Sexual Harassment Doc

1. 2. 3. 4. 5. Introduction Definition Principles Policy Specific Considerations



The City of Cape Town is committed to ensuring that employees are not subjected to any form of sexual harassment. Persistent, unsolicited and unwanted sexual advances or suggestions made by one employee to another, regardless of gender and/ or sexual orientation will not be tolerated. Violations of this policy will lead to disciplinary action, which will include di smissal, and/ or criminal charges. All managers at the Employer have a responsibility for addressing all reports of harassment. In dealing with cases of sexual harassment, the City of Cape Town shall be guided by the Code of Good Practice as contained in Schedule 8 of the Labour Relations Act, 1995 and the NEDLAC Code of Good Practice on the Handling of Sexual Harrassment Cases. 2. DEFINITION Sexual harassment may include: · · · · · · unwelcome remarks, jokes, innuendoes or taunts about a persons body, clothing or sex insulting gestures and practical jokes of a sexual nature which causes awkwardness or embarrassment displaying pornographic, pin-up picture, graffiti or other offensive material leering (suggestive staring) refusing to talk to or work with an employee because of his or her sex demands for sexual favours

Sexual harassment has nothing to do with affection, flirtation, romance or relationships, when both parties consent freely thereto. Sexual harassment is about coercion or power. Employment threats or benefits may be expressed or implied and they are usually conditional upon the receiver of the threat or benefits submitting to the advance. The threat may relate to a loss of employment unless advances are submitted to. The Employer will make every reasonable effort to ensure that no employee is subjected to sexual harassment. In the event that sexual harassment is alleged, the disciplinary procedure must be applied 3. PRINCIPLES

The Employer...