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Seksuele teistering in die werkplek: 'n Suid-Afrikaanse perspektief
Abstract
Seksuele teistering in die werkplek is 'n ernstige probleem en maak daadwerklik inbreuk op die toeganklikheid van die werksplek. Die aantal klagtes rakende seksuele teistering neem jaarliks drasties toe. Navorsers beraam dat 80 tot 90% van hierdie gevalle egter nie gerapporteer word nie. Ten spyte van die groot aantal gevalle van seksuele teistering, word daar relatief min aandag in die literatuur en howe aan hierdie probleem gegee. Die rede hiervoor is dat min mense wat geteister is, die saak aanhangig maak uit vrees dat hulle hul werk kan verloor of dat hulle die onderwerp van bespreking sal wees.
Seksuele teistering is 'n inbreukmaking op die persoonlikheidsregte van die individu en dus iniurandi. Die Suid-Afrikaanse Grondwet bepaal dat daar nie gediskrimineer mag word teen enige persoon nie en dit sluit 'n persoon se reg om te werk sonder teistering en diskriminasie in. Dit is derhalwe noodsaaklik dat werkgewers verseker dat alle werknemers 'n veilige werksomgewing sonder diskriminasie het. Gevolglik behoort werkgewers 'n beleid rakende seksuele teistering in plek te stel en sorg dra dat dit aan werknemers gekommunikeer word. Indien seksuele teistering wel sou plaasvind, moet die prosedure en dissiplinรชre proses soos uiteengesit in die beleid, nagevolg word.
Sexual harassment in the workplace: a South African perspective
Sexual harassment in the workplace is a grave problem and it significantly impedes on a person's entrance into many sectors of the wage labour market. The number of sexual harassment complaints increases dramatically every year, although researchers estimate that 80 to 90% of sexual harassment cases go unreported. Despite the high figures, few South African court cases and legal literature deal with sexual harassment. The reason for this is that few persons who are harassed report a case for fear that they will lose their jobs or that they will become sources of ridicule.
Sexual harassment is an infringement upon a person's personality and thus an iniurandi. The South African Constitution determines that there shall not be discriminated against any person and that includes a person's right to work without harassment and discrimination. It is therefore necessary that all employers ensure a safe environment without discrimination for all employees. Employers must adopt a policy on sexual harassment, communicate it to all employees and ensure that the policy be adhered to. If harassment does take place, the procedure and disciplinary process prescribed in the policy must be enforced.
Jnl for Juridical Sci Vol.29(1) 2004: 28-61
Seksuele teistering is 'n inbreukmaking op die persoonlikheidsregte van die individu en dus iniurandi. Die Suid-Afrikaanse Grondwet bepaal dat daar nie gediskrimineer mag word teen enige persoon nie en dit sluit 'n persoon se reg om te werk sonder teistering en diskriminasie in. Dit is derhalwe noodsaaklik dat werkgewers verseker dat alle werknemers 'n veilige werksomgewing sonder diskriminasie het. Gevolglik behoort werkgewers 'n beleid rakende seksuele teistering in plek te stel en sorg dra dat dit aan werknemers gekommunikeer word. Indien seksuele teistering wel sou plaasvind, moet die prosedure en dissiplinรชre proses soos uiteengesit in die beleid, nagevolg word.
Sexual harassment in the workplace: a South African perspective
Sexual harassment in the workplace is a grave problem and it significantly impedes on a person's entrance into many sectors of the wage labour market. The number of sexual harassment complaints increases dramatically every year, although researchers estimate that 80 to 90% of sexual harassment cases go unreported. Despite the high figures, few South African court cases and legal literature deal with sexual harassment. The reason for this is that few persons who are harassed report a case for fear that they will lose their jobs or that they will become sources of ridicule.
Sexual harassment is an infringement upon a person's personality and thus an iniurandi. The South African Constitution determines that there shall not be discriminated against any person and that includes a person's right to work without harassment and discrimination. It is therefore necessary that all employers ensure a safe environment without discrimination for all employees. Employers must adopt a policy on sexual harassment, communicate it to all employees and ensure that the policy be adhered to. If harassment does take place, the procedure and disciplinary process prescribed in the policy must be enforced.
Jnl for Juridical Sci Vol.29(1) 2004: 28-61
