud835\udc08\ud835\udc0e\ud835\udc0b\ud835\udc04\ud835\udc13 \ud835\udc1b\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb\ud835\udc1f\ud835\udc22\ud835\udc27\ud835\udc1a\ud835\udc27\ud835\udc1c\ud835\udc28\ud835\udc21\ud835\udc1e\ud835\udc2d \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc0f\ud835\udc2b\ud835\udc28\ud835\udc20\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc22 #\ud835\udc02\ud835\udc04\ud835\udc11\ud835\udc15-\ud835\udc03\ud835\udc00\ud835\udc0f\ud835\udc07\ud835\udc0d\ud835\udc04 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc33\ud835\udc1b\ud835\udc1a\ud835\udc2d\ud835\udc28\ud835\udc21\ud835\udc1e\ud835\udc2d \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc0a\ud835\udc28\ud835\udc26\ud835\udc22\ud835\udc2c\ud835\udc22\ud835\udc28\ud835\udc27\ud835\udc1e\ud835\udc2b\ud835\udc22 \ud835\udc29\u00eb\ud835\udc2b \ud835\udc0c\ud835\udc1b\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc2d\ud835\udc23\ud835\udc1e\ud835\udc27 \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc03\ud835\udc22\ud835\udc2c\ud835\udc24\ud835\udc2b\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27\ud835\udc22\ud835\udc26\ud835\udc22 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc12\ud835\udc21\ud835\udc28\ud835\udc2a\ud835\udc1a\ud835\udc2d\ud835\udc1a \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e, n\u00eb bashk\u00ebpunim me partner\u00eb nd\u00ebrkomb\u00ebtar\u00eb nga \ud835\udc12\ud835\udc25\ud835\udc25\ud835\udc28\ud835\udc2f\ud835\udc1a\ud835\udc24\ud835\udc22\ud835\udc1a, \ud835\udc0f\ud835\udc28\ud835\udc2b\ud835\udc2d\ud835\udc2e\ud835\udc20\ud835\udc1a\ud835\udc25\ud835\udc22\ud835\udc1a, \ud835\udc0b\ud835\udc22\ud835\udc2d\ud835\udc2e\ud835\udc1a\ud835\udc27\ud835\udc22\ud835\udc1a, \ud835\udc0c\ud835\udc1a\ud835\udc2a\ud835\udc1e\ud835\udc1d\ud835\udc28\ud835\udc27\ud835\udc22\ud835\udc1a \ud835\udc1e \ud835\udc15\ud835\udc1e\ud835\udc2b\ud835\udc22\ud835\udc2e\ud835\udc2d dhe \ud835\udc11\ud835\udc1e\ud835\udc29\ud835\udc2e\ud835\udc1b\ud835\udc25\ud835\udc22\ud835\udc24\ud835\udc1a \u00c7\ud835\udc1e\ud835\udc24\ud835\udc1e.\r\n\r\n\u00a0<\/div><\/article>SOLIDAR – Vizit\u00eb shk\u00ebmbimi mes mes Rrjeteve t\u00eb Q\u00ebndrueshm\u00ebris\u00eb n\u00eb Komunitet (CRN)<\/h2><\/div><\/div>\ud835\udc0c\u00eb \ud835\udfd0\ud835\udfd2 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udfd0\ud835\udfd7 \ud835\udc0f\ud835\udc2b\ud835\udc22\ud835\udc25\ud835\udc25, u zhvilluan dy vizita shk\u00ebmbimi mes \ud835\udc11\ud835\udc2b\ud835\udc23\ud835\udc1e\ud835\udc2d\ud835\udc1e\ud835\udc2f\ud835\udc1e \ud835\udc2d\u00eb \ud835\udc10\u00eb\ud835\udc27\ud835\udc1d\ud835\udc2b\ud835\udc2e\ud835\udc1e\ud835\udc2c\ud835\udc21\ud835\udc26\u00eb\ud835\udc2b\ud835\udc22\ud835\udc2c\u00eb \ud835\udc27\u00eb \ud835\udc0a\ud835\udc28\ud835\udc26\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc2d\ud835\udc1e\ud835\udc2d (\ud835\udc02\ud835\udc11\ud835\udc0d): \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc15\ud835\udc28\ud835\udc2b\u00eb \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc05\ud835\udc2e\ud835\udc2c\ud835\udc21\u00eb-\ud835\udc0a\ud835\udc2b\ud835\udc2e\ud835\udc23\u00eb \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc02\u00eb\ud835\udc2b\ud835\udc2b\ud835\udc22\ud835\udc24 \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc06\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc2c\ud835\udc21.\r\n\r\n\r\n\r\nP\u00ebrmes k\u00ebtyre shk\u00ebmbimeve, an\u00ebtar\u00ebt e CRN-ve p\u00ebrfituan njohuri praktike, modele konkrete p\u00ebr avokim lokal, ide p\u00ebr p\u00ebrmir\u00ebsimin e reagimit ndaj emergjencave dhe nj\u00eb kuptim m\u00eb t\u00eb qart\u00eb t\u00eb rolit t\u00eb tyre si ura lidh\u00ebse mes komunitetit dhe institucioneve.\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\nPse jan\u00eb t\u00eb r\u00ebnd\u00ebsishme k\u00ebto shk\u00ebmbime p\u00ebr an\u00ebtar\u00ebt e CRN-ve?\r\n\r\n\r\n\u00b7 P\u00ebr t\u00eb m\u00ebsuar nga p\u00ebrvoja praktike n\u00eb komunitete t\u00eb tjera, si p.sh. m\u00ebnyra se si CRN Fush\u00eb-Kruj\u00eb ka mb\u00ebshtetur p\u00ebrmir\u00ebsimin e siguris\u00eb nga zjarri n\u00eb shkolla dhe si koordinimi institucional dhe p\u00ebrpjekjet advokuese n\u00eb Gramsh kan\u00eb ndihmuar n\u00eb p\u00ebrmir\u00ebsimin e logjistik\u00ebs, si vendosja e tabelave paralajm\u00ebruese n\u00eb zonat me rrezik mbytjeje;\r\n\r\n\u00b7 P\u00ebr t\u00eb shk\u00ebmbyer zgjidhje p\u00ebr sfida t\u00eb p\u00ebrbashk\u00ebta, p\u00ebrfshir\u00eb aksesin n\u00eb autoambulanca, burimet e kufizuara sh\u00ebndet\u00ebsore, angazhimin e vullnetar\u00ebve dhe koordinimin gjat\u00eb emergjencave;\r\n\r\n\u00b7 P\u00ebr t\u00eb forcuar rolin e tyre n\u00eb advokim lokal dhe reagim ndaj emergjencave, duke par\u00eb se si CRN-t\u00eb mund t\u00eb identifikojn\u00eb boshll\u00ebqe konkrete n\u00eb siguri dhe t\u00eb advokojn\u00eb p\u00ebr p\u00ebrmir\u00ebsime konkrete n\u00eb institucionet publike;\r\n\r\n\u00b7 P\u00ebr t\u00eb kuptuar m\u00eb qart\u00eb rolin e CRN-ve si ur\u00eb lidh\u00ebse mes nevojave t\u00eb komunitetit dhe institucioneve, duke rritur efikasitetin e strukturave t\u00eb reagimit ndaj emergjencave.\r\n\r\n\r\n\r\n\r\nKy aktivitet \u00ebsht\u00eb realizuar n\u00eb kuad\u00ebr t\u00eb projektit \ud835\udc12\ud835\udc0e\ud835\udc0b\ud835\udc08\ud835\udc03\ud835\udc00\ud835\udc11 \u2013 \ud835\udc01\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb \ud835\udc27\u00eb \ud835\udc1e\ud835\udc26\ud835\udc1e\ud835\udc2b\ud835\udc20\ud835\udc23\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc1a\ud835\udc2d \ud835\udc2c\ud835\udc21\u00eb\ud835\udc27\ud835\udc1d\ud835\udc1e\ud835\udc2d\u00eb\ud835\udc2c\ud835\udc28\ud835\udc2b\ud835\udc1e, nj\u00eb projekt i \ud835\udc00\ud835\udc20\ud835\udc23\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc22\ud835\udc2c\u00eb \ud835\udc19\ud835\udc2f\ud835\udc22\ud835\udc1c\ud835\udc1e\ud835\udc2b\ud835\udc1a\ud835\udc27\ud835\udc1e \ud835\udc29\u00eb\ud835\udc2b \ud835\udc19\ud835\udc21\ud835\udc2f\ud835\udc22\ud835\udc25\ud835\udc25\ud835\udc22\ud835\udc26 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc01\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb\ud835\udc29\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc26 (\ud835\udc12\ud835\udc03\ud835\udc02), q\u00eb implementohet nga \ud835\udc06\ud835\udc05\ud835\udc00 \ud835\udc02\ud835\udc28\ud835\udc27\ud835\udc2c\ud835\udc2e\ud835\udc25\ud835\udc2d\ud835\udc22\ud835\udc27\ud835\udc20 \ud835\udc06\ud835\udc2b\ud835\udc28\ud835\udc2e\ud835\udc29 \ud835\udc06\ud835\udc26\ud835\udc1b\ud835\udc07 n\u00eb partneritet me \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e.\r\n\r\n\r\n\r\n\r\n***\r\n\r\n\r\n\r\n\r\n\ud835\udc0e\ud835\udc27 \ud835\udfd0\ud835\udfd2 \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udfd0\ud835\udfd7 \ud835\udc00\ud835\udc29\ud835\udc2b\ud835\udc22\ud835\udc25, two exchange visits took place between \ud835\udc02\ud835\udc28\ud835\udc26\ud835\udc26\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc2d\ud835\udc32 \ud835\udc11\ud835\udc1e\ud835\udc2c\ud835\udc22\ud835\udc25\ud835\udc22\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc1e \ud835\udc0d\ud835\udc1e\ud835\udc2d\ud835\udc30\ud835\udc28\ud835\udc2b\ud835\udc24\ud835\udc2c (\ud835\udc02\ud835\udc11\ud835\udc0d\ud835\udc2c): \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc15\ud835\udc28\ud835\udc2b\u00eb \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc05\ud835\udc2e\ud835\udc2c\ud835\udc21\u00eb-\ud835\udc0a\ud835\udc2b\ud835\udc2e\ud835\udc23\u00eb \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc02\u00eb\ud835\udc2b\ud835\udc2b\ud835\udc22\ud835\udc24 \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc06\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc2c\ud835\udc21.\r\n\r\n\r\n\r\n\r\nThrough these exchanges, CRN members gained practical knowledge, concrete models for local advocacy, ideas to improve emergency response, and a clearer understanding of their role as a bridge between communities and institutions.\r\n\r\n\r\n\r\n\r\nWhy are these exchanges important for CRN members?\r\n\r\n\r\n\r\n\r\n\u00b7 To learn from practical experiences in other communities, such as how CRN Fush\u00eb-Kruj\u00eb supported fire safety improvements in schools and how institutional coordination and advocacy efforts in Gramsh helped improve logistics, such as placing warning signs in areas at risk of drowning;\r\n\r\n\r\n\u00b7 To exchange solutions to shared challenges, including access to ambulances, limited health resources, volunteer engagement, and coordination during emergencies;\r\n\r\n\r\n\r\n\u00b7 To strengthen their role in local advocacy and emergency response by seeing how CRNs can identify concrete safety gaps and advocate for practical improvements in public institutions;\r\n\r\n\u00b7 To better understand the role of CRNs as a bridge between community needs and institutions, increasing the effectiveness of emergency response structures.\r\n\r\n\r\n\r\n\r\n\r\n\r\nThis activity was carried out within the framework of the \ud835\udc12\ud835\udc0e\ud835\udc0b\ud835\udc08\ud835\udc03\ud835\udc00\ud835\udc11 \u2013 \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc22\ud835\udc27 \ud835\udc21\ud835\udc1e\ud835\udc1a\ud835\udc25\ud835\udc2d\ud835\udc21 \ud835\udc1e\ud835\udc26\ud835\udc1e\ud835\udc2b\ud835\udc20\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc22\ud835\udc1e\ud835\udc2c project, funded by the \ud835\udc12\ud835\udc30\ud835\udc22\ud835\udc2c\ud835\udc2c \ud835\udc00\ud835\udc20\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc32 \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc03\ud835\udc1e\ud835\udc2f\ud835\udc1e\ud835\udc25\ud835\udc28\ud835\udc29\ud835\udc26\ud835\udc1e\ud835\udc27\ud835\udc2d \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udc02\ud835\udc28\ud835\udc28\ud835\udc29\ud835\udc1e\ud835\udc2b\ud835\udc1a\ud835\udc2d\ud835\udc22\ud835\udc28\ud835\udc27 (\ud835\udc12\ud835\udc03\ud835\udc02) and implemented by \ud835\udc06\ud835\udc05\ud835\udc00 \ud835\udc02\ud835\udc28\ud835\udc27\ud835\udc2c\ud835\udc2e\ud835\udc25\ud835\udc2d\ud835\udc22\ud835\udc27\ud835\udc20 \ud835\udc06\ud835\udc2b\ud835\udc28\ud835\udc2e\ud835\udc29 \ud835\udc06\ud835\udc26\ud835\udc1b\ud835\udc07 in partnership with \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e.<\/div><\/article><\/div>
Siguria, dinjiteti dhe integriteti n\u00eb vendin e pun\u00ebs p\u00ebrb\u00ebjn\u00eb t\u00eb drejta themelore t\u00eb \u00e7do punonj\u00ebsi dhe standarde thelb\u00ebsore p\u00ebr nj\u00eb mjedis pune t\u00eb drejt\u00eb, etik dhe profesional. Nj\u00eb ambient pune i sigurt nuk kufizohet vet\u00ebm n\u00eb mbrojtjen fizike t\u00eb pun\u00ebmarr\u00ebsve, por p\u00ebrfshin gjithashtu garantimin e mir\u00ebqenies morale dhe psikologjike, duke mos toleruar asnj\u00eb form\u00eb ngacmimi seksual, diskriminimi apo sjelljeje t\u00eb pap\u00ebrshtatshme q\u00eb cenon dinjitetin dhe t\u00eb drejtat e individit.\r\n\r\nHistorikisht, koncepti i siguris\u00eb n\u00eb pun\u00eb ka qen\u00eb i fokusuar kryesisht n\u00eb aspektet teknike dhe mbrojtjen fizike t\u00eb punonj\u00ebsve. Megjithat\u00eb, zhvillimet sociale, ligjore dhe rritja e nd\u00ebrgjegj\u00ebsimit p\u00ebr t\u00eb drejtat e njeriut kan\u00eb sjell\u00eb nj\u00eb qasje m\u00eb gjith\u00ebp\u00ebrfshir\u00ebse ndaj siguris\u00eb n\u00eb vendin e pun\u00ebs, duke e konsideruar mbrojtjen nga abuzimi moral, psikologjik dhe seksual si pjes\u00eb integrale t\u00eb saj.\r\n\r\nSot, legjislacioni komb\u00ebtar dhe standardet nd\u00ebrkomb\u00ebtare e njohin ngacmimin seksual n\u00eb vendin e pun\u00ebs si nj\u00eb nga format m\u00eb serioze dhe m\u00eb t\u00eb p\u00ebrhapura t\u00eb dhun\u00ebs dhe diskriminimit n\u00eb marr\u00ebdh\u00ebniet e pun\u00ebs. P\u00ebr k\u00ebt\u00eb arsye, mekanizmat ligjor\u00eb dhe institucionale p\u00ebr parandalimin, raportimin dhe trajtimin e rasteve t\u00eb tilla jan\u00eb fuqizuar ndjesh\u00ebm. N\u00eb t\u00eb nj\u00ebjt\u00ebn koh\u00eb, krijimi i nj\u00eb kulture pune t\u00eb bazuar n\u00eb respekt, barazi dhe llogaridh\u00ebnie \u00ebsht\u00eb kthyer n\u00eb prioritet p\u00ebr institucionet publike, organizatat dhe kompanit\u00eb q\u00eb synojn\u00eb t\u00eb nd\u00ebrtojn\u00eb ambiente pune t\u00eb sigurta, gjith\u00ebp\u00ebrfshir\u00ebse dhe profesionale.\r\n\r\nN\u00eb \u00e7do institucion apo subjekt pun\u00ebdh\u00ebn\u00ebs, ekzistenca e politikave t\u00eb qarta dhe mekanizmave funksional\u00eb p\u00ebr parandalimin dhe adresimin e ngacmimit seksual p\u00ebrb\u00ebn nj\u00eb element thelb\u00ebsor t\u00eb siguris\u00eb dhe etik\u00ebs n\u00eb vendin e pun\u00ebs. Rregulloret e brendshme duhet t\u00eb jen\u00eb t\u00eb hartuara n\u00eb m\u00ebnyr\u00eb t\u00eb qart\u00eb, t\u00eb komunikohen rregullisht dhe t\u00eb jen\u00eb leht\u00ebsisht t\u00eb aksesueshme p\u00ebr t\u00eb gjith\u00eb punonj\u00ebsit, pavar\u00ebsisht pozicionit apo nivelit hierarkik. K\u00ebto politika nuk duhet t\u00eb mbeten vet\u00ebm dokumente formale, por t\u00eb shoq\u00ebrohen me masa konkrete parandaluese, procedura efektive raportimi dhe mekanizma mb\u00ebshtet\u00ebs p\u00ebr viktimat e mundshme t\u00eb ngacmimit seksual.\r\n\r\nP\u00ebrgjegj\u00ebsia kryesore p\u00ebr garantimin e nj\u00eb ambienti pune t\u00eb sigurt dhe dinjitoz bie mbi drejtuesit dhe pun\u00ebdh\u00ebn\u00ebsit, t\u00eb cil\u00ebt kan\u00eb detyrimin ligjor dhe etik t\u00eb nd\u00ebrtojn\u00eb nj\u00eb kultur\u00eb institucionale t\u00eb bazuar n\u00eb respekt, barazi dhe mosdiskriminim. Nj\u00eb mjedis pune ku punonj\u00ebsit ndihen t\u00eb mbrojtur dhe t\u00eb d\u00ebgjuar ndikon drejtp\u00ebrdrejt jo vet\u00ebm n\u00eb mir\u00ebqenien e tyre psikologjike dhe profesionale, por edhe n\u00eb rritjen e besimit, produktivitetit dhe integritetit t\u00eb vet\u00eb institucionit.\r\n\r\nT\u00eb dh\u00ebnat e studimit t\u00eb realizuar nga Shoqata Together for Life (TFL) ne vitin 2024 tregojn\u00eb se niveli i nd\u00ebrgjegj\u00ebsimit mbi ekzistenc\u00ebn e rregulloreve t\u00eb brendshme p\u00ebr mbrojtjen nga ngacmimi seksual \u00ebsht\u00eb duksh\u00ebm m\u00eb i lart\u00eb n\u00eb institucionet publike dhe n\u00eb organizatat joqeveritare. Kjo lidhet kryesisht me faktin se k\u00ebto institucione kan\u00eb investuar m\u00eb shum\u00eb n\u00eb informimin, edukimin dhe sensibilizimin e stafit lidhur me t\u00eb drejtat n\u00eb vendin e pun\u00ebs dhe mekanizmat mbrojt\u00ebs kund\u00ebr ngacmimit seksual. N\u00eb k\u00ebto sektor\u00eb vihet re nj\u00eb angazhim m\u00eb i madh p\u00ebr zhvillimin e trajnimeve, sesioneve informuese dhe politikave t\u00eb brendshme q\u00eb promovojn\u00eb nj\u00eb kultur\u00eb pune m\u00eb t\u00eb sigurt dhe m\u00eb gjith\u00ebp\u00ebrfshir\u00ebse.\r\n\r\nN\u00eb t\u00eb kund\u00ebrt, sektori privat paraqet mang\u00ebsi t\u00eb konsiderueshme n\u00eb k\u00ebt\u00eb drejtim. Studimi evidenton se shum\u00eb kompani private nuk kan\u00eb nd\u00ebrmarr\u00eb masa t\u00eb mjaftueshme p\u00ebr t\u00eb informuar punonj\u00ebsit mbi t\u00eb drejtat e tyre, procedurat e raportimit apo masat disiplinore q\u00eb aplikohen n\u00eb rastet e ngacmimit seksual. Mungesa e trajnimeve periodike, e komunikimit institucional dhe e politikave aktive parandaluese reflekton nj\u00eb nivel t\u00eb ul\u00ebt prioriteti q\u00eb i kushtohet k\u00ebsaj \u00e7\u00ebshtjeje n\u00eb nj\u00eb pjes\u00eb t\u00eb konsiderueshme t\u00eb sektorit privat. Si pasoj\u00eb, shum\u00eb punonj\u00ebs mbeten t\u00eb painformuar ose t\u00eb pasigurt mbi m\u00ebnyr\u00ebn se si duhet t\u00eb veprojn\u00eb n\u00eb rast se p\u00ebrballen me forma t\u00eb ngacmimit seksual n\u00eb vendin e pun\u00ebs.\r\n\r\nGjetjet e studimit t\u00eb TFL-s\u00eb tregonin se vet\u00ebm 52% e punonj\u00ebsve deklarojn\u00eb se jan\u00eb n\u00eb dijeni t\u00eb ekzistenc\u00ebs s\u00eb nj\u00eb rregulloreje t\u00eb brendshme p\u00ebr mbrojtjen nga ngacmimi seksual n\u00eb institucionin apo kompanin\u00eb ku punojn\u00eb. Nd\u00ebrkoh\u00eb, pjesa tjet\u00ebr ose nuk kan\u00eb informacion mbi ekzistenc\u00ebn e k\u00ebtyre mekanizmave mbrojt\u00ebs, ose nuk jan\u00eb t\u00eb sigurt p\u00ebr funksionimin dhe zbatimin e tyre n\u00eb praktik\u00eb. Ky nivel i kufizuar nd\u00ebrgjegj\u00ebsimi p\u00ebrb\u00ebn nj\u00eb tregues shqet\u00ebsues mbi nevoj\u00ebn p\u00ebr forcimin e masave parandaluese dhe informuese n\u00eb vendin e pun\u00ebs.\r\n\r\nN\u00eb k\u00ebt\u00eb kuad\u00ebr, b\u00ebhet e domosdoshme q\u00eb pun\u00ebdh\u00ebn\u00ebsit, ve\u00e7an\u00ebrisht n\u00eb sektorin privat, t\u00eb nd\u00ebrmarrin hapa m\u00eb konkret\u00eb p\u00ebr hartimin dhe zbatimin efektiv t\u00eb politikave kund\u00ebr ngacmimit seksual, p\u00ebr organizimin e trajnimeve t\u00eb vazhdueshme dhe p\u00ebr krijimin e mekanizmave t\u00eb besuesh\u00ebm t\u00eb raportimit dhe mb\u00ebshtetjes p\u00ebr punonj\u00ebsit. Vet\u00ebm p\u00ebrmes nj\u00eb qasjeje t\u00eb till\u00eb mund t\u00eb nd\u00ebrtohen ambiente pune t\u00eb sigurta, profesionale dhe t\u00eb bazuara n\u00eb respektimin e dinjitetit dhe t\u00eb drejtave t\u00eb \u00e7do individi.<\/div><\/article>EU for Good Governance, TFL ngre shqet\u00ebsimin p\u00ebr munges\u00ebn e financimit t\u00eb qendruesh\u00ebm p\u00ebr sh\u00ebrbimet sh\u00ebndet\u00ebsore jetike<\/h2><\/div>
EU for Good Governance, TFL ngre shqet\u00ebsimin p\u00ebr munges\u00ebn e financimit t\u00eb qendruesh\u00ebm p\u00ebr sh\u00ebrbimet sh\u00ebndet\u00ebsore jetike<\/h2><\/div><\/div>\ud83d\udcca Shoqata Together for Life (TFL) mori pjes\u00eb n\u00eb konferenc\u00ebn \u201cDrejt nj\u00eb shpenzimi publik m\u00eb efektiv: Reforma t\u00eb harmonizuara me standardet e BE-s\u00eb n\u00eb menaxhimin e investimeve publike dhe rishikimin e shpenzimeve publike\u201d, organizuar nga Ministria e Financave n\u00eb bashk\u00ebpunim me Delegacionin e Bashkimit Europian n\u00eb Shqip\u00ebri, n\u00eb kuad\u00ebr t\u00eb projektit \u201cEU for Good Governance\u201d.\r\n\r\nP\u00ebrfaq\u00ebsues t\u00eb Delegacionit t\u00eb Bashkimit Europian n\u00eb Shqip\u00ebri, Kuvendit t\u00eb Shqip\u00ebris\u00eb, Ministris\u00eb s\u00eb Financave, Ministris\u00eb s\u00eb Sh\u00ebndet\u00ebsis\u00eb dhe Mbrojtjes Sociale, si edhe ekspert\u00eb vendas dhe nd\u00ebrkomb\u00ebtar\u00eb diskutuan mbi reformat n\u00eb menaxhimin e financave publike, investimet publike dhe r\u00ebnd\u00ebsin\u00eb e rishikimeve t\u00eb shpenzimeve publike p\u00ebr rritjen e efikasitetit, transparenc\u00ebs dhe orientimit t\u00eb politikave publike drejt rezultateve konkrete p\u00ebr qytetar\u00ebt.\r\n\r\nE ftuar si nj\u00eb nga fol\u00ebset e panelit me tem\u00eb \u201cNga shpenzimet drejt rezultateve: si mund t\u00eb ndihmojn\u00eb rishikimet e shpenzimeve publike\u201d, menaxherja e projekteve n\u00eb TFL, Alma Lahe, n\u00ebnvizoi se shoq\u00ebria civile luan nj\u00eb rol ky\u00e7 n\u00eb lidhjen mes analiz\u00ebs s\u00eb buxhetit publik dhe ndikimit real q\u00eb ai ka n\u00eb jet\u00ebn e qytetar\u00ebve, duke kontribuar n\u00eb garantimin e sh\u00ebrbimeve m\u00eb cil\u00ebsore, t\u00eb q\u00ebndrueshme, t\u00eb aksesueshme dhe m\u00eb t\u00eb p\u00ebrballueshme p\u00ebr \u00e7do qytetar.\r\n\r\nN\u00eb fjal\u00ebn e saj, znj. Lahe ngriti shqet\u00ebsimin se raportet e monitorimit t\u00eb shpenzimeve publike n\u00eb sektorin e sh\u00ebndet\u00ebsis\u00eb vijojn\u00eb t\u00eb evidentojn\u00eb nj\u00eb lidhje t\u00eb dob\u00ebt mes politikave publike dhe buxheteve t\u00eb dedikuara p\u00ebr zbatimin e tyre. Si shembull konkret u soll Sh\u00ebrbimi i Kujdesit Sh\u00ebndet\u00ebsor n\u00eb Banes\u00eb, nj\u00eb sh\u00ebrbim i ri i dedikuar pacient\u00ebve q\u00eb nuk mund t\u00eb aksesojn\u00eb qendrat sh\u00ebndet\u00ebsore p\u00ebr shkak t\u00eb humbjes s\u00eb aft\u00ebsis\u00eb p\u00ebr t\u00eb l\u00ebvizur, i cili tashm\u00eb \u00ebsht\u00eb shtrir\u00eb n\u00eb 356 qendra sh\u00ebndet\u00ebsore n\u00eb t\u00eb gjith\u00eb vendin dhe aktualisht i vjen n\u00eb ndihm\u00eb rreth 5,000 pacient\u00ebve.\r\n\r\n\u201cZgjerimi i nj\u00eb sh\u00ebrbimi t\u00eb till\u00eb jetik duhet t\u00eb ishte shoq\u00ebruar me rritje t\u00eb dedikuar dhe t\u00eb q\u00ebndrueshme t\u00eb financimit p\u00ebr kujdesin sh\u00ebndet\u00ebsor par\u00ebsor, por fatkeq\u00ebsisht ka ndodhur e kund\u00ebrta\u201d, u shpreh znj. Lahe.\r\n\r\nN\u00eb k\u00ebt\u00eb kuad\u00ebr, TFL shprehu gatishm\u00ebrin\u00eb p\u00ebr t\u00eb kontribuar q\u00eb n\u00eb fazat e hershme t\u00eb analizimit t\u00eb Projekt-Buxhetit Afatmes\u00ebm, duke qen\u00eb pjes\u00eb aktive e proceseve t\u00eb rishikimit t\u00eb shpenzimeve publike, me synim hartimin e buxheteve publike m\u00eb efikase, transparente dhe t\u00eb orientuara drejt nevojave reale t\u00eb qytetar\u00ebve.\r\n\r\n***\r\n\r\nTogether for Life (TFL) participated in the conference \u201cTowards More Effective Public Spending: EU-Aligned Reforms in Public Investment Management and Spending Reviews\u201d, organized by the Ministry of Finance in cooperation with the Delegation of the European Union to Albania, within the framework of the \u201cEU for Good Governance\u201d project.\r\n\r\nRepresentatives of the Delegation of the European Union to Albania, the Parliament of Albania, the Ministry of Finance, the Ministry of Health and Social Protection, as well as national and international experts, discussed reforms in public financial management, public investments, and the importance of spending reviews in increasing efficiency, transparency, and ensuring that public policies are more results-oriented for citizens.\r\n\r\nInvited as one of the speakers in the panel \u201cFrom Spending to Results: How Spending Reviews Can Help\u201d, TFL Project Manager Alma Lahe emphasized that civil society plays a key role in linking public budget analysis with its real impact on citizens\u2019 lives, contributing to the provision of higher-quality, sustainable, accessible, and more affordable services for all citizens.\r\n\r\nIn her remarks, Ms. Lahe raised concerns that public expenditure monitoring reports in the healthcare sector continue to reveal a weak connection between public policies and the budgets allocated for their implementation. As a concrete example, she referred to the Home-Based Health Care Service, a new service dedicated to patients who are unable to access health centers due to loss of mobility, which has now been expanded to all 356 health centers across the country and currently supports around 5,000 patients.\r\n\r\n\u201cThe expansion of such a vital service should have been accompanied by dedicated and sustainable increases in primary healthcare funding, but unfortunately, the opposite has happened,\u201d stated Ms. Lahe.\r\n\r\nIn this context, TFL expressed its readiness to contribute from the early stages of the Medium-Term Budget Programme analysis by actively engaging in spending review processes, with the aim of supporting the development of more efficient, transparent, and citizen-oriented public budgets.\r\n\r\n\r\n\r\n <\/div><\/article>Ngacmimi seksual dhe kultura e heshtjes<\/h2><\/div><\/div>Ngacmimi seksual n\u00eb vendin e pun\u00ebs vazhdon t\u00eb mbetet nj\u00eb nga format m\u00eb t\u00eb p\u00ebrhapura dhe m\u00eb pak t\u00eb raportuara t\u00eb dhun\u00ebs n\u00eb shoq\u00ebri. Edhe pse kuadri ligjor vendas dhe standardet nd\u00ebrkomb\u00ebtare jan\u00eb forcuar vitet e fundit, shum\u00eb punonj\u00ebs ende p\u00ebrballen me pasiguri, munges\u00eb informacioni dhe frik\u00eb p\u00ebr t\u00eb denoncuar sjelljet abuzive.\r\nNj\u00eb ambient pune i sigurt nuk lidhet vet\u00ebm me sigurin\u00eb fizike\r\nKoncepti i siguris\u00eb n\u00eb vendin e pun\u00ebs ka evoluar ndjesh\u00ebm gjat\u00eb dekadave t\u00eb fundit. N\u00eb t\u00eb kaluar\u00ebn, v\u00ebmendja kryesore ishte e p\u00ebrqendruar te mbrojtja fizike e punonj\u00ebsve, duke garantuar kushte teknike t\u00eb sigurta, pajisje mbrojt\u00ebse dhe standarde q\u00eb lidhen me sh\u00ebndetin n\u00eb pun\u00eb. Sot, ky koncept \u00ebsht\u00eb shum\u00eb m\u00eb i gjer\u00eb dhe p\u00ebrfshin edhe mir\u00ebqenien psikologjike, emocionale dhe morale t\u00eb individit. Nj\u00eb ambient pune konsiderohet realisht i sigurt vet\u00ebm at\u00ebher\u00eb kur punonj\u00ebsit ndihen t\u00eb respektuar, t\u00eb mbrojtur dhe t\u00eb trajtuar me dinjitet, pa frik\u00eb nga diskriminimi, presioni, intimidimi apo ngacmimi seksual.\r\n\r\nKjo qasje moderne ndaj siguris\u00eb n\u00eb pun\u00eb lidhet ngusht\u00eb me t\u00eb drejtat e njeriut dhe barazin\u00eb n\u00eb marr\u00ebdh\u00ebniet profesionale. Organizatat dhe institucionet nuk kan\u00eb m\u00eb p\u00ebrgjegj\u00ebsi vet\u00ebm p\u00ebr t\u00eb parandaluar aksidentet fizike, por edhe p\u00ebr t\u00eb krijuar nj\u00eb kultur\u00eb pune ku komunikimi, sjellja dhe marr\u00ebdh\u00ebniet nd\u00ebrpersonale bazohen n\u00eb respekt dhe profesionaliz\u00ebm. N\u00eb k\u00ebt\u00eb kuad\u00ebr, ngacmimi seksual konsiderohet nj\u00eb nga format m\u00eb t\u00eb r\u00ebnda t\u00eb cenimit t\u00eb integritetit t\u00eb punonj\u00ebsit, pasi prek jo vet\u00ebm mir\u00ebqenien emocionale, por edhe sigurin\u00eb, vet\u00ebbesimin dhe zhvillimin profesional t\u00eb individit.\r\n\r\nMegjithat\u00eb, n\u00eb shum\u00eb raste, viktimat hezitojn\u00eb t\u00eb reagojn\u00eb p\u00ebr shkak t\u00eb frik\u00ebs nga paragjykimi, izolimi apo pasojat profesionale q\u00eb mund t\u00eb sjell\u00eb raportimi. Kur ngacmimi vjen nga persona me pozita drejtuese, situata b\u00ebhet edhe m\u00eb e nd\u00ebrlikuar, pasi marr\u00ebdh\u00ebnia e pabarabart\u00eb e pushtetit krijon ndjesin\u00eb e pasiguris\u00eb dhe var\u00ebsis\u00eb profesionale. Kjo b\u00ebn q\u00eb shum\u00eb punonj\u00ebs t\u00eb zgjedhin heshtjen, duke toleruar sjellje q\u00eb ndikojn\u00eb drejtp\u00ebrdrejt n\u00eb sh\u00ebndetin e tyre emocional dhe n\u00eb performanc\u00ebn n\u00eb pun\u00eb.\r\n\r\nP\u00ebr k\u00ebt\u00eb arsye, krijimi i nj\u00eb ambienti pune t\u00eb sigurt k\u00ebrkon m\u00eb shum\u00eb sesa ekzistenc\u00ebn formale t\u00eb rregulloreve. Institucionet dhe kompanit\u00eb duhet t\u00eb investojn\u00eb n\u00eb nd\u00ebrgjegj\u00ebsimin e stafit, trajnimin e vazhduesh\u00ebm mbi etik\u00ebn dhe respektin n\u00eb marr\u00ebdh\u00ebniet profesionale, si dhe n\u00eb krijimin e mekanizmave t\u00eb besuesh\u00ebm t\u00eb raportimit dhe mbrojtjes s\u00eb viktimave. Vet\u00ebm p\u00ebrmes nj\u00eb kulture organizative q\u00eb nuk toleron asnj\u00eb form\u00eb abuzimi mund t\u00eb nd\u00ebrtohet nj\u00eb mjedis pune ku \u00e7do individ ndihet i vler\u00ebsuar, i respektuar dhe i sigurt.\r\n\r\nMungesa e informacionit i l\u00eb punonj\u00ebsit t\u00eb pambrojtur \r\n\r\nNj\u00eb nga problemet m\u00eb t\u00eb m\u00ebdha q\u00eb vazhdon t\u00eb shoq\u00ebroj\u00eb trajtimin e ngacmimit seksual n\u00eb vendin e pun\u00ebs \u00ebsht\u00eb mungesa e informacionit dhe e nd\u00ebrgjegj\u00ebsimit t\u00eb punonj\u00ebsve mbi t\u00eb drejtat q\u00eb u garantohen dhe mekanizmat q\u00eb ekzistojn\u00eb p\u00ebr mbrojtjen e tyre. N\u00eb shum\u00eb raste, punonj\u00ebsit nuk jan\u00eb t\u00eb informuar n\u00ebse institucioni apo kompania ku punojn\u00eb ka rregullore t\u00eb brendshme p\u00ebr parandalimin dhe trajtimin e rasteve t\u00eb ngacmimit seksual, nuk njohin procedurat e raportimit dhe as strukturat p\u00ebrgjegj\u00ebse ku mund t\u00eb k\u00ebrkojn\u00eb mb\u00ebshtetje.\r\n\r\nKjo munges\u00eb informacioni krijon pasiguri dhe i b\u00ebn punonj\u00ebsit m\u00eb t\u00eb pambrojtur p\u00ebrball\u00eb sjelljeve abuzive. Kur nj\u00eb individ nuk di se cilat jan\u00eb t\u00eb drejtat e tij, cilat institucione duhet ta mbrojn\u00eb apo si funksionon procesi i raportimit, ai ka m\u00eb pak gjasa t\u00eb reagoj\u00eb ose t\u00eb denoncoj\u00eb rastet e ngacmimit. N\u00eb shum\u00eb ambiente pune, sidomos n\u00eb sektorin privat, politikat kund\u00ebr ngacmimit seksual ekzistojn\u00eb vet\u00ebm formalisht ose mbeten dokumente q\u00eb nuk komunikohen realisht me stafin. P\u00ebr pasoj\u00eb, punonj\u00ebsit shpesh nuk kan\u00eb besim se shqet\u00ebsimet e tyre do t\u00eb trajtohen me seriozitet apo se do t\u00eb marrin mbrojtje efektive n\u00eb rast denoncimi.\r\n\r\nNj\u00eb problem tjet\u00ebr lidhet me munges\u00ebn e trajnimeve dhe aktiviteteve nd\u00ebrgjegj\u00ebsuese brenda institucioneve. N\u00eb shum\u00eb kompani nuk organizohen diskutime apo sesione informuese mbi etik\u00ebn n\u00eb vendin e pun\u00ebs, kufijt\u00eb e sjelljes profesionale dhe m\u00ebnyrat e raportimit t\u00eb rasteve t\u00eb ngacmimit. Kjo b\u00ebn q\u00eb shum\u00eb sjellje t\u00eb pap\u00ebrshtatshme t\u00eb normalizohen ose t\u00eb mos identifikohen si problem, si nga viktimat ashtu edhe nga koleg\u00ebt apo drejtuesit. N\u00eb munges\u00eb t\u00eb nj\u00eb kulture informimi dhe komunikimi t\u00eb hapur, heshtja dhe toleranca ndaj sjelljeve abuzive b\u00ebhen pjes\u00eb e p\u00ebrditshm\u00ebris\u00eb institucionale.\r\n\r\nN\u00eb t\u00eb kund\u00ebrt, institucionet q\u00eb investojn\u00eb n\u00eb politika t\u00eb qarta mbrojt\u00ebse dhe n\u00eb edukimin e stafit krijojn\u00eb nj\u00eb klim\u00eb m\u00eb t\u00eb sigurt dhe m\u00eb profesionale. Punonj\u00ebsit q\u00eb jan\u00eb t\u00eb informuar mbi t\u00eb drejtat e tyre dhe mbi procedurat e raportimit ndihen m\u00eb t\u00eb mbrojtur dhe kan\u00eb m\u00eb shum\u00eb besim p\u00ebr t\u00eb reaguar n\u00eb rastet kur p\u00ebrballen me sjellje t\u00eb pap\u00ebrshtatshme. Transparenca, komunikimi i vazhduesh\u00ebm dhe funksionimi i mekanizmave t\u00eb besuesh\u00ebm t\u00eb ankesave jan\u00eb element\u00eb thelb\u00ebsor\u00eb p\u00ebr nd\u00ebrtimin e nj\u00eb ambienti pune ku respektohet dinjiteti i \u00e7do individi.\r\n\r\nKy shkrim realizohet n\u00eb kuad\u00ebr t\u00eb \ud835\udc29\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc1e\ud835\udc24\ud835\udc2d\ud835\udc22\ud835\udc2d \ud835\udc15\ud835\udc08\ud835\udc0e\ud835\udc0b\ud835\udc04\ud835\udc13, \ud835\udc22 \ud835\udc1c\ud835\udc22\ud835\udc25\ud835\udc22 \ud835\udc2c\ud835\udc32\ud835\udc27\ud835\udc28\ud835\udc27 \ud835\udc2d\u00eb \ud835\udc24\ud835\udc28\ud835\udc27\ud835\udc2d\ud835\udc2b\ud835\udc22\ud835\udc1b\ud835\udc2e\ud835\udc28\ud835\udc23\u00eb \ud835\udc27\u00eb \ud835\udc29\ud835\udc1a\ud835\udc2b\ud835\udc1a\ud835\udc27\ud835\udc1d\ud835\udc1a\ud835\udc25\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc1a\ud835\udc1d\ud835\udc2b\ud835\udc1e\ud835\udc2c\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27 \ud835\udc1e \ud835\udc27\ud835\udc20\ud835\udc1a\ud835\udc1c\ud835\udc26\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc2d \ud835\udc2c\ud835\udc1e\ud835\udc24\ud835\udc2c\ud835\udc2e\ud835\udc1a\ud835\udc25 \ud835\udc27\u00eb \ud835\udc2f\ud835\udc1e\ud835\udc27\ud835\udc1d\ud835\udc22\ud835\udc27 \ud835\udc1e \ud835\udc29\ud835\udc2e\ud835\udc27\u00eb\ud835\udc2c, p\u00ebrmes rritjes s\u00eb nd\u00ebrgjegj\u00ebsimit, p\u00ebrmir\u00ebsimit t\u00eb mekanizmave t\u00eb raportimit dhe forcimit t\u00eb bashk\u00ebpunimit nd\u00ebrinstitucional.\r\n\r\n\ud835\udc0f\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc1e\ud835\udc24\ud835\udc2d\ud835\udc22 \ud835\udc15\ud835\udc08\ud835\udc0e\ud835\udc0b\ud835\udc04\ud835\udc13 \ud835\udc1b\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb\ud835\udc1f\ud835\udc22\ud835\udc27\ud835\udc1a\ud835\udc27\ud835\udc1c\ud835\udc28\ud835\udc21\ud835\udc1e\ud835\udc2d \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc0f\ud835\udc2b\ud835\udc28\ud835\udc20\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc22 #\ud835\udc02\ud835\udc04\ud835\udc11\ud835\udc15-\ud835\udc03\ud835\udc00\ud835\udc0f\ud835\udc07\ud835\udc0d\ud835\udc04 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc33\ud835\udc1b\ud835\udc1a\ud835\udc2d\ud835\udc28\ud835\udc21\ud835\udc1e\ud835\udc2d \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc0a\ud835\udc28\ud835\udc26\ud835\udc22\ud835\udc2c\ud835\udc22\ud835\udc28\ud835\udc27\ud835\udc1e\ud835\udc2b\ud835\udc22 \ud835\udc29\u00eb\ud835\udc2b \ud835\udc0c\ud835\udc1b\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc2d\ud835\udc23\ud835\udc1e\ud835\udc27 \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc03\ud835\udc22\ud835\udc2c\ud835\udc24\ud835\udc2b\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27\ud835\udc22\ud835\udc26\ud835\udc22 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc12\ud835\udc21\ud835\udc28\ud835\udc2a\ud835\udc1a\ud835\udc2d\ud835\udc1a \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e, n\u00eb bashk\u00ebpunim me partner\u00eb nd\u00ebrkomb\u00ebtar\u00eb nga \ud835\udc12\ud835\udc25\ud835\udc25\ud835\udc28\ud835\udc2f\ud835\udc1a\ud835\udc24\ud835\udc22\ud835\udc1a, \ud835\udc0f\ud835\udc28\ud835\udc2b\ud835\udc2d\ud835\udc2e\ud835\udc20\ud835\udc1a\ud835\udc25\ud835\udc22\ud835\udc1a, \ud835\udc0b\ud835\udc22\ud835\udc2d\ud835\udc2e\ud835\udc1a\ud835\udc27\ud835\udc22\ud835\udc1a, \ud835\udc0c\ud835\udc1a\ud835\udc2a\ud835\udc1e\ud835\udc1d\ud835\udc28\ud835\udc27\ud835\udc22\ud835\udc1a \ud835\udc1e \ud835\udc15\ud835\udc1e\ud835\udc2b\ud835\udc22\ud835\udc2e\ud835\udc2d dhe \ud835\udc11\ud835\udc1e\ud835\udc29\ud835\udc2e\ud835\udc1b\ud835\udc25\ud835\udc22\ud835\udc24\ud835\udc1a \u00c7\ud835\udc1e\ud835\udc24\ud835\udc1e.\r\n\r\n\u00a0<\/div><\/article>SOLIDAR – Vizit\u00eb shk\u00ebmbimi mes mes Rrjeteve t\u00eb Q\u00ebndrueshm\u00ebris\u00eb n\u00eb Komunitet (CRN)<\/h2><\/div><\/div>\ud835\udc0c\u00eb \ud835\udfd0\ud835\udfd2 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udfd0\ud835\udfd7 \ud835\udc0f\ud835\udc2b\ud835\udc22\ud835\udc25\ud835\udc25, u zhvilluan dy vizita shk\u00ebmbimi mes \ud835\udc11\ud835\udc2b\ud835\udc23\ud835\udc1e\ud835\udc2d\ud835\udc1e\ud835\udc2f\ud835\udc1e \ud835\udc2d\u00eb \ud835\udc10\u00eb\ud835\udc27\ud835\udc1d\ud835\udc2b\ud835\udc2e\ud835\udc1e\ud835\udc2c\ud835\udc21\ud835\udc26\u00eb\ud835\udc2b\ud835\udc22\ud835\udc2c\u00eb \ud835\udc27\u00eb \ud835\udc0a\ud835\udc28\ud835\udc26\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc2d\ud835\udc1e\ud835\udc2d (\ud835\udc02\ud835\udc11\ud835\udc0d): \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc15\ud835\udc28\ud835\udc2b\u00eb \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc05\ud835\udc2e\ud835\udc2c\ud835\udc21\u00eb-\ud835\udc0a\ud835\udc2b\ud835\udc2e\ud835\udc23\u00eb \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc02\u00eb\ud835\udc2b\ud835\udc2b\ud835\udc22\ud835\udc24 \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc06\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc2c\ud835\udc21.\r\n\r\n\r\n\r\nP\u00ebrmes k\u00ebtyre shk\u00ebmbimeve, an\u00ebtar\u00ebt e CRN-ve p\u00ebrfituan njohuri praktike, modele konkrete p\u00ebr avokim lokal, ide p\u00ebr p\u00ebrmir\u00ebsimin e reagimit ndaj emergjencave dhe nj\u00eb kuptim m\u00eb t\u00eb qart\u00eb t\u00eb rolit t\u00eb tyre si ura lidh\u00ebse mes komunitetit dhe institucioneve.\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\nPse jan\u00eb t\u00eb r\u00ebnd\u00ebsishme k\u00ebto shk\u00ebmbime p\u00ebr an\u00ebtar\u00ebt e CRN-ve?\r\n\r\n\r\n\u00b7 P\u00ebr t\u00eb m\u00ebsuar nga p\u00ebrvoja praktike n\u00eb komunitete t\u00eb tjera, si p.sh. m\u00ebnyra se si CRN Fush\u00eb-Kruj\u00eb ka mb\u00ebshtetur p\u00ebrmir\u00ebsimin e siguris\u00eb nga zjarri n\u00eb shkolla dhe si koordinimi institucional dhe p\u00ebrpjekjet advokuese n\u00eb Gramsh kan\u00eb ndihmuar n\u00eb p\u00ebrmir\u00ebsimin e logjistik\u00ebs, si vendosja e tabelave paralajm\u00ebruese n\u00eb zonat me rrezik mbytjeje;\r\n\r\n\u00b7 P\u00ebr t\u00eb shk\u00ebmbyer zgjidhje p\u00ebr sfida t\u00eb p\u00ebrbashk\u00ebta, p\u00ebrfshir\u00eb aksesin n\u00eb autoambulanca, burimet e kufizuara sh\u00ebndet\u00ebsore, angazhimin e vullnetar\u00ebve dhe koordinimin gjat\u00eb emergjencave;\r\n\r\n\u00b7 P\u00ebr t\u00eb forcuar rolin e tyre n\u00eb advokim lokal dhe reagim ndaj emergjencave, duke par\u00eb se si CRN-t\u00eb mund t\u00eb identifikojn\u00eb boshll\u00ebqe konkrete n\u00eb siguri dhe t\u00eb advokojn\u00eb p\u00ebr p\u00ebrmir\u00ebsime konkrete n\u00eb institucionet publike;\r\n\r\n\u00b7 P\u00ebr t\u00eb kuptuar m\u00eb qart\u00eb rolin e CRN-ve si ur\u00eb lidh\u00ebse mes nevojave t\u00eb komunitetit dhe institucioneve, duke rritur efikasitetin e strukturave t\u00eb reagimit ndaj emergjencave.\r\n\r\n\r\n\r\n\r\nKy aktivitet \u00ebsht\u00eb realizuar n\u00eb kuad\u00ebr t\u00eb projektit \ud835\udc12\ud835\udc0e\ud835\udc0b\ud835\udc08\ud835\udc03\ud835\udc00\ud835\udc11 \u2013 \ud835\udc01\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb \ud835\udc27\u00eb \ud835\udc1e\ud835\udc26\ud835\udc1e\ud835\udc2b\ud835\udc20\ud835\udc23\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc1a\ud835\udc2d \ud835\udc2c\ud835\udc21\u00eb\ud835\udc27\ud835\udc1d\ud835\udc1e\ud835\udc2d\u00eb\ud835\udc2c\ud835\udc28\ud835\udc2b\ud835\udc1e, nj\u00eb projekt i \ud835\udc00\ud835\udc20\ud835\udc23\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc22\ud835\udc2c\u00eb \ud835\udc19\ud835\udc2f\ud835\udc22\ud835\udc1c\ud835\udc1e\ud835\udc2b\ud835\udc1a\ud835\udc27\ud835\udc1e \ud835\udc29\u00eb\ud835\udc2b \ud835\udc19\ud835\udc21\ud835\udc2f\ud835\udc22\ud835\udc25\ud835\udc25\ud835\udc22\ud835\udc26 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc01\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb\ud835\udc29\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc26 (\ud835\udc12\ud835\udc03\ud835\udc02), q\u00eb implementohet nga \ud835\udc06\ud835\udc05\ud835\udc00 \ud835\udc02\ud835\udc28\ud835\udc27\ud835\udc2c\ud835\udc2e\ud835\udc25\ud835\udc2d\ud835\udc22\ud835\udc27\ud835\udc20 \ud835\udc06\ud835\udc2b\ud835\udc28\ud835\udc2e\ud835\udc29 \ud835\udc06\ud835\udc26\ud835\udc1b\ud835\udc07 n\u00eb partneritet me \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e.\r\n\r\n\r\n\r\n\r\n***\r\n\r\n\r\n\r\n\r\n\ud835\udc0e\ud835\udc27 \ud835\udfd0\ud835\udfd2 \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udfd0\ud835\udfd7 \ud835\udc00\ud835\udc29\ud835\udc2b\ud835\udc22\ud835\udc25, two exchange visits took place between \ud835\udc02\ud835\udc28\ud835\udc26\ud835\udc26\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc2d\ud835\udc32 \ud835\udc11\ud835\udc1e\ud835\udc2c\ud835\udc22\ud835\udc25\ud835\udc22\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc1e \ud835\udc0d\ud835\udc1e\ud835\udc2d\ud835\udc30\ud835\udc28\ud835\udc2b\ud835\udc24\ud835\udc2c (\ud835\udc02\ud835\udc11\ud835\udc0d\ud835\udc2c): \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc15\ud835\udc28\ud835\udc2b\u00eb \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc05\ud835\udc2e\ud835\udc2c\ud835\udc21\u00eb-\ud835\udc0a\ud835\udc2b\ud835\udc2e\ud835\udc23\u00eb \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc02\u00eb\ud835\udc2b\ud835\udc2b\ud835\udc22\ud835\udc24 \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc06\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc2c\ud835\udc21.\r\n\r\n\r\n\r\n\r\nThrough these exchanges, CRN members gained practical knowledge, concrete models for local advocacy, ideas to improve emergency response, and a clearer understanding of their role as a bridge between communities and institutions.\r\n\r\n\r\n\r\n\r\nWhy are these exchanges important for CRN members?\r\n\r\n\r\n\r\n\r\n\u00b7 To learn from practical experiences in other communities, such as how CRN Fush\u00eb-Kruj\u00eb supported fire safety improvements in schools and how institutional coordination and advocacy efforts in Gramsh helped improve logistics, such as placing warning signs in areas at risk of drowning;\r\n\r\n\r\n\u00b7 To exchange solutions to shared challenges, including access to ambulances, limited health resources, volunteer engagement, and coordination during emergencies;\r\n\r\n\r\n\r\n\u00b7 To strengthen their role in local advocacy and emergency response by seeing how CRNs can identify concrete safety gaps and advocate for practical improvements in public institutions;\r\n\r\n\u00b7 To better understand the role of CRNs as a bridge between community needs and institutions, increasing the effectiveness of emergency response structures.\r\n\r\n\r\n\r\n\r\n\r\n\r\nThis activity was carried out within the framework of the \ud835\udc12\ud835\udc0e\ud835\udc0b\ud835\udc08\ud835\udc03\ud835\udc00\ud835\udc11 \u2013 \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc22\ud835\udc27 \ud835\udc21\ud835\udc1e\ud835\udc1a\ud835\udc25\ud835\udc2d\ud835\udc21 \ud835\udc1e\ud835\udc26\ud835\udc1e\ud835\udc2b\ud835\udc20\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc22\ud835\udc1e\ud835\udc2c project, funded by the \ud835\udc12\ud835\udc30\ud835\udc22\ud835\udc2c\ud835\udc2c \ud835\udc00\ud835\udc20\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc32 \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc03\ud835\udc1e\ud835\udc2f\ud835\udc1e\ud835\udc25\ud835\udc28\ud835\udc29\ud835\udc26\ud835\udc1e\ud835\udc27\ud835\udc2d \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udc02\ud835\udc28\ud835\udc28\ud835\udc29\ud835\udc1e\ud835\udc2b\ud835\udc1a\ud835\udc2d\ud835\udc22\ud835\udc28\ud835\udc27 (\ud835\udc12\ud835\udc03\ud835\udc02) and implemented by \ud835\udc06\ud835\udc05\ud835\udc00 \ud835\udc02\ud835\udc28\ud835\udc27\ud835\udc2c\ud835\udc2e\ud835\udc25\ud835\udc2d\ud835\udc22\ud835\udc27\ud835\udc20 \ud835\udc06\ud835\udc2b\ud835\udc28\ud835\udc2e\ud835\udc29 \ud835\udc06\ud835\udc26\ud835\udc1b\ud835\udc07 in partnership with \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e.<\/div><\/article><\/div>
\ud83d\udcca Shoqata Together for Life (TFL) mori pjes\u00eb n\u00eb konferenc\u00ebn \u201cDrejt nj\u00eb shpenzimi publik m\u00eb efektiv: Reforma t\u00eb harmonizuara me standardet e BE-s\u00eb n\u00eb menaxhimin e investimeve publike dhe rishikimin e shpenzimeve publike\u201d, organizuar nga Ministria e Financave n\u00eb bashk\u00ebpunim me Delegacionin e Bashkimit Europian n\u00eb Shqip\u00ebri, n\u00eb kuad\u00ebr t\u00eb projektit \u201cEU for Good Governance\u201d.\r\n\r\nP\u00ebrfaq\u00ebsues t\u00eb Delegacionit t\u00eb Bashkimit Europian n\u00eb Shqip\u00ebri, Kuvendit t\u00eb Shqip\u00ebris\u00eb, Ministris\u00eb s\u00eb Financave, Ministris\u00eb s\u00eb Sh\u00ebndet\u00ebsis\u00eb dhe Mbrojtjes Sociale, si edhe ekspert\u00eb vendas dhe nd\u00ebrkomb\u00ebtar\u00eb diskutuan mbi reformat n\u00eb menaxhimin e financave publike, investimet publike dhe r\u00ebnd\u00ebsin\u00eb e rishikimeve t\u00eb shpenzimeve publike p\u00ebr rritjen e efikasitetit, transparenc\u00ebs dhe orientimit t\u00eb politikave publike drejt rezultateve konkrete p\u00ebr qytetar\u00ebt.\r\n\r\nE ftuar si nj\u00eb nga fol\u00ebset e panelit me tem\u00eb \u201cNga shpenzimet drejt rezultateve: si mund t\u00eb ndihmojn\u00eb rishikimet e shpenzimeve publike\u201d, menaxherja e projekteve n\u00eb TFL, Alma Lahe, n\u00ebnvizoi se shoq\u00ebria civile luan nj\u00eb rol ky\u00e7 n\u00eb lidhjen mes analiz\u00ebs s\u00eb buxhetit publik dhe ndikimit real q\u00eb ai ka n\u00eb jet\u00ebn e qytetar\u00ebve, duke kontribuar n\u00eb garantimin e sh\u00ebrbimeve m\u00eb cil\u00ebsore, t\u00eb q\u00ebndrueshme, t\u00eb aksesueshme dhe m\u00eb t\u00eb p\u00ebrballueshme p\u00ebr \u00e7do qytetar.\r\n\r\nN\u00eb fjal\u00ebn e saj, znj. Lahe ngriti shqet\u00ebsimin se raportet e monitorimit t\u00eb shpenzimeve publike n\u00eb sektorin e sh\u00ebndet\u00ebsis\u00eb vijojn\u00eb t\u00eb evidentojn\u00eb nj\u00eb lidhje t\u00eb dob\u00ebt mes politikave publike dhe buxheteve t\u00eb dedikuara p\u00ebr zbatimin e tyre. Si shembull konkret u soll Sh\u00ebrbimi i Kujdesit Sh\u00ebndet\u00ebsor n\u00eb Banes\u00eb, nj\u00eb sh\u00ebrbim i ri i dedikuar pacient\u00ebve q\u00eb nuk mund t\u00eb aksesojn\u00eb qendrat sh\u00ebndet\u00ebsore p\u00ebr shkak t\u00eb humbjes s\u00eb aft\u00ebsis\u00eb p\u00ebr t\u00eb l\u00ebvizur, i cili tashm\u00eb \u00ebsht\u00eb shtrir\u00eb n\u00eb 356 qendra sh\u00ebndet\u00ebsore n\u00eb t\u00eb gjith\u00eb vendin dhe aktualisht i vjen n\u00eb ndihm\u00eb rreth 5,000 pacient\u00ebve.\r\n\r\n\u201cZgjerimi i nj\u00eb sh\u00ebrbimi t\u00eb till\u00eb jetik duhet t\u00eb ishte shoq\u00ebruar me rritje t\u00eb dedikuar dhe t\u00eb q\u00ebndrueshme t\u00eb financimit p\u00ebr kujdesin sh\u00ebndet\u00ebsor par\u00ebsor, por fatkeq\u00ebsisht ka ndodhur e kund\u00ebrta\u201d, u shpreh znj. Lahe.\r\n\r\nN\u00eb k\u00ebt\u00eb kuad\u00ebr, TFL shprehu gatishm\u00ebrin\u00eb p\u00ebr t\u00eb kontribuar q\u00eb n\u00eb fazat e hershme t\u00eb analizimit t\u00eb Projekt-Buxhetit Afatmes\u00ebm, duke qen\u00eb pjes\u00eb aktive e proceseve t\u00eb rishikimit t\u00eb shpenzimeve publike, me synim hartimin e buxheteve publike m\u00eb efikase, transparente dhe t\u00eb orientuara drejt nevojave reale t\u00eb qytetar\u00ebve.\r\n\r\n***\r\n\r\nTogether for Life (TFL) participated in the conference \u201cTowards More Effective Public Spending: EU-Aligned Reforms in Public Investment Management and Spending Reviews\u201d, organized by the Ministry of Finance in cooperation with the Delegation of the European Union to Albania, within the framework of the \u201cEU for Good Governance\u201d project.\r\n\r\nRepresentatives of the Delegation of the European Union to Albania, the Parliament of Albania, the Ministry of Finance, the Ministry of Health and Social Protection, as well as national and international experts, discussed reforms in public financial management, public investments, and the importance of spending reviews in increasing efficiency, transparency, and ensuring that public policies are more results-oriented for citizens.\r\n\r\nInvited as one of the speakers in the panel \u201cFrom Spending to Results: How Spending Reviews Can Help\u201d, TFL Project Manager Alma Lahe emphasized that civil society plays a key role in linking public budget analysis with its real impact on citizens\u2019 lives, contributing to the provision of higher-quality, sustainable, accessible, and more affordable services for all citizens.\r\n\r\nIn her remarks, Ms. Lahe raised concerns that public expenditure monitoring reports in the healthcare sector continue to reveal a weak connection between public policies and the budgets allocated for their implementation. As a concrete example, she referred to the Home-Based Health Care Service, a new service dedicated to patients who are unable to access health centers due to loss of mobility, which has now been expanded to all 356 health centers across the country and currently supports around 5,000 patients.\r\n\r\n\u201cThe expansion of such a vital service should have been accompanied by dedicated and sustainable increases in primary healthcare funding, but unfortunately, the opposite has happened,\u201d stated Ms. Lahe.\r\n\r\nIn this context, TFL expressed its readiness to contribute from the early stages of the Medium-Term Budget Programme analysis by actively engaging in spending review processes, with the aim of supporting the development of more efficient, transparent, and citizen-oriented public budgets.\r\n\r\n\r\n\r\n <\/div><\/article>Ngacmimi seksual dhe kultura e heshtjes<\/h2><\/div>
Ngacmimi seksual dhe kultura e heshtjes<\/h2><\/div><\/div>Ngacmimi seksual n\u00eb vendin e pun\u00ebs vazhdon t\u00eb mbetet nj\u00eb nga format m\u00eb t\u00eb p\u00ebrhapura dhe m\u00eb pak t\u00eb raportuara t\u00eb dhun\u00ebs n\u00eb shoq\u00ebri. Edhe pse kuadri ligjor vendas dhe standardet nd\u00ebrkomb\u00ebtare jan\u00eb forcuar vitet e fundit, shum\u00eb punonj\u00ebs ende p\u00ebrballen me pasiguri, munges\u00eb informacioni dhe frik\u00eb p\u00ebr t\u00eb denoncuar sjelljet abuzive.\r\nNj\u00eb ambient pune i sigurt nuk lidhet vet\u00ebm me sigurin\u00eb fizike\r\nKoncepti i siguris\u00eb n\u00eb vendin e pun\u00ebs ka evoluar ndjesh\u00ebm gjat\u00eb dekadave t\u00eb fundit. N\u00eb t\u00eb kaluar\u00ebn, v\u00ebmendja kryesore ishte e p\u00ebrqendruar te mbrojtja fizike e punonj\u00ebsve, duke garantuar kushte teknike t\u00eb sigurta, pajisje mbrojt\u00ebse dhe standarde q\u00eb lidhen me sh\u00ebndetin n\u00eb pun\u00eb. Sot, ky koncept \u00ebsht\u00eb shum\u00eb m\u00eb i gjer\u00eb dhe p\u00ebrfshin edhe mir\u00ebqenien psikologjike, emocionale dhe morale t\u00eb individit. Nj\u00eb ambient pune konsiderohet realisht i sigurt vet\u00ebm at\u00ebher\u00eb kur punonj\u00ebsit ndihen t\u00eb respektuar, t\u00eb mbrojtur dhe t\u00eb trajtuar me dinjitet, pa frik\u00eb nga diskriminimi, presioni, intimidimi apo ngacmimi seksual.\r\n\r\nKjo qasje moderne ndaj siguris\u00eb n\u00eb pun\u00eb lidhet ngusht\u00eb me t\u00eb drejtat e njeriut dhe barazin\u00eb n\u00eb marr\u00ebdh\u00ebniet profesionale. Organizatat dhe institucionet nuk kan\u00eb m\u00eb p\u00ebrgjegj\u00ebsi vet\u00ebm p\u00ebr t\u00eb parandaluar aksidentet fizike, por edhe p\u00ebr t\u00eb krijuar nj\u00eb kultur\u00eb pune ku komunikimi, sjellja dhe marr\u00ebdh\u00ebniet nd\u00ebrpersonale bazohen n\u00eb respekt dhe profesionaliz\u00ebm. N\u00eb k\u00ebt\u00eb kuad\u00ebr, ngacmimi seksual konsiderohet nj\u00eb nga format m\u00eb t\u00eb r\u00ebnda t\u00eb cenimit t\u00eb integritetit t\u00eb punonj\u00ebsit, pasi prek jo vet\u00ebm mir\u00ebqenien emocionale, por edhe sigurin\u00eb, vet\u00ebbesimin dhe zhvillimin profesional t\u00eb individit.\r\n\r\nMegjithat\u00eb, n\u00eb shum\u00eb raste, viktimat hezitojn\u00eb t\u00eb reagojn\u00eb p\u00ebr shkak t\u00eb frik\u00ebs nga paragjykimi, izolimi apo pasojat profesionale q\u00eb mund t\u00eb sjell\u00eb raportimi. Kur ngacmimi vjen nga persona me pozita drejtuese, situata b\u00ebhet edhe m\u00eb e nd\u00ebrlikuar, pasi marr\u00ebdh\u00ebnia e pabarabart\u00eb e pushtetit krijon ndjesin\u00eb e pasiguris\u00eb dhe var\u00ebsis\u00eb profesionale. Kjo b\u00ebn q\u00eb shum\u00eb punonj\u00ebs t\u00eb zgjedhin heshtjen, duke toleruar sjellje q\u00eb ndikojn\u00eb drejtp\u00ebrdrejt n\u00eb sh\u00ebndetin e tyre emocional dhe n\u00eb performanc\u00ebn n\u00eb pun\u00eb.\r\n\r\nP\u00ebr k\u00ebt\u00eb arsye, krijimi i nj\u00eb ambienti pune t\u00eb sigurt k\u00ebrkon m\u00eb shum\u00eb sesa ekzistenc\u00ebn formale t\u00eb rregulloreve. Institucionet dhe kompanit\u00eb duhet t\u00eb investojn\u00eb n\u00eb nd\u00ebrgjegj\u00ebsimin e stafit, trajnimin e vazhduesh\u00ebm mbi etik\u00ebn dhe respektin n\u00eb marr\u00ebdh\u00ebniet profesionale, si dhe n\u00eb krijimin e mekanizmave t\u00eb besuesh\u00ebm t\u00eb raportimit dhe mbrojtjes s\u00eb viktimave. Vet\u00ebm p\u00ebrmes nj\u00eb kulture organizative q\u00eb nuk toleron asnj\u00eb form\u00eb abuzimi mund t\u00eb nd\u00ebrtohet nj\u00eb mjedis pune ku \u00e7do individ ndihet i vler\u00ebsuar, i respektuar dhe i sigurt.\r\n\r\nMungesa e informacionit i l\u00eb punonj\u00ebsit t\u00eb pambrojtur \r\n\r\nNj\u00eb nga problemet m\u00eb t\u00eb m\u00ebdha q\u00eb vazhdon t\u00eb shoq\u00ebroj\u00eb trajtimin e ngacmimit seksual n\u00eb vendin e pun\u00ebs \u00ebsht\u00eb mungesa e informacionit dhe e nd\u00ebrgjegj\u00ebsimit t\u00eb punonj\u00ebsve mbi t\u00eb drejtat q\u00eb u garantohen dhe mekanizmat q\u00eb ekzistojn\u00eb p\u00ebr mbrojtjen e tyre. N\u00eb shum\u00eb raste, punonj\u00ebsit nuk jan\u00eb t\u00eb informuar n\u00ebse institucioni apo kompania ku punojn\u00eb ka rregullore t\u00eb brendshme p\u00ebr parandalimin dhe trajtimin e rasteve t\u00eb ngacmimit seksual, nuk njohin procedurat e raportimit dhe as strukturat p\u00ebrgjegj\u00ebse ku mund t\u00eb k\u00ebrkojn\u00eb mb\u00ebshtetje.\r\n\r\nKjo munges\u00eb informacioni krijon pasiguri dhe i b\u00ebn punonj\u00ebsit m\u00eb t\u00eb pambrojtur p\u00ebrball\u00eb sjelljeve abuzive. Kur nj\u00eb individ nuk di se cilat jan\u00eb t\u00eb drejtat e tij, cilat institucione duhet ta mbrojn\u00eb apo si funksionon procesi i raportimit, ai ka m\u00eb pak gjasa t\u00eb reagoj\u00eb ose t\u00eb denoncoj\u00eb rastet e ngacmimit. N\u00eb shum\u00eb ambiente pune, sidomos n\u00eb sektorin privat, politikat kund\u00ebr ngacmimit seksual ekzistojn\u00eb vet\u00ebm formalisht ose mbeten dokumente q\u00eb nuk komunikohen realisht me stafin. P\u00ebr pasoj\u00eb, punonj\u00ebsit shpesh nuk kan\u00eb besim se shqet\u00ebsimet e tyre do t\u00eb trajtohen me seriozitet apo se do t\u00eb marrin mbrojtje efektive n\u00eb rast denoncimi.\r\n\r\nNj\u00eb problem tjet\u00ebr lidhet me munges\u00ebn e trajnimeve dhe aktiviteteve nd\u00ebrgjegj\u00ebsuese brenda institucioneve. N\u00eb shum\u00eb kompani nuk organizohen diskutime apo sesione informuese mbi etik\u00ebn n\u00eb vendin e pun\u00ebs, kufijt\u00eb e sjelljes profesionale dhe m\u00ebnyrat e raportimit t\u00eb rasteve t\u00eb ngacmimit. Kjo b\u00ebn q\u00eb shum\u00eb sjellje t\u00eb pap\u00ebrshtatshme t\u00eb normalizohen ose t\u00eb mos identifikohen si problem, si nga viktimat ashtu edhe nga koleg\u00ebt apo drejtuesit. N\u00eb munges\u00eb t\u00eb nj\u00eb kulture informimi dhe komunikimi t\u00eb hapur, heshtja dhe toleranca ndaj sjelljeve abuzive b\u00ebhen pjes\u00eb e p\u00ebrditshm\u00ebris\u00eb institucionale.\r\n\r\nN\u00eb t\u00eb kund\u00ebrt, institucionet q\u00eb investojn\u00eb n\u00eb politika t\u00eb qarta mbrojt\u00ebse dhe n\u00eb edukimin e stafit krijojn\u00eb nj\u00eb klim\u00eb m\u00eb t\u00eb sigurt dhe m\u00eb profesionale. Punonj\u00ebsit q\u00eb jan\u00eb t\u00eb informuar mbi t\u00eb drejtat e tyre dhe mbi procedurat e raportimit ndihen m\u00eb t\u00eb mbrojtur dhe kan\u00eb m\u00eb shum\u00eb besim p\u00ebr t\u00eb reaguar n\u00eb rastet kur p\u00ebrballen me sjellje t\u00eb pap\u00ebrshtatshme. Transparenca, komunikimi i vazhduesh\u00ebm dhe funksionimi i mekanizmave t\u00eb besuesh\u00ebm t\u00eb ankesave jan\u00eb element\u00eb thelb\u00ebsor\u00eb p\u00ebr nd\u00ebrtimin e nj\u00eb ambienti pune ku respektohet dinjiteti i \u00e7do individi.\r\n\r\nKy shkrim realizohet n\u00eb kuad\u00ebr t\u00eb \ud835\udc29\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc1e\ud835\udc24\ud835\udc2d\ud835\udc22\ud835\udc2d \ud835\udc15\ud835\udc08\ud835\udc0e\ud835\udc0b\ud835\udc04\ud835\udc13, \ud835\udc22 \ud835\udc1c\ud835\udc22\ud835\udc25\ud835\udc22 \ud835\udc2c\ud835\udc32\ud835\udc27\ud835\udc28\ud835\udc27 \ud835\udc2d\u00eb \ud835\udc24\ud835\udc28\ud835\udc27\ud835\udc2d\ud835\udc2b\ud835\udc22\ud835\udc1b\ud835\udc2e\ud835\udc28\ud835\udc23\u00eb \ud835\udc27\u00eb \ud835\udc29\ud835\udc1a\ud835\udc2b\ud835\udc1a\ud835\udc27\ud835\udc1d\ud835\udc1a\ud835\udc25\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc1a\ud835\udc1d\ud835\udc2b\ud835\udc1e\ud835\udc2c\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27 \ud835\udc1e \ud835\udc27\ud835\udc20\ud835\udc1a\ud835\udc1c\ud835\udc26\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc2d \ud835\udc2c\ud835\udc1e\ud835\udc24\ud835\udc2c\ud835\udc2e\ud835\udc1a\ud835\udc25 \ud835\udc27\u00eb \ud835\udc2f\ud835\udc1e\ud835\udc27\ud835\udc1d\ud835\udc22\ud835\udc27 \ud835\udc1e \ud835\udc29\ud835\udc2e\ud835\udc27\u00eb\ud835\udc2c, p\u00ebrmes rritjes s\u00eb nd\u00ebrgjegj\u00ebsimit, p\u00ebrmir\u00ebsimit t\u00eb mekanizmave t\u00eb raportimit dhe forcimit t\u00eb bashk\u00ebpunimit nd\u00ebrinstitucional.\r\n\r\n\ud835\udc0f\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc1e\ud835\udc24\ud835\udc2d\ud835\udc22 \ud835\udc15\ud835\udc08\ud835\udc0e\ud835\udc0b\ud835\udc04\ud835\udc13 \ud835\udc1b\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb\ud835\udc1f\ud835\udc22\ud835\udc27\ud835\udc1a\ud835\udc27\ud835\udc1c\ud835\udc28\ud835\udc21\ud835\udc1e\ud835\udc2d \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc0f\ud835\udc2b\ud835\udc28\ud835\udc20\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc22 #\ud835\udc02\ud835\udc04\ud835\udc11\ud835\udc15-\ud835\udc03\ud835\udc00\ud835\udc0f\ud835\udc07\ud835\udc0d\ud835\udc04 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc33\ud835\udc1b\ud835\udc1a\ud835\udc2d\ud835\udc28\ud835\udc21\ud835\udc1e\ud835\udc2d \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc0a\ud835\udc28\ud835\udc26\ud835\udc22\ud835\udc2c\ud835\udc22\ud835\udc28\ud835\udc27\ud835\udc1e\ud835\udc2b\ud835\udc22 \ud835\udc29\u00eb\ud835\udc2b \ud835\udc0c\ud835\udc1b\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc2d\ud835\udc23\ud835\udc1e\ud835\udc27 \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc03\ud835\udc22\ud835\udc2c\ud835\udc24\ud835\udc2b\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27\ud835\udc22\ud835\udc26\ud835\udc22 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc12\ud835\udc21\ud835\udc28\ud835\udc2a\ud835\udc1a\ud835\udc2d\ud835\udc1a \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e, n\u00eb bashk\u00ebpunim me partner\u00eb nd\u00ebrkomb\u00ebtar\u00eb nga \ud835\udc12\ud835\udc25\ud835\udc25\ud835\udc28\ud835\udc2f\ud835\udc1a\ud835\udc24\ud835\udc22\ud835\udc1a, \ud835\udc0f\ud835\udc28\ud835\udc2b\ud835\udc2d\ud835\udc2e\ud835\udc20\ud835\udc1a\ud835\udc25\ud835\udc22\ud835\udc1a, \ud835\udc0b\ud835\udc22\ud835\udc2d\ud835\udc2e\ud835\udc1a\ud835\udc27\ud835\udc22\ud835\udc1a, \ud835\udc0c\ud835\udc1a\ud835\udc2a\ud835\udc1e\ud835\udc1d\ud835\udc28\ud835\udc27\ud835\udc22\ud835\udc1a \ud835\udc1e \ud835\udc15\ud835\udc1e\ud835\udc2b\ud835\udc22\ud835\udc2e\ud835\udc2d dhe \ud835\udc11\ud835\udc1e\ud835\udc29\ud835\udc2e\ud835\udc1b\ud835\udc25\ud835\udc22\ud835\udc24\ud835\udc1a \u00c7\ud835\udc1e\ud835\udc24\ud835\udc1e.\r\n\r\n\u00a0<\/div><\/article>SOLIDAR – Vizit\u00eb shk\u00ebmbimi mes mes Rrjeteve t\u00eb Q\u00ebndrueshm\u00ebris\u00eb n\u00eb Komunitet (CRN)<\/h2><\/div><\/div>\ud835\udc0c\u00eb \ud835\udfd0\ud835\udfd2 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udfd0\ud835\udfd7 \ud835\udc0f\ud835\udc2b\ud835\udc22\ud835\udc25\ud835\udc25, u zhvilluan dy vizita shk\u00ebmbimi mes \ud835\udc11\ud835\udc2b\ud835\udc23\ud835\udc1e\ud835\udc2d\ud835\udc1e\ud835\udc2f\ud835\udc1e \ud835\udc2d\u00eb \ud835\udc10\u00eb\ud835\udc27\ud835\udc1d\ud835\udc2b\ud835\udc2e\ud835\udc1e\ud835\udc2c\ud835\udc21\ud835\udc26\u00eb\ud835\udc2b\ud835\udc22\ud835\udc2c\u00eb \ud835\udc27\u00eb \ud835\udc0a\ud835\udc28\ud835\udc26\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc2d\ud835\udc1e\ud835\udc2d (\ud835\udc02\ud835\udc11\ud835\udc0d): \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc15\ud835\udc28\ud835\udc2b\u00eb \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc05\ud835\udc2e\ud835\udc2c\ud835\udc21\u00eb-\ud835\udc0a\ud835\udc2b\ud835\udc2e\ud835\udc23\u00eb \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc02\u00eb\ud835\udc2b\ud835\udc2b\ud835\udc22\ud835\udc24 \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc06\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc2c\ud835\udc21.\r\n\r\n\r\n\r\nP\u00ebrmes k\u00ebtyre shk\u00ebmbimeve, an\u00ebtar\u00ebt e CRN-ve p\u00ebrfituan njohuri praktike, modele konkrete p\u00ebr avokim lokal, ide p\u00ebr p\u00ebrmir\u00ebsimin e reagimit ndaj emergjencave dhe nj\u00eb kuptim m\u00eb t\u00eb qart\u00eb t\u00eb rolit t\u00eb tyre si ura lidh\u00ebse mes komunitetit dhe institucioneve.\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\nPse jan\u00eb t\u00eb r\u00ebnd\u00ebsishme k\u00ebto shk\u00ebmbime p\u00ebr an\u00ebtar\u00ebt e CRN-ve?\r\n\r\n\r\n\u00b7 P\u00ebr t\u00eb m\u00ebsuar nga p\u00ebrvoja praktike n\u00eb komunitete t\u00eb tjera, si p.sh. m\u00ebnyra se si CRN Fush\u00eb-Kruj\u00eb ka mb\u00ebshtetur p\u00ebrmir\u00ebsimin e siguris\u00eb nga zjarri n\u00eb shkolla dhe si koordinimi institucional dhe p\u00ebrpjekjet advokuese n\u00eb Gramsh kan\u00eb ndihmuar n\u00eb p\u00ebrmir\u00ebsimin e logjistik\u00ebs, si vendosja e tabelave paralajm\u00ebruese n\u00eb zonat me rrezik mbytjeje;\r\n\r\n\u00b7 P\u00ebr t\u00eb shk\u00ebmbyer zgjidhje p\u00ebr sfida t\u00eb p\u00ebrbashk\u00ebta, p\u00ebrfshir\u00eb aksesin n\u00eb autoambulanca, burimet e kufizuara sh\u00ebndet\u00ebsore, angazhimin e vullnetar\u00ebve dhe koordinimin gjat\u00eb emergjencave;\r\n\r\n\u00b7 P\u00ebr t\u00eb forcuar rolin e tyre n\u00eb advokim lokal dhe reagim ndaj emergjencave, duke par\u00eb se si CRN-t\u00eb mund t\u00eb identifikojn\u00eb boshll\u00ebqe konkrete n\u00eb siguri dhe t\u00eb advokojn\u00eb p\u00ebr p\u00ebrmir\u00ebsime konkrete n\u00eb institucionet publike;\r\n\r\n\u00b7 P\u00ebr t\u00eb kuptuar m\u00eb qart\u00eb rolin e CRN-ve si ur\u00eb lidh\u00ebse mes nevojave t\u00eb komunitetit dhe institucioneve, duke rritur efikasitetin e strukturave t\u00eb reagimit ndaj emergjencave.\r\n\r\n\r\n\r\n\r\nKy aktivitet \u00ebsht\u00eb realizuar n\u00eb kuad\u00ebr t\u00eb projektit \ud835\udc12\ud835\udc0e\ud835\udc0b\ud835\udc08\ud835\udc03\ud835\udc00\ud835\udc11 \u2013 \ud835\udc01\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb \ud835\udc27\u00eb \ud835\udc1e\ud835\udc26\ud835\udc1e\ud835\udc2b\ud835\udc20\ud835\udc23\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc1a\ud835\udc2d \ud835\udc2c\ud835\udc21\u00eb\ud835\udc27\ud835\udc1d\ud835\udc1e\ud835\udc2d\u00eb\ud835\udc2c\ud835\udc28\ud835\udc2b\ud835\udc1e, nj\u00eb projekt i \ud835\udc00\ud835\udc20\ud835\udc23\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc22\ud835\udc2c\u00eb \ud835\udc19\ud835\udc2f\ud835\udc22\ud835\udc1c\ud835\udc1e\ud835\udc2b\ud835\udc1a\ud835\udc27\ud835\udc1e \ud835\udc29\u00eb\ud835\udc2b \ud835\udc19\ud835\udc21\ud835\udc2f\ud835\udc22\ud835\udc25\ud835\udc25\ud835\udc22\ud835\udc26 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc01\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb\ud835\udc29\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc26 (\ud835\udc12\ud835\udc03\ud835\udc02), q\u00eb implementohet nga \ud835\udc06\ud835\udc05\ud835\udc00 \ud835\udc02\ud835\udc28\ud835\udc27\ud835\udc2c\ud835\udc2e\ud835\udc25\ud835\udc2d\ud835\udc22\ud835\udc27\ud835\udc20 \ud835\udc06\ud835\udc2b\ud835\udc28\ud835\udc2e\ud835\udc29 \ud835\udc06\ud835\udc26\ud835\udc1b\ud835\udc07 n\u00eb partneritet me \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e.\r\n\r\n\r\n\r\n\r\n***\r\n\r\n\r\n\r\n\r\n\ud835\udc0e\ud835\udc27 \ud835\udfd0\ud835\udfd2 \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udfd0\ud835\udfd7 \ud835\udc00\ud835\udc29\ud835\udc2b\ud835\udc22\ud835\udc25, two exchange visits took place between \ud835\udc02\ud835\udc28\ud835\udc26\ud835\udc26\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc2d\ud835\udc32 \ud835\udc11\ud835\udc1e\ud835\udc2c\ud835\udc22\ud835\udc25\ud835\udc22\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc1e \ud835\udc0d\ud835\udc1e\ud835\udc2d\ud835\udc30\ud835\udc28\ud835\udc2b\ud835\udc24\ud835\udc2c (\ud835\udc02\ud835\udc11\ud835\udc0d\ud835\udc2c): \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc15\ud835\udc28\ud835\udc2b\u00eb \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc05\ud835\udc2e\ud835\udc2c\ud835\udc21\u00eb-\ud835\udc0a\ud835\udc2b\ud835\udc2e\ud835\udc23\u00eb \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc02\u00eb\ud835\udc2b\ud835\udc2b\ud835\udc22\ud835\udc24 \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc06\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc2c\ud835\udc21.\r\n\r\n\r\n\r\n\r\nThrough these exchanges, CRN members gained practical knowledge, concrete models for local advocacy, ideas to improve emergency response, and a clearer understanding of their role as a bridge between communities and institutions.\r\n\r\n\r\n\r\n\r\nWhy are these exchanges important for CRN members?\r\n\r\n\r\n\r\n\r\n\u00b7 To learn from practical experiences in other communities, such as how CRN Fush\u00eb-Kruj\u00eb supported fire safety improvements in schools and how institutional coordination and advocacy efforts in Gramsh helped improve logistics, such as placing warning signs in areas at risk of drowning;\r\n\r\n\r\n\u00b7 To exchange solutions to shared challenges, including access to ambulances, limited health resources, volunteer engagement, and coordination during emergencies;\r\n\r\n\r\n\r\n\u00b7 To strengthen their role in local advocacy and emergency response by seeing how CRNs can identify concrete safety gaps and advocate for practical improvements in public institutions;\r\n\r\n\u00b7 To better understand the role of CRNs as a bridge between community needs and institutions, increasing the effectiveness of emergency response structures.\r\n\r\n\r\n\r\n\r\n\r\n\r\nThis activity was carried out within the framework of the \ud835\udc12\ud835\udc0e\ud835\udc0b\ud835\udc08\ud835\udc03\ud835\udc00\ud835\udc11 \u2013 \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc22\ud835\udc27 \ud835\udc21\ud835\udc1e\ud835\udc1a\ud835\udc25\ud835\udc2d\ud835\udc21 \ud835\udc1e\ud835\udc26\ud835\udc1e\ud835\udc2b\ud835\udc20\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc22\ud835\udc1e\ud835\udc2c project, funded by the \ud835\udc12\ud835\udc30\ud835\udc22\ud835\udc2c\ud835\udc2c \ud835\udc00\ud835\udc20\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc32 \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc03\ud835\udc1e\ud835\udc2f\ud835\udc1e\ud835\udc25\ud835\udc28\ud835\udc29\ud835\udc26\ud835\udc1e\ud835\udc27\ud835\udc2d \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udc02\ud835\udc28\ud835\udc28\ud835\udc29\ud835\udc1e\ud835\udc2b\ud835\udc1a\ud835\udc2d\ud835\udc22\ud835\udc28\ud835\udc27 (\ud835\udc12\ud835\udc03\ud835\udc02) and implemented by \ud835\udc06\ud835\udc05\ud835\udc00 \ud835\udc02\ud835\udc28\ud835\udc27\ud835\udc2c\ud835\udc2e\ud835\udc25\ud835\udc2d\ud835\udc22\ud835\udc27\ud835\udc20 \ud835\udc06\ud835\udc2b\ud835\udc28\ud835\udc2e\ud835\udc29 \ud835\udc06\ud835\udc26\ud835\udc1b\ud835\udc07 in partnership with \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e.<\/div><\/article><\/div>
Ngacmimi seksual n\u00eb vendin e pun\u00ebs vazhdon t\u00eb mbetet nj\u00eb nga format m\u00eb t\u00eb p\u00ebrhapura dhe m\u00eb pak t\u00eb raportuara t\u00eb dhun\u00ebs n\u00eb shoq\u00ebri. Edhe pse kuadri ligjor vendas dhe standardet nd\u00ebrkomb\u00ebtare jan\u00eb forcuar vitet e fundit, shum\u00eb punonj\u00ebs ende p\u00ebrballen me pasiguri, munges\u00eb informacioni dhe frik\u00eb p\u00ebr t\u00eb denoncuar sjelljet abuzive.\r\nNj\u00eb ambient pune i sigurt nuk lidhet vet\u00ebm me sigurin\u00eb fizike\r\nKoncepti i siguris\u00eb n\u00eb vendin e pun\u00ebs ka evoluar ndjesh\u00ebm gjat\u00eb dekadave t\u00eb fundit. N\u00eb t\u00eb kaluar\u00ebn, v\u00ebmendja kryesore ishte e p\u00ebrqendruar te mbrojtja fizike e punonj\u00ebsve, duke garantuar kushte teknike t\u00eb sigurta, pajisje mbrojt\u00ebse dhe standarde q\u00eb lidhen me sh\u00ebndetin n\u00eb pun\u00eb. Sot, ky koncept \u00ebsht\u00eb shum\u00eb m\u00eb i gjer\u00eb dhe p\u00ebrfshin edhe mir\u00ebqenien psikologjike, emocionale dhe morale t\u00eb individit. Nj\u00eb ambient pune konsiderohet realisht i sigurt vet\u00ebm at\u00ebher\u00eb kur punonj\u00ebsit ndihen t\u00eb respektuar, t\u00eb mbrojtur dhe t\u00eb trajtuar me dinjitet, pa frik\u00eb nga diskriminimi, presioni, intimidimi apo ngacmimi seksual.\r\n\r\nKjo qasje moderne ndaj siguris\u00eb n\u00eb pun\u00eb lidhet ngusht\u00eb me t\u00eb drejtat e njeriut dhe barazin\u00eb n\u00eb marr\u00ebdh\u00ebniet profesionale. Organizatat dhe institucionet nuk kan\u00eb m\u00eb p\u00ebrgjegj\u00ebsi vet\u00ebm p\u00ebr t\u00eb parandaluar aksidentet fizike, por edhe p\u00ebr t\u00eb krijuar nj\u00eb kultur\u00eb pune ku komunikimi, sjellja dhe marr\u00ebdh\u00ebniet nd\u00ebrpersonale bazohen n\u00eb respekt dhe profesionaliz\u00ebm. N\u00eb k\u00ebt\u00eb kuad\u00ebr, ngacmimi seksual konsiderohet nj\u00eb nga format m\u00eb t\u00eb r\u00ebnda t\u00eb cenimit t\u00eb integritetit t\u00eb punonj\u00ebsit, pasi prek jo vet\u00ebm mir\u00ebqenien emocionale, por edhe sigurin\u00eb, vet\u00ebbesimin dhe zhvillimin profesional t\u00eb individit.\r\n\r\nMegjithat\u00eb, n\u00eb shum\u00eb raste, viktimat hezitojn\u00eb t\u00eb reagojn\u00eb p\u00ebr shkak t\u00eb frik\u00ebs nga paragjykimi, izolimi apo pasojat profesionale q\u00eb mund t\u00eb sjell\u00eb raportimi. Kur ngacmimi vjen nga persona me pozita drejtuese, situata b\u00ebhet edhe m\u00eb e nd\u00ebrlikuar, pasi marr\u00ebdh\u00ebnia e pabarabart\u00eb e pushtetit krijon ndjesin\u00eb e pasiguris\u00eb dhe var\u00ebsis\u00eb profesionale. Kjo b\u00ebn q\u00eb shum\u00eb punonj\u00ebs t\u00eb zgjedhin heshtjen, duke toleruar sjellje q\u00eb ndikojn\u00eb drejtp\u00ebrdrejt n\u00eb sh\u00ebndetin e tyre emocional dhe n\u00eb performanc\u00ebn n\u00eb pun\u00eb.\r\n\r\nP\u00ebr k\u00ebt\u00eb arsye, krijimi i nj\u00eb ambienti pune t\u00eb sigurt k\u00ebrkon m\u00eb shum\u00eb sesa ekzistenc\u00ebn formale t\u00eb rregulloreve. Institucionet dhe kompanit\u00eb duhet t\u00eb investojn\u00eb n\u00eb nd\u00ebrgjegj\u00ebsimin e stafit, trajnimin e vazhduesh\u00ebm mbi etik\u00ebn dhe respektin n\u00eb marr\u00ebdh\u00ebniet profesionale, si dhe n\u00eb krijimin e mekanizmave t\u00eb besuesh\u00ebm t\u00eb raportimit dhe mbrojtjes s\u00eb viktimave. Vet\u00ebm p\u00ebrmes nj\u00eb kulture organizative q\u00eb nuk toleron asnj\u00eb form\u00eb abuzimi mund t\u00eb nd\u00ebrtohet nj\u00eb mjedis pune ku \u00e7do individ ndihet i vler\u00ebsuar, i respektuar dhe i sigurt.\r\n\r\nMungesa e informacionit i l\u00eb punonj\u00ebsit t\u00eb pambrojtur \r\n\r\nNj\u00eb nga problemet m\u00eb t\u00eb m\u00ebdha q\u00eb vazhdon t\u00eb shoq\u00ebroj\u00eb trajtimin e ngacmimit seksual n\u00eb vendin e pun\u00ebs \u00ebsht\u00eb mungesa e informacionit dhe e nd\u00ebrgjegj\u00ebsimit t\u00eb punonj\u00ebsve mbi t\u00eb drejtat q\u00eb u garantohen dhe mekanizmat q\u00eb ekzistojn\u00eb p\u00ebr mbrojtjen e tyre. N\u00eb shum\u00eb raste, punonj\u00ebsit nuk jan\u00eb t\u00eb informuar n\u00ebse institucioni apo kompania ku punojn\u00eb ka rregullore t\u00eb brendshme p\u00ebr parandalimin dhe trajtimin e rasteve t\u00eb ngacmimit seksual, nuk njohin procedurat e raportimit dhe as strukturat p\u00ebrgjegj\u00ebse ku mund t\u00eb k\u00ebrkojn\u00eb mb\u00ebshtetje.\r\n\r\nKjo munges\u00eb informacioni krijon pasiguri dhe i b\u00ebn punonj\u00ebsit m\u00eb t\u00eb pambrojtur p\u00ebrball\u00eb sjelljeve abuzive. Kur nj\u00eb individ nuk di se cilat jan\u00eb t\u00eb drejtat e tij, cilat institucione duhet ta mbrojn\u00eb apo si funksionon procesi i raportimit, ai ka m\u00eb pak gjasa t\u00eb reagoj\u00eb ose t\u00eb denoncoj\u00eb rastet e ngacmimit. N\u00eb shum\u00eb ambiente pune, sidomos n\u00eb sektorin privat, politikat kund\u00ebr ngacmimit seksual ekzistojn\u00eb vet\u00ebm formalisht ose mbeten dokumente q\u00eb nuk komunikohen realisht me stafin. P\u00ebr pasoj\u00eb, punonj\u00ebsit shpesh nuk kan\u00eb besim se shqet\u00ebsimet e tyre do t\u00eb trajtohen me seriozitet apo se do t\u00eb marrin mbrojtje efektive n\u00eb rast denoncimi.\r\n\r\nNj\u00eb problem tjet\u00ebr lidhet me munges\u00ebn e trajnimeve dhe aktiviteteve nd\u00ebrgjegj\u00ebsuese brenda institucioneve. N\u00eb shum\u00eb kompani nuk organizohen diskutime apo sesione informuese mbi etik\u00ebn n\u00eb vendin e pun\u00ebs, kufijt\u00eb e sjelljes profesionale dhe m\u00ebnyrat e raportimit t\u00eb rasteve t\u00eb ngacmimit. Kjo b\u00ebn q\u00eb shum\u00eb sjellje t\u00eb pap\u00ebrshtatshme t\u00eb normalizohen ose t\u00eb mos identifikohen si problem, si nga viktimat ashtu edhe nga koleg\u00ebt apo drejtuesit. N\u00eb munges\u00eb t\u00eb nj\u00eb kulture informimi dhe komunikimi t\u00eb hapur, heshtja dhe toleranca ndaj sjelljeve abuzive b\u00ebhen pjes\u00eb e p\u00ebrditshm\u00ebris\u00eb institucionale.\r\n\r\nN\u00eb t\u00eb kund\u00ebrt, institucionet q\u00eb investojn\u00eb n\u00eb politika t\u00eb qarta mbrojt\u00ebse dhe n\u00eb edukimin e stafit krijojn\u00eb nj\u00eb klim\u00eb m\u00eb t\u00eb sigurt dhe m\u00eb profesionale. Punonj\u00ebsit q\u00eb jan\u00eb t\u00eb informuar mbi t\u00eb drejtat e tyre dhe mbi procedurat e raportimit ndihen m\u00eb t\u00eb mbrojtur dhe kan\u00eb m\u00eb shum\u00eb besim p\u00ebr t\u00eb reaguar n\u00eb rastet kur p\u00ebrballen me sjellje t\u00eb pap\u00ebrshtatshme. Transparenca, komunikimi i vazhduesh\u00ebm dhe funksionimi i mekanizmave t\u00eb besuesh\u00ebm t\u00eb ankesave jan\u00eb element\u00eb thelb\u00ebsor\u00eb p\u00ebr nd\u00ebrtimin e nj\u00eb ambienti pune ku respektohet dinjiteti i \u00e7do individi.\r\n\r\nKy shkrim realizohet n\u00eb kuad\u00ebr t\u00eb \ud835\udc29\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc1e\ud835\udc24\ud835\udc2d\ud835\udc22\ud835\udc2d \ud835\udc15\ud835\udc08\ud835\udc0e\ud835\udc0b\ud835\udc04\ud835\udc13, \ud835\udc22 \ud835\udc1c\ud835\udc22\ud835\udc25\ud835\udc22 \ud835\udc2c\ud835\udc32\ud835\udc27\ud835\udc28\ud835\udc27 \ud835\udc2d\u00eb \ud835\udc24\ud835\udc28\ud835\udc27\ud835\udc2d\ud835\udc2b\ud835\udc22\ud835\udc1b\ud835\udc2e\ud835\udc28\ud835\udc23\u00eb \ud835\udc27\u00eb \ud835\udc29\ud835\udc1a\ud835\udc2b\ud835\udc1a\ud835\udc27\ud835\udc1d\ud835\udc1a\ud835\udc25\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc1a\ud835\udc1d\ud835\udc2b\ud835\udc1e\ud835\udc2c\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27 \ud835\udc1e \ud835\udc27\ud835\udc20\ud835\udc1a\ud835\udc1c\ud835\udc26\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc2d \ud835\udc2c\ud835\udc1e\ud835\udc24\ud835\udc2c\ud835\udc2e\ud835\udc1a\ud835\udc25 \ud835\udc27\u00eb \ud835\udc2f\ud835\udc1e\ud835\udc27\ud835\udc1d\ud835\udc22\ud835\udc27 \ud835\udc1e \ud835\udc29\ud835\udc2e\ud835\udc27\u00eb\ud835\udc2c, p\u00ebrmes rritjes s\u00eb nd\u00ebrgjegj\u00ebsimit, p\u00ebrmir\u00ebsimit t\u00eb mekanizmave t\u00eb raportimit dhe forcimit t\u00eb bashk\u00ebpunimit nd\u00ebrinstitucional.\r\n\r\n\ud835\udc0f\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc1e\ud835\udc24\ud835\udc2d\ud835\udc22 \ud835\udc15\ud835\udc08\ud835\udc0e\ud835\udc0b\ud835\udc04\ud835\udc13 \ud835\udc1b\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb\ud835\udc1f\ud835\udc22\ud835\udc27\ud835\udc1a\ud835\udc27\ud835\udc1c\ud835\udc28\ud835\udc21\ud835\udc1e\ud835\udc2d \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc0f\ud835\udc2b\ud835\udc28\ud835\udc20\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc22 #\ud835\udc02\ud835\udc04\ud835\udc11\ud835\udc15-\ud835\udc03\ud835\udc00\ud835\udc0f\ud835\udc07\ud835\udc0d\ud835\udc04 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc33\ud835\udc1b\ud835\udc1a\ud835\udc2d\ud835\udc28\ud835\udc21\ud835\udc1e\ud835\udc2d \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc0a\ud835\udc28\ud835\udc26\ud835\udc22\ud835\udc2c\ud835\udc22\ud835\udc28\ud835\udc27\ud835\udc1e\ud835\udc2b\ud835\udc22 \ud835\udc29\u00eb\ud835\udc2b \ud835\udc0c\ud835\udc1b\ud835\udc2b\ud835\udc28\ud835\udc23\ud835\udc2d\ud835\udc23\ud835\udc1e\ud835\udc27 \ud835\udc27\ud835\udc20\ud835\udc1a \ud835\udc03\ud835\udc22\ud835\udc2c\ud835\udc24\ud835\udc2b\ud835\udc22\ud835\udc26\ud835\udc22\ud835\udc27\ud835\udc22\ud835\udc26\ud835\udc22 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc12\ud835\udc21\ud835\udc28\ud835\udc2a\ud835\udc1a\ud835\udc2d\ud835\udc1a \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e, n\u00eb bashk\u00ebpunim me partner\u00eb nd\u00ebrkomb\u00ebtar\u00eb nga \ud835\udc12\ud835\udc25\ud835\udc25\ud835\udc28\ud835\udc2f\ud835\udc1a\ud835\udc24\ud835\udc22\ud835\udc1a, \ud835\udc0f\ud835\udc28\ud835\udc2b\ud835\udc2d\ud835\udc2e\ud835\udc20\ud835\udc1a\ud835\udc25\ud835\udc22\ud835\udc1a, \ud835\udc0b\ud835\udc22\ud835\udc2d\ud835\udc2e\ud835\udc1a\ud835\udc27\ud835\udc22\ud835\udc1a, \ud835\udc0c\ud835\udc1a\ud835\udc2a\ud835\udc1e\ud835\udc1d\ud835\udc28\ud835\udc27\ud835\udc22\ud835\udc1a \ud835\udc1e \ud835\udc15\ud835\udc1e\ud835\udc2b\ud835\udc22\ud835\udc2e\ud835\udc2d dhe \ud835\udc11\ud835\udc1e\ud835\udc29\ud835\udc2e\ud835\udc1b\ud835\udc25\ud835\udc22\ud835\udc24\ud835\udc1a \u00c7\ud835\udc1e\ud835\udc24\ud835\udc1e.\r\n\r\n\u00a0<\/div><\/article>SOLIDAR – Vizit\u00eb shk\u00ebmbimi mes mes Rrjeteve t\u00eb Q\u00ebndrueshm\u00ebris\u00eb n\u00eb Komunitet (CRN)<\/h2><\/div>
SOLIDAR – Vizit\u00eb shk\u00ebmbimi mes mes Rrjeteve t\u00eb Q\u00ebndrueshm\u00ebris\u00eb n\u00eb Komunitet (CRN)<\/h2><\/div><\/div>\ud835\udc0c\u00eb \ud835\udfd0\ud835\udfd2 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udfd0\ud835\udfd7 \ud835\udc0f\ud835\udc2b\ud835\udc22\ud835\udc25\ud835\udc25, u zhvilluan dy vizita shk\u00ebmbimi mes \ud835\udc11\ud835\udc2b\ud835\udc23\ud835\udc1e\ud835\udc2d\ud835\udc1e\ud835\udc2f\ud835\udc1e \ud835\udc2d\u00eb \ud835\udc10\u00eb\ud835\udc27\ud835\udc1d\ud835\udc2b\ud835\udc2e\ud835\udc1e\ud835\udc2c\ud835\udc21\ud835\udc26\u00eb\ud835\udc2b\ud835\udc22\ud835\udc2c\u00eb \ud835\udc27\u00eb \ud835\udc0a\ud835\udc28\ud835\udc26\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc2d\ud835\udc1e\ud835\udc2d (\ud835\udc02\ud835\udc11\ud835\udc0d): \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc15\ud835\udc28\ud835\udc2b\u00eb \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc05\ud835\udc2e\ud835\udc2c\ud835\udc21\u00eb-\ud835\udc0a\ud835\udc2b\ud835\udc2e\ud835\udc23\u00eb \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc02\u00eb\ud835\udc2b\ud835\udc2b\ud835\udc22\ud835\udc24 \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc06\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc2c\ud835\udc21.\r\n\r\n\r\n\r\nP\u00ebrmes k\u00ebtyre shk\u00ebmbimeve, an\u00ebtar\u00ebt e CRN-ve p\u00ebrfituan njohuri praktike, modele konkrete p\u00ebr avokim lokal, ide p\u00ebr p\u00ebrmir\u00ebsimin e reagimit ndaj emergjencave dhe nj\u00eb kuptim m\u00eb t\u00eb qart\u00eb t\u00eb rolit t\u00eb tyre si ura lidh\u00ebse mes komunitetit dhe institucioneve.\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\nPse jan\u00eb t\u00eb r\u00ebnd\u00ebsishme k\u00ebto shk\u00ebmbime p\u00ebr an\u00ebtar\u00ebt e CRN-ve?\r\n\r\n\r\n\u00b7 P\u00ebr t\u00eb m\u00ebsuar nga p\u00ebrvoja praktike n\u00eb komunitete t\u00eb tjera, si p.sh. m\u00ebnyra se si CRN Fush\u00eb-Kruj\u00eb ka mb\u00ebshtetur p\u00ebrmir\u00ebsimin e siguris\u00eb nga zjarri n\u00eb shkolla dhe si koordinimi institucional dhe p\u00ebrpjekjet advokuese n\u00eb Gramsh kan\u00eb ndihmuar n\u00eb p\u00ebrmir\u00ebsimin e logjistik\u00ebs, si vendosja e tabelave paralajm\u00ebruese n\u00eb zonat me rrezik mbytjeje;\r\n\r\n\u00b7 P\u00ebr t\u00eb shk\u00ebmbyer zgjidhje p\u00ebr sfida t\u00eb p\u00ebrbashk\u00ebta, p\u00ebrfshir\u00eb aksesin n\u00eb autoambulanca, burimet e kufizuara sh\u00ebndet\u00ebsore, angazhimin e vullnetar\u00ebve dhe koordinimin gjat\u00eb emergjencave;\r\n\r\n\u00b7 P\u00ebr t\u00eb forcuar rolin e tyre n\u00eb advokim lokal dhe reagim ndaj emergjencave, duke par\u00eb se si CRN-t\u00eb mund t\u00eb identifikojn\u00eb boshll\u00ebqe konkrete n\u00eb siguri dhe t\u00eb advokojn\u00eb p\u00ebr p\u00ebrmir\u00ebsime konkrete n\u00eb institucionet publike;\r\n\r\n\u00b7 P\u00ebr t\u00eb kuptuar m\u00eb qart\u00eb rolin e CRN-ve si ur\u00eb lidh\u00ebse mes nevojave t\u00eb komunitetit dhe institucioneve, duke rritur efikasitetin e strukturave t\u00eb reagimit ndaj emergjencave.\r\n\r\n\r\n\r\n\r\nKy aktivitet \u00ebsht\u00eb realizuar n\u00eb kuad\u00ebr t\u00eb projektit \ud835\udc12\ud835\udc0e\ud835\udc0b\ud835\udc08\ud835\udc03\ud835\udc00\ud835\udc11 \u2013 \ud835\udc01\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb \ud835\udc27\u00eb \ud835\udc1e\ud835\udc26\ud835\udc1e\ud835\udc2b\ud835\udc20\ud835\udc23\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc1a\ud835\udc2d \ud835\udc2c\ud835\udc21\u00eb\ud835\udc27\ud835\udc1d\ud835\udc1e\ud835\udc2d\u00eb\ud835\udc2c\ud835\udc28\ud835\udc2b\ud835\udc1e, nj\u00eb projekt i \ud835\udc00\ud835\udc20\ud835\udc23\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc22\ud835\udc2c\u00eb \ud835\udc19\ud835\udc2f\ud835\udc22\ud835\udc1c\ud835\udc1e\ud835\udc2b\ud835\udc1a\ud835\udc27\ud835\udc1e \ud835\udc29\u00eb\ud835\udc2b \ud835\udc19\ud835\udc21\ud835\udc2f\ud835\udc22\ud835\udc25\ud835\udc25\ud835\udc22\ud835\udc26 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc01\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb\ud835\udc29\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc26 (\ud835\udc12\ud835\udc03\ud835\udc02), q\u00eb implementohet nga \ud835\udc06\ud835\udc05\ud835\udc00 \ud835\udc02\ud835\udc28\ud835\udc27\ud835\udc2c\ud835\udc2e\ud835\udc25\ud835\udc2d\ud835\udc22\ud835\udc27\ud835\udc20 \ud835\udc06\ud835\udc2b\ud835\udc28\ud835\udc2e\ud835\udc29 \ud835\udc06\ud835\udc26\ud835\udc1b\ud835\udc07 n\u00eb partneritet me \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e.\r\n\r\n\r\n\r\n\r\n***\r\n\r\n\r\n\r\n\r\n\ud835\udc0e\ud835\udc27 \ud835\udfd0\ud835\udfd2 \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udfd0\ud835\udfd7 \ud835\udc00\ud835\udc29\ud835\udc2b\ud835\udc22\ud835\udc25, two exchange visits took place between \ud835\udc02\ud835\udc28\ud835\udc26\ud835\udc26\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc2d\ud835\udc32 \ud835\udc11\ud835\udc1e\ud835\udc2c\ud835\udc22\ud835\udc25\ud835\udc22\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc1e \ud835\udc0d\ud835\udc1e\ud835\udc2d\ud835\udc30\ud835\udc28\ud835\udc2b\ud835\udc24\ud835\udc2c (\ud835\udc02\ud835\udc11\ud835\udc0d\ud835\udc2c): \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc15\ud835\udc28\ud835\udc2b\u00eb \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc05\ud835\udc2e\ud835\udc2c\ud835\udc21\u00eb-\ud835\udc0a\ud835\udc2b\ud835\udc2e\ud835\udc23\u00eb \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc02\u00eb\ud835\udc2b\ud835\udc2b\ud835\udc22\ud835\udc24 \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc06\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc2c\ud835\udc21.\r\n\r\n\r\n\r\n\r\nThrough these exchanges, CRN members gained practical knowledge, concrete models for local advocacy, ideas to improve emergency response, and a clearer understanding of their role as a bridge between communities and institutions.\r\n\r\n\r\n\r\n\r\nWhy are these exchanges important for CRN members?\r\n\r\n\r\n\r\n\r\n\u00b7 To learn from practical experiences in other communities, such as how CRN Fush\u00eb-Kruj\u00eb supported fire safety improvements in schools and how institutional coordination and advocacy efforts in Gramsh helped improve logistics, such as placing warning signs in areas at risk of drowning;\r\n\r\n\r\n\u00b7 To exchange solutions to shared challenges, including access to ambulances, limited health resources, volunteer engagement, and coordination during emergencies;\r\n\r\n\r\n\r\n\u00b7 To strengthen their role in local advocacy and emergency response by seeing how CRNs can identify concrete safety gaps and advocate for practical improvements in public institutions;\r\n\r\n\u00b7 To better understand the role of CRNs as a bridge between community needs and institutions, increasing the effectiveness of emergency response structures.\r\n\r\n\r\n\r\n\r\n\r\n\r\nThis activity was carried out within the framework of the \ud835\udc12\ud835\udc0e\ud835\udc0b\ud835\udc08\ud835\udc03\ud835\udc00\ud835\udc11 \u2013 \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc22\ud835\udc27 \ud835\udc21\ud835\udc1e\ud835\udc1a\ud835\udc25\ud835\udc2d\ud835\udc21 \ud835\udc1e\ud835\udc26\ud835\udc1e\ud835\udc2b\ud835\udc20\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc22\ud835\udc1e\ud835\udc2c project, funded by the \ud835\udc12\ud835\udc30\ud835\udc22\ud835\udc2c\ud835\udc2c \ud835\udc00\ud835\udc20\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc32 \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc03\ud835\udc1e\ud835\udc2f\ud835\udc1e\ud835\udc25\ud835\udc28\ud835\udc29\ud835\udc26\ud835\udc1e\ud835\udc27\ud835\udc2d \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udc02\ud835\udc28\ud835\udc28\ud835\udc29\ud835\udc1e\ud835\udc2b\ud835\udc1a\ud835\udc2d\ud835\udc22\ud835\udc28\ud835\udc27 (\ud835\udc12\ud835\udc03\ud835\udc02) and implemented by \ud835\udc06\ud835\udc05\ud835\udc00 \ud835\udc02\ud835\udc28\ud835\udc27\ud835\udc2c\ud835\udc2e\ud835\udc25\ud835\udc2d\ud835\udc22\ud835\udc27\ud835\udc20 \ud835\udc06\ud835\udc2b\ud835\udc28\ud835\udc2e\ud835\udc29 \ud835\udc06\ud835\udc26\ud835\udc1b\ud835\udc07 in partnership with \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e.<\/div><\/article><\/div>
\ud835\udc0c\u00eb \ud835\udfd0\ud835\udfd2 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udfd0\ud835\udfd7 \ud835\udc0f\ud835\udc2b\ud835\udc22\ud835\udc25\ud835\udc25, u zhvilluan dy vizita shk\u00ebmbimi mes \ud835\udc11\ud835\udc2b\ud835\udc23\ud835\udc1e\ud835\udc2d\ud835\udc1e\ud835\udc2f\ud835\udc1e \ud835\udc2d\u00eb \ud835\udc10\u00eb\ud835\udc27\ud835\udc1d\ud835\udc2b\ud835\udc2e\ud835\udc1e\ud835\udc2c\ud835\udc21\ud835\udc26\u00eb\ud835\udc2b\ud835\udc22\ud835\udc2c\u00eb \ud835\udc27\u00eb \ud835\udc0a\ud835\udc28\ud835\udc26\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc2d\ud835\udc1e\ud835\udc2d (\ud835\udc02\ud835\udc11\ud835\udc0d): \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc15\ud835\udc28\ud835\udc2b\u00eb \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc05\ud835\udc2e\ud835\udc2c\ud835\udc21\u00eb-\ud835\udc0a\ud835\udc2b\ud835\udc2e\ud835\udc23\u00eb \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc02\u00eb\ud835\udc2b\ud835\udc2b\ud835\udc22\ud835\udc24 \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc06\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc2c\ud835\udc21.\r\n\r\n\r\n\r\nP\u00ebrmes k\u00ebtyre shk\u00ebmbimeve, an\u00ebtar\u00ebt e CRN-ve p\u00ebrfituan njohuri praktike, modele konkrete p\u00ebr avokim lokal, ide p\u00ebr p\u00ebrmir\u00ebsimin e reagimit ndaj emergjencave dhe nj\u00eb kuptim m\u00eb t\u00eb qart\u00eb t\u00eb rolit t\u00eb tyre si ura lidh\u00ebse mes komunitetit dhe institucioneve.\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\n\r\nPse jan\u00eb t\u00eb r\u00ebnd\u00ebsishme k\u00ebto shk\u00ebmbime p\u00ebr an\u00ebtar\u00ebt e CRN-ve?\r\n\r\n\r\n\u00b7 P\u00ebr t\u00eb m\u00ebsuar nga p\u00ebrvoja praktike n\u00eb komunitete t\u00eb tjera, si p.sh. m\u00ebnyra se si CRN Fush\u00eb-Kruj\u00eb ka mb\u00ebshtetur p\u00ebrmir\u00ebsimin e siguris\u00eb nga zjarri n\u00eb shkolla dhe si koordinimi institucional dhe p\u00ebrpjekjet advokuese n\u00eb Gramsh kan\u00eb ndihmuar n\u00eb p\u00ebrmir\u00ebsimin e logjistik\u00ebs, si vendosja e tabelave paralajm\u00ebruese n\u00eb zonat me rrezik mbytjeje;\r\n\r\n\u00b7 P\u00ebr t\u00eb shk\u00ebmbyer zgjidhje p\u00ebr sfida t\u00eb p\u00ebrbashk\u00ebta, p\u00ebrfshir\u00eb aksesin n\u00eb autoambulanca, burimet e kufizuara sh\u00ebndet\u00ebsore, angazhimin e vullnetar\u00ebve dhe koordinimin gjat\u00eb emergjencave;\r\n\r\n\u00b7 P\u00ebr t\u00eb forcuar rolin e tyre n\u00eb advokim lokal dhe reagim ndaj emergjencave, duke par\u00eb se si CRN-t\u00eb mund t\u00eb identifikojn\u00eb boshll\u00ebqe konkrete n\u00eb siguri dhe t\u00eb advokojn\u00eb p\u00ebr p\u00ebrmir\u00ebsime konkrete n\u00eb institucionet publike;\r\n\r\n\u00b7 P\u00ebr t\u00eb kuptuar m\u00eb qart\u00eb rolin e CRN-ve si ur\u00eb lidh\u00ebse mes nevojave t\u00eb komunitetit dhe institucioneve, duke rritur efikasitetin e strukturave t\u00eb reagimit ndaj emergjencave.\r\n\r\n\r\n\r\n\r\nKy aktivitet \u00ebsht\u00eb realizuar n\u00eb kuad\u00ebr t\u00eb projektit \ud835\udc12\ud835\udc0e\ud835\udc0b\ud835\udc08\ud835\udc03\ud835\udc00\ud835\udc11 \u2013 \ud835\udc01\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb \ud835\udc27\u00eb \ud835\udc1e\ud835\udc26\ud835\udc1e\ud835\udc2b\ud835\udc20\ud835\udc23\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc1a\ud835\udc2d \ud835\udc2c\ud835\udc21\u00eb\ud835\udc27\ud835\udc1d\ud835\udc1e\ud835\udc2d\u00eb\ud835\udc2c\ud835\udc28\ud835\udc2b\ud835\udc1e, nj\u00eb projekt i \ud835\udc00\ud835\udc20\ud835\udc23\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc22\ud835\udc2c\u00eb \ud835\udc19\ud835\udc2f\ud835\udc22\ud835\udc1c\ud835\udc1e\ud835\udc2b\ud835\udc1a\ud835\udc27\ud835\udc1e \ud835\udc29\u00eb\ud835\udc2b \ud835\udc19\ud835\udc21\ud835\udc2f\ud835\udc22\ud835\udc25\ud835\udc25\ud835\udc22\ud835\udc26 \ud835\udc1d\ud835\udc21\ud835\udc1e \ud835\udc01\ud835\udc1a\ud835\udc2c\ud835\udc21\ud835\udc24\u00eb\ud835\udc29\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc26 (\ud835\udc12\ud835\udc03\ud835\udc02), q\u00eb implementohet nga \ud835\udc06\ud835\udc05\ud835\udc00 \ud835\udc02\ud835\udc28\ud835\udc27\ud835\udc2c\ud835\udc2e\ud835\udc25\ud835\udc2d\ud835\udc22\ud835\udc27\ud835\udc20 \ud835\udc06\ud835\udc2b\ud835\udc28\ud835\udc2e\ud835\udc29 \ud835\udc06\ud835\udc26\ud835\udc1b\ud835\udc07 n\u00eb partneritet me \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e.\r\n\r\n\r\n\r\n\r\n***\r\n\r\n\r\n\r\n\r\n\ud835\udc0e\ud835\udc27 \ud835\udfd0\ud835\udfd2 \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udfd0\ud835\udfd7 \ud835\udc00\ud835\udc29\ud835\udc2b\ud835\udc22\ud835\udc25, two exchange visits took place between \ud835\udc02\ud835\udc28\ud835\udc26\ud835\udc26\ud835\udc2e\ud835\udc27\ud835\udc22\ud835\udc2d\ud835\udc32 \ud835\udc11\ud835\udc1e\ud835\udc2c\ud835\udc22\ud835\udc25\ud835\udc22\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc1e \ud835\udc0d\ud835\udc1e\ud835\udc2d\ud835\udc30\ud835\udc28\ud835\udc2b\ud835\udc24\ud835\udc2c (\ud835\udc02\ud835\udc11\ud835\udc0d\ud835\udc2c): \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc15\ud835\udc28\ud835\udc2b\u00eb \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc05\ud835\udc2e\ud835\udc2c\ud835\udc21\u00eb-\ud835\udc0a\ud835\udc2b\ud835\udc2e\ud835\udc23\u00eb \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc02\u00eb\ud835\udc2b\ud835\udc2b\ud835\udc22\ud835\udc24 \u2013 \ud835\udc02\ud835\udc11\ud835\udc0d \ud835\udc06\ud835\udc2b\ud835\udc1a\ud835\udc26\ud835\udc2c\ud835\udc21.\r\n\r\n\r\n\r\n\r\nThrough these exchanges, CRN members gained practical knowledge, concrete models for local advocacy, ideas to improve emergency response, and a clearer understanding of their role as a bridge between communities and institutions.\r\n\r\n\r\n\r\n\r\nWhy are these exchanges important for CRN members?\r\n\r\n\r\n\r\n\r\n\u00b7 To learn from practical experiences in other communities, such as how CRN Fush\u00eb-Kruj\u00eb supported fire safety improvements in schools and how institutional coordination and advocacy efforts in Gramsh helped improve logistics, such as placing warning signs in areas at risk of drowning;\r\n\r\n\r\n\u00b7 To exchange solutions to shared challenges, including access to ambulances, limited health resources, volunteer engagement, and coordination during emergencies;\r\n\r\n\r\n\r\n\u00b7 To strengthen their role in local advocacy and emergency response by seeing how CRNs can identify concrete safety gaps and advocate for practical improvements in public institutions;\r\n\r\n\u00b7 To better understand the role of CRNs as a bridge between community needs and institutions, increasing the effectiveness of emergency response structures.\r\n\r\n\r\n\r\n\r\n\r\n\r\nThis activity was carried out within the framework of the \ud835\udc12\ud835\udc0e\ud835\udc0b\ud835\udc08\ud835\udc03\ud835\udc00\ud835\udc11 \u2013 \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc22\ud835\udc27 \ud835\udc21\ud835\udc1e\ud835\udc1a\ud835\udc25\ud835\udc2d\ud835\udc21 \ud835\udc1e\ud835\udc26\ud835\udc1e\ud835\udc2b\ud835\udc20\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc22\ud835\udc1e\ud835\udc2c project, funded by the \ud835\udc12\ud835\udc30\ud835\udc22\ud835\udc2c\ud835\udc2c \ud835\udc00\ud835\udc20\ud835\udc1e\ud835\udc27\ud835\udc1c\ud835\udc32 \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc03\ud835\udc1e\ud835\udc2f\ud835\udc1e\ud835\udc25\ud835\udc28\ud835\udc29\ud835\udc26\ud835\udc1e\ud835\udc27\ud835\udc2d \ud835\udc1a\ud835\udc27\ud835\udc1d \ud835\udc02\ud835\udc28\ud835\udc28\ud835\udc29\ud835\udc1e\ud835\udc2b\ud835\udc1a\ud835\udc2d\ud835\udc22\ud835\udc28\ud835\udc27 (\ud835\udc12\ud835\udc03\ud835\udc02) and implemented by \ud835\udc06\ud835\udc05\ud835\udc00 \ud835\udc02\ud835\udc28\ud835\udc27\ud835\udc2c\ud835\udc2e\ud835\udc25\ud835\udc2d\ud835\udc22\ud835\udc27\ud835\udc20 \ud835\udc06\ud835\udc2b\ud835\udc28\ud835\udc2e\ud835\udc29 \ud835\udc06\ud835\udc26\ud835\udc1b\ud835\udc07 in partnership with \ud835\udc13\ud835\udc28\ud835\udc20\ud835\udc1e\ud835\udc2d\ud835\udc21\ud835\udc1e\ud835\udc2b \ud835\udc1f\ud835\udc28\ud835\udc2b \ud835\udc0b\ud835\udc22\ud835\udc1f\ud835\udc1e.<\/div><\/article><\/div>