http://eprints.utm.my/2682/
A Study On Sexual Harassment In Small And Medium Enterprises Of Malaysia
Kunju Pillai Laxman, Lekha and Md Som, Hishamuddin and Mohamed Saat, Maisarah (2003) A Study On Sexual Harassment In Small And Medium Enterprises Of Malaysia. Project Report. Universiti Teknologi Malaysia.
Abstract
A study was conducted to analyze the problem of sexual harassment in small and medium enterprises in Malaysia. The aim of the study is to gain an understanding on the nature of sexual harassment at Malaysian workplaces. Its objectives are: to determine the level of sexual harassment awareness; to determine the types of sexual harassment and to identify type of actions normally taken by victims of sexual harassment. A quantitative study using survey methodology was employed whereby modified questionnaires designed by the DEOC Task Force on Discrimination and Sexual Harassment, USA was randomly distributed to 1000 various small and medium scale industry in the southern, central and northern industrial zone of Malaysia. The overall results show that the level of sexual harassment awareness amongst the employees in the said industries is low . Four types of sexual harassment were identified i.e. crude/offensive behavior, unwanted sexual attention, sexual coercion and sexual assault. The types of actions (if any) taken by the victims of sexual harassment consist of less serious forms such as avoiding the harasser or ignoring the behavior of sexually exploitative manners to a more serious form of action such as confronting the harasser or reporting it to the internal authorities. Though most of the victims of sexual harassment were women, men not only have reported incidences of sexual harassment but also have reported more incidences of sexual assault than the women. The study also found that there same patterns in sexual harassment in relation to certain demographic variables such as ethnicity, martial status and length of employment at a particular workplace. Various suggestions were also made to improve the working environment of the Malaysian corporate world.
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小周
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My name is Kamarul Irzuan (Kamarul Irzuan Bin Busu Piah
Advocate & Solicitor) , I am a lawyer in Malaysia. I wish to invite all friends and public to join my legal blog for free consultation, legal discussion on any matter concerning Malaysian Laws, legal rights, politics or legal business topic.
http://blogger-simple-bluetheme.blogspot.com/
(略)
it is crucial to understand the meaning of sexual harassment and as relate by the Sexual Harassment Code;
"...sexual harassment means:
Any unwanted conduct of a sexual nature having the effect of verbal, non-verbal, visual, psychological or physical harassment:
(i) that might, on reasonable grounds, be perceived by the recipient as placing a condition of a sexual nature on her/his employment;
or
(ii) that might, on reasonable grounds, be perceived by the recipient as an offence or humiliation, or a threat to her/his well-being, but has no direct link to her/his employment.
5. Based on the definition in article 4 above, sexual harassment may be divided into two categories, namely sexual coercion and sexual annoyance.
(i) Sexual coercion is sexual harassment that results in some direct consequence to the victim's employment. An example of sexual harassment of this coercive kind is where a superior, who has the power over salary and promotion, attempts to coerce a subordinate to grant sexual favours. If the subordinate accedes to the superior's sexual solicitation, job benefits will follow. Conversely, if the subordinate refuses, job benefits are denied.
(ii) Sexual annoyance, the second type of sexual harassment, is sexually-related conduct that is offensive, hostile or intimidating to the recipient, but nonetheless has no direct link to any job benefit. However, the annoying conduct creates a bothersome working environment which the recipient has to tolerate in order to continue working. A sexual harassment by an employee against a co-employee falls into this category. Similarly, harassment by a company's client against an employee also falls into this category.
6. Within the context of this Code, sexual harassment in the workplace includes any employment-related sexual harassment occurring outside the workplace as a result of employment responsibilities or employment relationships. Situations under which such employment-related sexual harassment may take place includes, but is not limited to:
(i) at work-related social functions;
(ii) in the course of work assignments outside the workplace;
(iii) at work-related conferences or training sessions;
(iv) during work-related travel;
(v) over the phone; and
(vi) through electronic media.
7. It is essential to emphasize that sexual harassment refers to sexual conduct which is unwanted and unwelcome to the recipient. It is also a sexual conduct which is imposed on and unsolicited or unreciprocated by the recipient."
and further the code explains the form of sexual harassment:-
"8. Sexual harassment encompasses various conducts of a sexual nature which can manifest themselves in five possible forms, namely:
(i) verbal harassment:
e.g. offensive or suggestive remarks, comments, jokes, jesting, kidding, sounds, questioning.
(ii) non-verbal/gestural harassment;
e.g. leering or ogling with suggestive overtones, licking lips or holding or eating food provocatively, hand signal or sign language denoting sexual activity, persistent flirting.
(iii) visual harassment:
e.g. showing pornographic materials, drawing sex-based sketches or writing sex-based letters, sexual exposure.
(iv) psychological harassment:
e.g. repeated unwanted social invitations, relentless proposals for dates or physical intimacy.
(v) physical harassment:
e.g. inappropriate touching, patting, pinching, stroking, brushing up against the body, hugging, kissing, fondling, sexual assault."
My name is Kamarul Irzuan (Kamarul Irzuan Bin Busu Piah
Advocate & Solicitor) , I am a lawyer in Malaysia. I wish to invite all friends and public to join my legal blog for free consultation, legal discussion on any matter concerning Malaysian Laws, legal rights, politics or legal business topic.
http://blogger-simple-bluetheme.blogspot.com/
(略)
it is crucial to understand the meaning of sexual harassment and as relate by the Sexual Harassment Code;
"...sexual harassment means:
Any unwanted conduct of a sexual nature having the effect of verbal, non-verbal, visual, psychological or physical harassment:
(i) that might, on reasonable grounds, be perceived by the recipient as placing a condition of a sexual nature on her/his employment;
or
(ii) that might, on reasonable grounds, be perceived by the recipient as an offence or humiliation, or a threat to her/his well-being, but has no direct link to her/his employment.
5. Based on the definition in article 4 above, sexual harassment may be divided into two categories, namely sexual coercion and sexual annoyance.
(i) Sexual coercion is sexual harassment that results in some direct consequence to the victim's employment. An example of sexual harassment of this coercive kind is where a superior, who has the power over salary and promotion, attempts to coerce a subordinate to grant sexual favours. If the subordinate accedes to the superior's sexual solicitation, job benefits will follow. Conversely, if the subordinate refuses, job benefits are denied.
(ii) Sexual annoyance, the second type of sexual harassment, is sexually-related conduct that is offensive, hostile or intimidating to the recipient, but nonetheless has no direct link to any job benefit. However, the annoying conduct creates a bothersome working environment which the recipient has to tolerate in order to continue working. A sexual harassment by an employee against a co-employee falls into this category. Similarly, harassment by a company's client against an employee also falls into this category.
6. Within the context of this Code, sexual harassment in the workplace includes any employment-related sexual harassment occurring outside the workplace as a result of employment responsibilities or employment relationships. Situations under which such employment-related sexual harassment may take place includes, but is not limited to:
(i) at work-related social functions;
(ii) in the course of work assignments outside the workplace;
(iii) at work-related conferences or training sessions;
(iv) during work-related travel;
(v) over the phone; and
(vi) through electronic media.
7. It is essential to emphasize that sexual harassment refers to sexual conduct which is unwanted and unwelcome to the recipient. It is also a sexual conduct which is imposed on and unsolicited or unreciprocated by the recipient."
and further the code explains the form of sexual harassment:-
"8. Sexual harassment encompasses various conducts of a sexual nature which can manifest themselves in five possible forms, namely:
(i) verbal harassment:
e.g. offensive or suggestive remarks, comments, jokes, jesting, kidding, sounds, questioning.
(ii) non-verbal/gestural harassment;
e.g. leering or ogling with suggestive overtones, licking lips or holding or eating food provocatively, hand signal or sign language denoting sexual activity, persistent flirting.
(iii) visual harassment:
e.g. showing pornographic materials, drawing sex-based sketches or writing sex-based letters, sexual exposure.
(iv) psychological harassment:
e.g. repeated unwanted social invitations, relentless proposals for dates or physical intimacy.
(v) physical harassment:
e.g. inappropriate touching, patting, pinching, stroking, brushing up against the body, hugging, kissing, fondling, sexual assault."
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老黄
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大胆，在法情兜售年货？leesen wrote: 再说，我跟陆老不熟，说太多，等下又有很多枪手SHOOT我了。
我现在做生意了，不可以得罪人，全部人都是我老板。
大风，买新年饼吗？
法情要抽两成。
leesen啊，说话就不要怕人家shoot，有人shoot您，表示您的话题会引起大家的关注，这是好事。何况在辩论与澄清的过程中，自己会获益的。
有关陆老师的事，张木钦先生的文章值得关注。
http://faqing.org/forum/viewtopic.php?t=5121&start=75
