Intimidating actions by unions

15-Aug-2020 12:49

Therefore, it inhibits the growth of a caring and just society.

It also undermines the policy of the government to increase participation rate of the women in the labour force.

There may be no conclusive research findings on the incidence of sexual harassment in this country, but we are very sure that the problem does exist at least in certain workplaces especially those with large female workforce, and we are convinced that the situation already warrants due attention and remedial action so that it does not get worse.

There is ample evidence everywhere that a high percentage of sexual harassment cases occurring in the workplace goes unreported.

At the enterprise level, very few employers have so far provided complaints or grievance procedure for reporting sexual harassment.

Sexual harassment is one of the most offensive and demeaning experiences an employee can suffer.

Therefore, the most effective way of dealing with the problem is to tackle it at the level of the enterprise so that it can be confronted on the spot and nipped in the bud.

Based on experiences in others countries which have successfully implemented anti-sexual harassment programmes, the best approach to combat sexual harassment at work is through the establishment of preventive and redress mechanism at the enterprise level.

Employers should accept and implement the Code of Practice in the spirit of discharging their corporate and social responsibility to prevent and eradicate sexual harassment in the workplace.The purpose of the Code of Practice is to provide practical guidance to employers, employees, trade unions and others relevant parties on the protection of the dignity of men and women at work.The aim is to ensure that sexual harassment does not occur and, if it does occur, to ensure that adequate procedures are available to deal with the problem and prevent its recurrence.An employer who ignores or condones sexual harassment in this establishment may also expose himself to legal action bythe aggrieved employee who has been subjected to the harassment.Sexual harassment in the workplace is also an employment-related safety and health problem.

Employers should accept and implement the Code of Practice in the spirit of discharging their corporate and social responsibility to prevent and eradicate sexual harassment in the workplace.The purpose of the Code of Practice is to provide practical guidance to employers, employees, trade unions and others relevant parties on the protection of the dignity of men and women at work.The aim is to ensure that sexual harassment does not occur and, if it does occur, to ensure that adequate procedures are available to deal with the problem and prevent its recurrence.An employer who ignores or condones sexual harassment in this establishment may also expose himself to legal action bythe aggrieved employee who has been subjected to the harassment.Sexual harassment in the workplace is also an employment-related safety and health problem.A workplace free from sexual harassment is a condition of work which employees of either gender are entitled to expect.