Surveys in other jurisdictions have shown that lawyers have experienced sexual harassment at their workplace. While there are no comparable studies of sexual harassment in Singapore law practices, prevention is always better than cure. This article discusses what behaviour may constitute sexual harassment and what steps law practices can take to address this.
You should be able to feel comfortable in your place of work or learning. If you are being sexually harassed, you can report it to the authorities at your job or school. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature in the workplace or learning environment, according to the Equal Employment Opportunity Commission EEOC.
The workplace is no place for harassment of any kind. It's critical to establish proper policies to identify and prevent harassment. Harassment of any kind has no place in the workplace.
Sexual harassment is a type of harassment technique that relates to a sexual nature and the unwelcome or inappropriate promise of rewards in exchange for sexual favors. Harassers or victims may be of any gender. In most modern legal contexts, sexual harassment is illegal. Laws surrounding sexual harassment generally do not prohibit simple teasing, offhand comments, or minor isolated incidents—that is due to the fact that they do not impose a "general civility code".
Title VII applies to employers with 15 or more employees. This page will discuss the topic of sexual harassment and the relevant laws in greater detail. For more information on sex discrimination also see our sex discrimination page.
What is Sexual Harassment? Despite both national and international efforts to eliminate sexual harassment, there is no single definition of what constitutes prohibited behavior. Generally, international instruments define sexual harassment broadly as a form of violence against women and as discriminatory treatment, while national laws focus more closely on the illegal conduct.
Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment.
Contents Key points 3. According to case law, unwelcome conduct is conduct that was not solicited or invited by the employee, and the employee regarded the conduct as undesirable or offensive. Whether the behaviour was unwelcome is a subjective question from the perspective of the particular person alleging sexual harassment. It is irrelevant that the behaviour may not have been unwelcome to others or has been an accepted feature of the work environment in the past.