Sexual Harassment

The company recognizes that all employees have the right to be treated with dignity and respect and will not tolerate behavior from any member of staff, which might constitute sexual harassment and will do everything reasonably practicable and within the law to prevent it from occurring. Each employee shall cooperate fully with the Company management in maintaining a workplace free of sexual harassment by refusing to accept or participant in any behavior of such nature.

Definition of Sexual Harassment

• Any unwanted, unsolicited conduct of a sexual nature having the effect of verbal, non-verbal, visual, psychological or physical harassment affecting the dignity of men and women at the workplace.
• Sexual harassment includes work related harassment which happens outside the office such as at work-related social gathering or functions, conferences, workshop or training sessions and during work assignments outside the office.
• This conduct could include and not limited to:
  • insensitive and offensive languages
  • jokes and suggestions
  • verbal abuse of a sexual nature
  • unnecessary body contact
  • unwanted proposition, request, threats for sexual favors
  • speculation about private sexual activities
  • poster or graffiti of an explicit nature
• All forms of sexual harassment are behaviors that cause sexual attention.

Guidelines to Prevent Sexual Harassment

The Company takes sexual harassment seriously and has prepared some guidelines (non-exhaustive) below:

1. Respect and Treat all colleagues alike.
2. Treat your workplace with respect (do not violate it in any way).
3. Do not ask for favors and do not expect any from your superiors except those benefits you are entitled to.
4. When dealing with a superior/colleague of the opposite sex, avoid closed doors where practicable.
5. Dress and behave in an official/professional manner.

Disciplinary Action

As sexual harassment is a form of misconduct and upon due investigation (which will be carried out impartially) if the complaint is deemed to be justified by the management team.

The disciplinary action taken against an employee will be dependent on the seriousness of the offense and the consequence to the Company. For minor misconducts, the offender will be counselled and given verbal warning first. If issues persist, the matter will be construed as gross misconduct resulting in summary dismissal, suspension without pay, transfer to alternative work or demotion.