Looking erotic, blinking repeatedly… is considered sexual harassment
Recently, the Ministry of Labour, Invalids and Social Affairs, in collaboration with the Vietnam General Confederation of Labor, the Vietnam Confederation of Trade and Industry (VCCI), has just completed the Draft Code of Conduct on prevention and combat of sexual harassment in the workplace. work.
The draft is supplemented and updated based on the Code of Conduct on prevention and combat of sexual harassment in the workplace issued in 2015.
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This draft The definition of workplace sexual harassment is conduct of a sexual nature by any person toward another person in the workplace that is not desired or accepted by that person.
Along with that, the Draft has pointed out three forms of sexual harassment in the workplace, including: Physical harassment, verbal harassment and body language harassment.
Specifically:
Physical harassment includes: Actions, gestures, physical contact, that are sexually suggestive or suggestive of sex, such as intentional unwanted touching, touching, stroking, pinching, hugging, or kissing; to sexual assault, rape, rape.
Verbal sexual harassment, including: Face-to-face, telephone, or electronic communication with sexual content or sexual implication, which may include unsolicited, culturally inappropriate, and socially inappropriate comments; by sexual implication such as sexually suggestive jokes or comments about someone’s clothing or body when present or directed at them; unsolicited offers, requests or outings of a personal, private nature on a regular basis.
Non-verbal sexual harassment including body language; display, depict sexually explicit material or involve sexual activity in person or via electronic means, such as erotic looks, continuous winking, indecent expressions, finger gestures… This also includes the display of sexually explicit materials, images, objects, and messages related to sex.
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Besides, The draft also excludes acts that are considered sexual harassment in the workplacesuch as: Compliments or encouragement that are generally accepted, or culturally, ethically and socially appropriate; consensual acts of intercourse (except for prohibited acts such as intercourse with children), received or responded to by the other party; acts of sexual harassment that do not take place in the workplace and are not governed by labor laws but are governed by other laws.
Compared with the old code, the draft adds that acts of sexual harassment that do not take place in the workplace are not defined as sexual harassment at work and are not subject to the law. labor that is governed by other legal provisions.
The Ministry of Labour, Invalids and Social Affairs assessed that sexual harassment in the workplace can occur in many forms and forms of exchange such as suggestion, threat, coercion to exchange sex for benefits; or not intended to communicate but cause an uncomfortable and unsafe working environment; adversely affect the working environment, limit gender equality; causing psychological effects, anxiety and stress on victims, leading to unsafe working environment and reduced work performance.
Sexual harassment in the workplace is a form of discrimination based on gender and is strictly prohibited in the workplace. Therefore, sexual harassment in the workplace should be prevented and prevented through specific regulations and measures.
The Code of Conduct on sexual harassment prevention and control in the workplace is not a legal document, so it is not mandatory to apply, but is recommended for all types of businesses and employers. motion; whether production or business or service; both public and private sectors; regardless of size… in order to “clean” the working environment.
This Code also requires employers to develop and publish prohibited acts of sexual harassment in the workplace, including in the organization’s rules; develop and apply measures to prevent, control and handle.
The Code also stipulates the responsibilities of stakeholders, such as representative workers’ organizations, state management agencies; regulations on confidentiality of relevant personal information…
at Blogtuan.info – Source: Afamily.vn – Read the original article here
