Sexual harassment in the workplace undermines dignity and equality. Singapore emphasizes zero tolerance for such misconduct, providing legal avenues and guidelines to protect employees.
Definition and Forms
Unwelcome Conduct: Includes verbal remarks, physical contact, or visual displays of a sexual nature.
Quid Pro Quo Harassment: Occurs when job benefits are conditioned on sexual favors.
Hostile Work Environment: A pervasive atmosphere of sexual harassment affecting work performance.
Legal Protections
Protection from Harassment Act (POHA): Allows victims to seek protection orders and damages.
Penal Code: Criminalizes acts like outrage of modesty (molestation).
Employer Obligations
Policy Implementation: Establish clear anti-harassment policies.
Reporting Channels: Provide safe and confidential mechanisms for reporting incidents.
Training: Educate employees on appropriate conduct and awareness.
Employee Actions
Document Incidents: Keep records of harassment occurrences.
Report: Notify supervisors or HR, or use designated reporting channels.
Seek Support: Access counseling services if needed.
Enforcement and Remedies
Internal Investigations: Employers must investigate reports promptly.
Disciplinary Action: Harassers may face termination or other penalties.
Legal Recourse: Victims can pursue civil or criminal action.
Conclusion
Creating a safe workplace is a collective responsibility. Understanding legal rights and fostering a culture of respect are key to eliminating sexual harassment in Singapore's workplaces.
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