防止校園性騷擾政策

防止校園性騷擾政策

Prevention of Sexual Harassment in School Policy

18/2/2014 Version

 

 

項目

    

頁碼

I.

政策聲明

P.1

II.

「性騷擾」的法律定義、含義、涉及人士及例子舉隅

P.2-3

III.

投訴機制

P.4-5

IV.

培訓及教育

P.6

V.

政策執行小組

P.6

流程表

處理性騷擾投訴程序

P.7

表格  A

「非正式投訴」記錄表

P.8

表格B-1

「正式投訴」記錄表

P.9

表格B-2

被投訴人回應表

P.10

表格B-3

投訴委員會記錄表

P.11

附件一

防止校園性騷擾的問與答

P.12-22

Annex 1

Question & Answers on Preventing Sexual Harassment in Schools

P.23-36

 

「防止及處理校園性騷擾」政策

I.

政策聲明

 

     為確保每位教職員﹝包括準教職員、合約和外判員工﹞和學生﹝包括準學生﹞,以及其他為學校服務人士﹝如義工、外判承辦商員工 …﹞能夠受到尊重及得到平等對待,在「防止《性別歧視條例》」的保障下,在沒有性騷擾的環境下工作、學習和進行活動。本校會將政策通報全體教職員和學生,並要求全體教職員和學生嚴格恪守有關政策。

     《性別歧視條例》(條例) 自1996年起生效。根據該條例及《性別歧視條例》(第480章)下有關「性騷擾」定義的修訂,性騷擾是指任何以受害人為目標並涉及性的不受歡迎的行徑,例如:不受歡迎的性要求,而該要求會令該人感到受冒犯、羞辱或威嚇;或任何涉及性的行徑,而該行徑會造成在性方面有敵意或威嚇性的工作環境。任何人因作出任何涉及性並造成「有敵意或威嚇性的環境」的行徑而構成的性騷擾,要對做出性騷擾的違法行為承擔個人責任,不但會有 *校內紀律處分,並會帶來民事法律責任,甚至刑事後果。

     性騷擾是歧視及違法行為,我們不會容忍性騷擾這類行為以保障每個人均有權在一個沒有歧視、騷擾、中傷及針對(使人受害的歧視)的環境下工作、學習和進行活動。

     本校會透過教育及培訓,並設立投訴機制,致力建立一個沒有歧視和愉快的健康校園。

     教職員及學生可瀏覽平機會網頁(http://www.eoc.org.hk),細閱條例及修訂後有關性騷擾的條文﹝有關性騷擾的條文載於條例第2(5)、2(7)、2(8)、9、23及39條﹞,和 教育局網頁(http://www.edb.gov.hk/tc/sch-admin/admin/about-sch/sch-sexual-harassment-preventation/index.html),

本政策亦已張貼在本校內聯網>互動通訊>佈告板>教職員通告內供各教職員查閱,並會在有需要時更新。

﹝*校內紀律處分包括道歉、接受輔導,給予賠償、口頭警告、書面警告、記過、停學 / 停職、解僱等。﹞

II

「性騷擾」的法律定義、含義、涉及人士及例子舉隅

 

1.

性騷擾的法律定義

根據《性別歧視條例》,「性騷擾」的法律定義包括以下情況:

 

 

1.1.

任何人如 ─

 

 

 

1.1.1.

對另一人提出不受歡迎的性要求,或提出不受歡迎的獲取性方面的好處的要求;或

 

 

 

1.1.2.

就另一人作出其他不受歡迎並涉及性的行徑,

 

 

 

而在有關情況下,一名合理的人在顧及所有情況後,應會預期該另一人會感到受冒犯、侮辱或威嚇;或

 

 

1.2.

任何人如自行或聯同其他人作出涉及性的行徑,而該行徑對另一人造成有敵意或具威嚇性的環境。

 

 

 

《性別歧視條例》適用於男性及女性。與性騷擾相關的條文亦適用於男和女,以及同性之間的性騷擾行為。《性別歧視條例》中第2(5) 條界定性騷擾。另外,第2(7)、2(8)、9、23及39條亦與性騷擾有關。

 

 

2.

性騷擾的含義

有兩類性騷擾︰

 

 

2.1.

錯誤運用權力或交換(Quid Pro Quo)︰                       決定是基於個人允許或拒絕獲取性方面好處的意願〈例如︰ 要求獲取性方面好處以換取升職、加薪、或考試合格〉。

 

 

2.2.

敵意的環境︰                                          言語上或身體上涉及性的行徑,目的在重大干預一個人的工作/學習表現,或營造一個冒犯、敵意或威嚇的工作/學習環境。                

 

3.

性騷擾涉及人士

 

 

3.1 

根據《性別歧視條例》,僱員作出的行為,可能會令他個人負上責任。僱員如對同事出性騷擾,不論出於任何動機,即屬違法。

 

 

 

3.2.

根據《性別歧視條例》,任何人明知而協助另一人作出性騷擾,須視為本身作出同一行為。任何人如向另一人提供或邀約提供任何利益,或使另一人遭受或威脅另一人遭受任何不利,以指示、誘使或企圖誘使該另一人對第三者作出性騷擾,即屬違法。

 

 

3.3.

本校僱員如對學生、同事、義工、外判承辦商員工作出性騷擾,不論在校內或校外,同性或異性,亦屬違法。

 

 

3.4.

本校合約或外判職員如對學生、教職員、義工、外判承辦商員工作出性騷擾,不論在校內或校外,同性或異性,亦屬違法。

 

 

3.5.

本校學生如對同學、準同學、教職員、義工、外判承辦商員工作出性騷擾,不論在校內或校外,同性或異性,亦屬違法。 

 

4.

性騷擾的例子﹝詳情可參閱附件 1 - 資料來源:平等機會委員會﹞

 

 

4.1.

雖然每一次都被拒絕,但仍然不斷嘗試約會對方

 

 

4.2.

帶有性方面影射的評論,例如身體、衣著、或性的活動

 

 

4.3.

有關性或某一個性別的笑話

 

 

4.4.

帶有猥褻性或侮辱性的說話

 

 

4.5.

性方面的提議,或是給予對方壓力來達到性的要求

 

 

4.6.

暗示或公開威脅對方發生的性行為

 

 

4.7.

不恰當的觸摸〈例如︰輕拍、觸摸、或擠捏〉

 

 

4.8.

猥褻姿勢、電話

 

 

4.9.

展示猥褻性或淫穢性的照片或文章

 

 

4.10.

持續的電話或信件,要求涉及私人或性的關係

 

 

4.11.

意圖強吻或愛撫對方

 

 

4.12.

性侵犯或強迫性行為(強姦)

 

 

*註:上述4.4至4.12的例子,有觸犯刑事條例的可能。

 

III

投訴機制

 

1.

方法

若有人認為或懷疑被性騷擾,應儘快投訴,以免舉證困難及延誤學校調查工作。可向本校進行「口頭」或「書面」投訴,本校會於合理時間內處理有關投訴。

 

 

1.1.

口頭投訴:〔非正式程序〕

若學生 / 教職員認為或懷疑被性騷擾,可向校監、校長、副校長或本校所委任的「投訴委員會」作出口頭投訴。被知會人士會按「非正式程序」來處理。

 

 

 

1.2.

書面投訴:〔正式程序〕

若有學生 / 教職員認為或懷疑被性騷擾而作出書面投訴,可向本校所委任的「投訴委員會」進行投訴。「投訴委員會」會按「正式程序」來處理。

 

 

 

1.3.

匿名投訴:

若本校收到匿名投訴,因為無法跟進,概不受理。

 

 

2.

處理程序

投訴人可以按事件嚴重性採取「非正式程序」或「正式程序」。

﹝學校視乎個別情況安排調停或建議正式調查「正式程序」,情況較輕或可能有誤解者,會先考慮安排調停和舒緩情況。﹞

 

 

 

2.1.

非正式程序〔口頭投訴〕

處理個案人員,以公平、公正、不偏不倚中立第三者開放態度促進溝通,綜合有關人士了解對事件的不同意見,共同尋求一個雙方都可接受的方案,消除誤會及解決爭端。調停必須完全是自願性質。處理個案人員要迅速、有彈性及有效率,對感受和情緒有適當的認識及回應,並尊重有關人士的權利和私隱。

程序如下:

 

 

 

 

2.1.1.

 

投訴人向處理個案人員描述該事情。

 

 

 

2.1.2.

處理個案人員適當地回應投訴人的情緒及要求。

 

 

 

2.1.3.

與被投訴人傾談,了解事件。

 

 

 

2.1.4.

提供各種解決問題辦法。

 

 

 

2.1.5.

個案完結時,處理個案人員須填寫「表格A」作統計記錄。

 

 

 

2.2.

正式程序〔書面投訴,由「投訴委員會」處理〕

 

 

 

 

2.2.1.

投訴人應向本校「投訴委員會」遞交書面投訴〔表格B-1〕,敍述事件經過及有關資料。

 

 

 

2.2.2.

投訴委員會會根據一般申訴程序對事件作正式的調查。

 

 

 

2.2.3.

提供被投訴者一份投訴書和給予回應的機會〔填寫表格B-2〕。

 

 

 

2.2.4.

在所有會見期間,保持私隱和尊重投訴人及被投訴人個人權利。

 

 

 

2.2.5.

向學校呈交一份報告書〔表格B-1, B-2, B-3〕,內容包括被調查的有關事項及重點,被發現的事實、調查的結果、建議及解決方法。

 

 

 

2.2.6.

有關個案的報告書須保密,但可用作統計用途。

 

 

3.

上訴程序

投訴人或被投訴人如不滿校監、校長或「投訴委員會」所作的決定,可向其上一級提出上訴。如仍然不滿其決定,則可向平等機會委員會或警方投訴。

 

 

4.

保密原則

處理有關投訴時,本校持守資料保密原則,以保障有關人士的利益。「投訴委員會」在處理投訴個案時,可能會徵詢其他人士意見〈如輔導主任、社工、平等機會委員會等〉。在描述事件時,仍會將有關人士的身份和資料保密。

〈備註︰按照事件的情況,「投訴委員會」可向校長、校監滙報投訴事件的詳情,包括有關人士的資料。〉

 

 

 

 

 

如有任何人士違反上列保密原則,本校將會對有關人士作出書面警告。

 

 

5.

防止「使人受害」的歧視

本校在處理投訴時,亦遵守防止「使人受害」的歧視原則,保障有關証人免受不合理的對待。

 

 

IV.

培訓及教育

本校透過不同的途徑來傳遞防止性別歧視的信息,務求建立一個平等及愉快的校園。途徑包括︰早會及週會、課堂、班主任課、課外活動等。而有關單張、小冊子及相關資料亦會擺放於圖書館、教師資源室及其他地方,以便索取及使用。

 

 

V.

政策執行小組

政策執行小組直接向校長或校監負責,匯報及提交資料。其職責是制定、推行有關政策,並處理投訴;小組亦會就政策落實的情況、執行機制作出定期檢視及修訂。

小組成員:

 

 

1.

政策執行小組負責人:校長

 

2.

推廣教育組:公民教育組 / 輔導

 

3.

投訴委員會︰

 

 

2.1.

校長、副校長 ﹝處理涉及人士為僱員之投訴﹞

 

 

2.2.

副校長﹝培育﹞、訓導主任、輔導主任 ﹝處理涉及人士為學生之投訴﹞

 

 

 

 

處理性騷擾投訴程序

 

 

 

懷疑性騷擾個案

﹝口頭/書面投訴﹞

 

 

 

 

 

 

 

 

 

 

任何老師

 

 

 

 

 

 

 

 

 

 

 

 

投訴委員會 / 校長 / 副校長

 

 

 

 

 

 

 

 

 

投訴不成立

 

 

 

 

 

投訴成立

 

 

 

 

 

 

 

 

 

 

涉及

違規行為

 

涉及

情緒問題

 

 

 

校內處理/ 調解

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

轉介訓導組

 

轉介輔導組 / 社工

 

轉介校外處理 / 調解 (如平等機會委員會、警方等)

 

個案終結

             

 

 

 

 

                     「防止及處理性騷擾」政策執行小組

    非正式投訴」記錄表(20________ - 20________年度)         表格A

 

  1.  個案編號*:______________________    填寫日期︰________________________

投訴人姓名:_____________________    性別︰______________  年齡︰______

資料:﹝僱員﹞職位 _______________   ﹝學生﹞班別 ________    學號 _______

 

  1.  事件頪別:

* 說話     * 被冒犯     * 行為     * 在惡劣環境工作     * 涉及歧視

* 其他 ____________________________________________________________

 

  1.  投訴事項:

被投訴人姓名:____________________     性別︰______________     年齡︰______

資料:﹝僱員﹞職位 _______________       ﹝學生﹞班別 ________    學號 _______

事件發生日期:____________________     時間:__________ 地點:____________

簡述投訴事件:________________________________________________________

              ________________________________________________________

              ________________________________________________________

________________________________________________________

 

  1.       處理結果:____________________________________________________________

            ____________________________________________________________

            ____________________________________________________________

            ____________________________________________________________

                      ____________________________________________________________

 

處理人:﹝姓名﹞_______________  簽署:_______________  日期:____________

 

* 個案編號由政策執行小組填寫,處理人填寫請交與政策執行小組召集人。

 

                 「防止及處理性騷擾」政策執行小組

    正式投訴」記錄表(20________ - 20________年度)         表格B-1

 

  1.  個案編號*:______________________    填寫日期︰________________________

投訴人姓名:_____________________    性別︰______________  年齡︰______

資料:﹝僱員﹞職位 _______________   ﹝學生﹞班別 ________    學號 _______

 

  1.  事件頪別:

* 說話     * 被冒犯     * 行為     * 在惡劣環境工作     * 涉及歧視

* 其他 ____________________________________________________________

 

  1.  投訴事項:

被投訴人姓名:____________________     性別︰______________     年齡︰______

資料:﹝僱員﹞職位 _______________       ﹝學生﹞班別 ________    學號 _______

事件發生日期:____________________     時間:__________ 地點:____________

事件發生經過:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

本人鄭重聲明,上述填寫資料正確無誤。

投訴人簽署:_________________________          日期:_____________________

 

                  「防止及處理性騷擾」政策執行小組

正式投訴」記錄表(20_______ - 20_______年度)         表格B-2

 

被投訴人回應表

本人就投訴個案編號:___________________ 作出以下回應:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

本人資料如下:

姓名:___________________________   性別︰____________         年齡︰_________

資料:﹝僱員﹞職位 _______________    ﹝學生﹞班別 ________    學號 __________

其他:__________________________________________________________________

 

本人鄭重聲明,上述填寫資料正確無誤。

 

本人:﹝姓名﹞_______________  簽署:_______________  日期:____________

 

                     「防止及處理性騷擾」政策執行小組

正式投訴」記錄表(20________ - 20________年度)        表格B-3

投訴委員會記錄表

 

投訴個案編號:_________________            事件發生日期:__________________

投訴人姓名:

被投訴人姓名:

性別:            年齡:

性別:            年齡:

職位 / 班別:

職位 / 班別:

 

第一次面見: * 投訴人          * 被投訴人        面見日期:_________________

處理 / 結果:              處理投訴委員姓名:______________ 簽署:__________

 

 

 

    

第二次面見: * 投訴人          * 被投訴人        面見日期:_______________

處理 / 結果:              處理投訴委員姓名:______________ 簽署:__________

 

 

 

  

第三次面見: * 投訴人          * 被投訴人        面見日期:_______________

處理 / 結果:              處理投訴委員姓名:______________ 簽署:__________

 

 

 

最後處理結果:﹝於個案結束時填寫﹞

 

 

 

投訴人﹝或其代表﹞姓名:______________

簽署:__________

日期:___________

被投訴人﹝或其代表﹞姓名:____________

簽署:__________

日期:___________

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附件1  - 資料來源:平等機會委員會

 

 防止校園性騷擾的問與答

 

(一) 闡釋「性騷擾」

(二) 性騷擾的例子

(三) 責任

(四) 制定學校政策

(五) 推廣及教育

(六) 培訓/支援

(七) 處理性騷擾投訴

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

 

  1.  闡釋「性騷擾」

 

1

何謂「性騷擾」?

答1:

根據《性別歧視條例》,「性騷擾」的法律定義包括以下情況:

 

(a)

任何人如 ─

 

 

(i)

對另一人提出不受歡迎的性要求,或提出不受歡迎的獲取性方面的好處的要求;或

 

 

(ii)

就另一人作出其他不受歡迎並涉及性的行徑,

 

 

而在有關情況下,一名合理的人在顧及所有情況後,應會預期該另一人會感到受冒犯、侮辱或威嚇;或

 

(b)

任何人如自行或聯同其他人作出涉及性的行徑,而該行徑對另一人造成有敵意或具威嚇性的環境。

 

 

 

《性別歧視條例》適用於男性及女性。與性騷擾相關的條文亦適用於男和女,以及同性之間的性騷擾行為。《性別歧視條例》中第2(5) 條界定性騷擾。另外,第2(7)、2(8)、9、23及39條亦與性騷擾有關。

2

對學生來說,何謂在性方面有敵意或具威嚇性的教育環境?

答2:

這是指在教育環境中任何不受歡迎的涉及性的行徑,而該行徑會妨礙其他學生的學習表現或影響他們愉快學習的環境。有關行為不一定是直接或故意針對個別學生。這類性騷擾的例子包括但不限於:展示露骨或色情的資料、說黃色笑話、談話粗鄙,以及使人反感的涉及性的笑話或行為。

 

3

什麼不算是性騷擾?

答3:

受歡迎、雙向、雙方同意及互有往來的涉及性的行動、調情、吸引或友情便不算性騷擾。

 

4

性騷擾通常以什麼形式發生?

答4:

性騷擾包括不受歡迎及向對方主動作出的身體、視覺、言語或非言語上涉及性的行徑。

 

5

單一事件會否構成性騷擾?

答5:

不受歡迎行為不一定要多次發生或連續出現,一次事件足以構成性騷擾。

 

 

() 性騷擾的例子

 

6

哪些是性騷擾的行徑?

答6:

以下是性騷擾的行徑的一些例子:

 

  • 主動作出的身體接觸或動作

 

  • 不受歡迎的性要求

 

  • 涉及性的言論或笑話

 

  • 追問或影射別人涉及性的私生活

 

  • 展示使人反感或色情的資料如海報、艷照、卡通、塗鴉或月曆

 

  • 不受歡迎的邀請

 

  • 使人反感的涉及性的通信資料 (信件、電話、傳真、電郵等)

 

  • 盯著或色迷迷的看著別人或其身體部位

答6:

﹝續﹞

  • 不受歡迎的身體接觸,例如未經邀請為某人按摩或故意摩擦其身體

 

  • 觸摸或撥弄別人的衣服,例如掀起裙子或襯衫或把手放進其口袋

 

7

校園內哪些情況可造成「有敵意或具威嚇性的環境」?

答7:

  • 以下是一些在學校造成「有敵意或具威嚇性的環境」的情景:

 

  • 任何人用帶有性含意的漫畫教授與性無關的課題。

 

  • 一群學生在小息及/或午膳期間在操場聚集,並對在場正在玩耍、聊天或逗留的女同學評頭品足,部分女生因此不敢在操場逗留。

 

  • 在男女同事共處一個教員室的情況下,有些同事將裸體照片用作螢幕保護程式,或喜歡當異性同事在場時講色情笑話。

 

  • 教職員在校舍內其他教職員/學生聽到的範圍內講色情笑話或討論自己的性生活。

 

  • 一班學生在課堂討論時,強行把討論內容轉為與性有關的話題。不同性別的學生因此感到冒犯,不想參與討論。

 

() 責任

 

8

當一個人作出性騷擾行為後,他/她要負上什麼責任?

答8:

性騷擾是違法行為,會帶來民事法律責任,有部分行為(例如非禮、跟蹤、電話騷擾等)更會同時帶來刑事後果。無論是學生、教職員、義務工作者、合約員工/服務供應商/代理人,均須對自己所作的性騷擾行為負上個人法律責任。任何人如向他人施壓去性騷擾另一人;指示他人性騷擾另一人;或明知而協助另一人作出性騷擾行為(例如和他人一起說色情笑話) ,亦可能要負上個人法律責任。

 

9

在教育環境中發生性騷擾事件,學校作為僱主有何責任?

答9:

學校必須採取「合理可行的措施」防範性騷擾事件的發生,否則無論學校對僱員作出性騷擾的行徑是否知情,亦可能要負上轉承責任。

 

10

何謂「合理可行的措施」? 學校應採取什麼措施才可避免可能負上的責任?

答10:

《性別歧視條例》沒有為「合理可行的措施」作定義,這須視乎不同個案而定。每所學校的情況(包括規模、資源、人事管理模式)都不同,因此,在某所學校來說是合理的措施,對另一所學校未必適用。原則上,合理可行的措施應包括制定和推廣防止性騷擾的政策,並透過宣傳、講座及培訓等活動,提高學生、家長、教職員、義務工作者、合約員工/服務供應商/代理人等對防止性騷擾行為的意識。因此,學校除制定防止性騷擾政策聲明外,還需要制定一套完善的處理性騷擾投訴及支援機制,並透過教育及培訓締造性別平等和尊重他人的校園文化,以預防性騷擾的發生。一旦發生性騷擾事件,學校有責任證明已積極實施預防措施,以避免可能要負上的法律責任。

 

11

若學生違反條例,學校須負上甚麼責任?

答11:

由於學生不是學校的僱員或代理人,學校一般不必為學生的違法行為負上轉承責任。然而,學校在某些情況下或會招致直接法律責任。例如,若學校收到投訴,指學生舉辦/參與課外活動時作出性騷擾的行為,學校卻沒有採取補救行動,繼續容許學生在學校處所做出所指稱的違法活動,那麼學校可被視為聯同有關學生作出涉及性的行徑,而該行徑會對其他學生造成一個有敵意或具威嚇性的環境。這類性騷擾是《性別歧視條例》所禁止的。

 

12

若學生被校外團體或人士性騷擾 (例如課外活動教練),學校須負上甚麼責任?

答12:

若教練是由學校聘用或安排聘用,以「代理人」身份進行課外活動,那麼學校在這情況下就是「主事人」。若學校未有採取合理可行的措施防範性騷擾 (例如書面或口頭通知教練,學校禁止及不容忍性騷擾行為),學校有可能因主事人身份,而須為該違法行為負上轉承責任。因此,一旦確立了代理人與主事人的關係,學校便須採取合理可行措施防範性騷擾。

 

() 制定學校政策

13

學校在制定有關政策防止性騷擾時,是否須諮詢其他人士/持分者?

答13:

為表達學校對性騷擾行為的關注,以及處理有關問題的決心,學校管理委員會/法團校董會在制定有關性騷擾的整體政策時,應諮詢家長、教師及其他職員,務求令政策更為公開及透明。而諮詢過程亦可讓相關人士更深入瞭解有關政策背後的精神及其重要性,同時亦增強政策的認受性。

 

14

平等機會委員會(平機會)和教育局會否為學校提供學校政策的樣本,供學校參考?

答14:

由於不同學校的背景存在差異,對某所學校來說足夠的學校政策,對另一所學校未必足夠。學校應根據我們建議的學校政策大綱,並按個別學校的獨特情況(包括規模、資源、人事管理模式等),訂定校本防止性騷擾的政策。基本上,學校政策必須列出學校對性騷擾行為的關注,以及處理有關問題的決心;提供性騷擾的法律及行為定義;說明向學校投訴途徑(包括負責人/教師的資料及聯絡方法)或投訴人可直接向平機會投訴或提出法律訴訟;說明投訴資料保密及投訴人不會受到迫害或被懲處的原則;簡述學校調查投訴的方法及投訴成立的處分措施。由平機會編訂的《校園性騷擾政策大綱》,載於附件,供學校參考。

 

15

學校應如何推行防止性騷擾的政策?有什麼相應措施可以配合?

答15:

當學校就防止性騷動制定政策後,應定期監察及檢討政策,以確保政策有效實施及涵蓋最新資料,並定期派發及宣傳有關政策。同時,學校應清除校園範圍內所有令人反感、露骨或色情的月曆、刊物、海報及其他物品,以及防止不適當使用電腦科技,例如電郵、螢幕保護程式及互聯網。學校亦應委派統籌人員處理員工投訴,及委任合適的教師(例如訓導/輔導及/或其他具備調查和處理投訴知識的教師)處理與學生有關的性騷擾投訴。

 

 

 

() 推廣及教育

 

16

學校應如何提高教職員對性騷擾行為的認知和意識?

答16:

要提高員工對性騷擾行為的認知和意識,學校應:

 

  • 向新入職員工提供有關防止性騷擾的政策聲明及其他相關資料,作為入職簡介的標準項目;

 

  • 定期在員工會議上向員工分發/重申政策聲明,以作討論/向員工強調有關政策;

 

  • 有關舉報/接受和提出投訴的程序及指引應載列於員工手冊及服務供應商的合約內;

 

  • 張貼通告以發放有關資料;

 

  • 為一般員工提供對性騷擾課題認知的培訓,及鼓勵獲委任處理性騷擾投訴的人員/教師接受適當訓練,以便能敏銳地處理有關性騷擾的個案。

 

17

學校應如何提高學生和家長對性騷擾行為的意識?

答17:

學校應透過學生迎新會、學校集會、簡介會、家教會、公布、通告、學生手冊、內聯網、研討會等,讓家長和學生知悉學校對性騷擾的政策和相關的處理程序及處分措施。我們鼓勵學校在性教育課程、班主任課、生命教育課/個人成長教育內加入「性騷擾」課題,以培養學生正面的價值觀及態度(如尊重和關愛他人)和教導學生恰當的人際相處技巧,亦可提高他們對性騷擾行為的意識,以及提醒他們在有需要時向別人尋求協助。

 

18

學校可如何加強在教育和訓輔方面的工作,以防止性騷擾事件發生?

答18:

學校應按學生不同成長的階段,安排一些發展性的輔導活動,以培育學生個人及群性發展有重要影響的正面價值觀和態度,例如提倡兩性平等和尊重他人等。當學生在認知和情感上對這些價值觀和訊息有一定的認識及理解,他們便能夠慎思明辨、分析困境、解決疑難、懂得如何作出恰當的反應及與人建立互相尊重和平等的關係,從而防止性騷擾的行為。

 

 

 

 

() 培訓 / 支援

 

19

平機會可提供哪類培訓活動/支援,以提高學校教職員及學生對性騷擾的認識?

答19:

  • 為了在中小學有效傳遞防止性騷擾的訊息,平機會已委託專業劇團進行有關題材的話劇演出。有關安排性騷擾的話劇表演,學校可致電2404 7288或透過電郵HYPERLINK "\\\\pdc\\lkt$\\教職員\\ forestunionxp@yahoo.com.hk"\\pdc\lkt$\教職員\ forestunionxp@yahoo.com.hk) 與劇社「森林聯盟」聯絡。

 

該自學課程有助提升學生和教育工作者對性騷擾的認識。

 

 

  • 除了有關四條反歧視條例的免費講座外,平機會亦會應學校要求為教職員度身訂造收費工作坊,教導認識何謂性騷擾和如何防止性騷擾。學校可致電2106 2155查詢詳情。

 

 

20

教育局有否提供防止性騷擾的培訓課程?

答20:

教育局不時為現職校長及教師設有關性教育的培訓課程。詳情及報名辦法,將上載教育局的培訓行事曆(網址:

" https://tcs.edb.gov.hk/tcs/publicCalendar/start.htm?deskLang=zh)。

 

 

 

 

 

() 處理性騷擾投訴

 

21

受性騷擾的人有什麼權利?

答21:

如學校內任何人士感到受性騷擾,可向學校投訴,或向平機會作出投訴。平機會將對投訴展開調查,並盡力透過調停方式解決問題。若調停不成功,投訴人可向平機會申請要求給予法律協助。

 

22

任何人如感覺受到性騷擾,他/她應採取什麼行動?

答22:

如感覺受到性騷擾,可採納以下非正式或正式處理方法:

 

  • 即時表明立場,告訴騷擾者他/她的行為是不受歡迎的,必須停止。

 

  • 告訴信任的人,例如老師/同事,讓他們給予情緒上的安慰和建議。

 

  • 以書面記錄有關事件的詳情,包括日期、時間、地點、證人,以及投訴人的反應。

 

  • 向校長或其指定人員或負責教師作出正式投訴。

 

  • 向平機會投訴,要求調查及/或調停。

 

  • 向教育局提出申訴。

 

  • 報案及/或向個別騷擾者提出法律訴訟。

 

23

學校收到投訴後,如何進行調停?

答23:

調停的作用是透過一個不偏不倚中立第三者,讓各有關人士共同謀求一個雙方都可接受的方案、消除誤會及解決爭端。調停完全是自願性質。視乎個別投訴的情況,學校應先考慮安排調停。無論在進行調查或安排調停時,必須公平、公正及確保投訴人及被指稱的騷擾者得到公平的對待。

 

24

學校處理有關性騷擾的投訴時,應注意哪些事項?

答24:

學校處理有關性騷擾的投訴時,應注意以下的基本原則:

 

  • 處理投訴的方法應在學校政策中列明,或另載於申訴程序內。

 

答24:

﹝續﹞

  • 所有與性騷擾投訴相關的資料和記錄必須保密,只准按需要向有關職員披露。

 

  • 立刻處理投訴,務求迅速解決事件。

 

  • 投訴人應受保護,以免因投訴事件而受害(根據有關條例第9條,使人受害已是違法的歧視行為),以及各當事人均應得到公平對待。

 

  • 處理投訴的過程不會讓投訴人不必要地承受更多困擾和蒙受更大的羞辱。

 

  • 在處理投訴時務須小心謹慎,不要讓其他有關人士受到不必要的困擾。

 

  • 學校應謹慎處理任何懷疑對學生或年幼學童作出性騷擾的個案。無論投訴是否匿名,學校都可能需要就有關投訴進行調查。

 

  • 學校應將有關處理性騷擾投訴的程序載列在其校本投訴政策內,並讓所有員工和其他工作人員知悉。如投訴涉及學生,學校應讓學生和家長清楚知道有關規則及處分措施。

 

25

《性別歧視條例》對提出或打算提出性騷擾的投訴人有什麼保障?

答25:

根據條例第9條,如任何人因作出以下行動,而使他/她遭受不利或威脅會對他/她不利:

 

  • 根據《性別歧視條例》提出或打算提出性騷擾投訴

 

  • 提交或打算提交有關性騷擾投訴的資料或文件

 

  • 在性騷擾訴訟中以證人身分出庭或打算出庭作供

 

  • 根據《性別歧視條例》合理維護自己或其他人的權利

 

  • 他/她可以「使人受害」的理由再向學校提出投訴。如遇到上述情況,他/她將受到法律的保障。

 

26

處理投訴的主要步驟是什麼?

答26:

在收到正式投訴後,學校的統籌人員應採取以下主要步驟處理投訴:

 

  • 啟動內部處理性騷擾投訴的步驟;

 

  • 將所有與性騷擾投訴的相關資料和記錄保密;
 

答26:

  • 通知被指稱的騷擾者有關指控的詳情;

﹝續﹞

  • 告知投訴人和被指稱的騷擾者會如何進行調查,以及誰人負責處理有關調查;

 

  • 如有需要,可安排投訴人和被指稱的騷擾者在調查期間避免接觸;

 

  • 如有需要可提供支援及輔導,包括向家長/學生/員工提供有關性騷擾的資料,並為他們解答問題或疑慮(例如他們被性騷擾時應怎樣做);

 

  • 接見投訴人,如投訴人是學生,可由家長或親友陪同會面;

 

  • 接見被指稱的騷擾者,如被指稱的騷擾者是學生,可由家長或親友陪同會面;

 

  • 接見有關投訴的證人,或向他們錄取書面陳述;

 

  • 評估證據,並作出決定;

 

  • 擬備書面報告,以書面把調查結果告知有關人士;

 

  • 如有需要,諮詢平機會的意見;

 

  • 決定是否需要採取處分措施或其他適當的行動

 

27

學校處理投訴時如何遵守保密原則?學校向被指稱的騷擾者透露有關投訴的詳情是否恰當?

答27:

所有與性騷擾投訴相關的資料和記錄只准按需要向有關人士透露。由於被指稱的騷擾者是投訴個案的關鍵人物及基於自然公正原則,學校有需要通知他/她有關指控的詳情。

 

28

如校方未能決定某事件是否屬於性騷擾,或其他違法行為(例如性侵犯),學校可怎樣做?

答28:

學校處理懷疑個案時遇到任何困難,可諮詢平機會或其他相關機構(例如警方)的意見。若發現懷疑虐兒個案時,學校須遵守由社會福利署於二零零八年一月發出的「處理虐待兒童個案程序指引(二零零七年修訂版)」的原則和相關程序處理,以保障學生的福利及減低受虐的危機。根據該指引,如懷疑兒童被性侵犯,學校應諮詢社會福利署保護家庭及兒童服務課或警務處虐兒案件調查組,以採取合適的處理程序。如情況顯示個案可能涉及刑事罪行,學校應向警方舉報。

 

 

 

29

 

性騷擾投訴有否時間限制?處理內部投訴時,學校應否設定時間限制?

答29:

向平機會提出投訴及提出法律訴訟均有時間限制。若被性騷擾者想向平機會提出投訴,需於事件發生後的12個月內提出。若決定在區域法院提出法律訴訟,需於事件發生後的2年內提出。考慮到延遲處理投訴會對學校的調查工作及舉證可能做成困難,學校可按校本情況訂定合理的時限。

 

30

性騷擾屬不合法行為,由學校處理有關性騷擾的投訴(包括為投訴成立的個案決定處分措施) 是否恰當,尤其有些行為亦可能構成刑事罪行?

 

答30:

學校有責任締造一個沒有性騷擾的工作及學習環境。學校不但要採取合理可行的措施消除違法行為,同時亦須正視及恰當處理有關投訴,以保障員工和學生的利益。性騷擾雖屬民事侵權行為,受屈人可自行決定是否向平機會作出投訴或直接向區域法院提出訴訟。如受屈人在僱傭或教育範疇受到性騷擾,可要求僱主或教育機構正視並處理有關問題。如該僱主或教育機構漠視有關問題,則有可能被視為沒有採取「合理可行的措施」,而可能負上轉承責任。如被指稱的騷擾者是學生,學校除了按既定的學校政策執行公平及合理的處分外,更重要是輔導學生改過不恰當的行為。學校亦應認識到若不嚴正處理性騷擾投訴及對違規者作出處分,則等同容忍校園性騷擾行為。如校方認為投訴的事項可能構成刑事罪行,應盡快交由警方處理。

 

 

平等機會委員會及教育局

二零零九年一月 – 初版

二零一三年七月 – 第二版

二零一三年十一月 – 第三版

 

Annex 1 – Source : Equal Opportunities Commission

 

Questions & Answers on Preventing Sexual Harassment in Schools

 

(A) Interpretation of Sexual Harassment

(B) Examples of Sexual Harassment

(C) Liabilities

(D) Formulation of a School Policy

(E) Promotion and Education

(F) Training/ Support

(G) Handling Sexual Harassment Complaints

 

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

 (A) Interpretation of Sexual Harassment

 

Q.1

What is meant by “sexual harassment”?

A.1:

According to the Sex Discrimination Ordinance (SDO), the legal definition of “sexual harassment” includes the following situations:

 

(a)

any person  ─

 

 

(i)

makes unwelcome sexual advances, or unwelcome request for sexual favors, to another person; or

 

 

(ii)

engages in other unwelcome conduct of a sexual nature in relation to that other person;

 

 

in circumstances in which a reasonable person, having regard to all the circumstances, would have anticipated that that other person would be offended, humiliated or intimidated; or

 

(b)

any person, either alone or together with other persons, engages in a conduct of a sexual nature which creates a hostile or intimidating environment for another person.

 

The SDO and the sections related to sexual harassment are applicable to both men and women. Under the SDO, it is unlawful to sexually harass

persons of 2 the opposite sex, as well as, of the same-sex. Section 2(5) of the SDO defines sexual harassment while sections 2(7), 2(8), 9, 23 and 39 of the SDO are the related sections.

Q.2

What is a sexually hostile or intimidating environment for students in the educational setting?

A.2

It refers to any unwelcome conduct of a sexual nature that interferes with the performance or affects the enjoyment of students in their learning environment. The behavior does not need to be directly or consciously targeted at an individual student. Examples of this form of sexual harassment include but not limited to the display of explicit or pornographic materials, sexual banter, crude conversation, and sexually offensive jokes or activities.

Q.3

What is not sexual harassment?

A.3

 

Interaction of a sexual nature, flirtation, attraction or friendship which is invited, mutual, consensual and reciprocated is not sexual harassment.

Q.4

In what forms does sexual harassment usually take place?

A.4

Sexual harassment can involve physical, visual, verbal or non-verbal conduct of a sexual nature which is uninvited and unwelcome.

 

Q.5

If an allegation involves only a single incident, can it amount to sexual harassment?

A.5

The unwelcome behaviour needs not be repeated or continuous. A single incident can also amount to sexual harassment.

 

(B) Examples of Sexual Harassment

 

Q.6

What are sexual harassment acts?

A.6

The following are some examples of sexual harassment acts:

 

Uninvited physical contact or gestures

 

  •  

 

Unwelcome requests for sex

 

Sexual comments or jokes

 

Intrusive questions or insinuations of a sexual nature about a person’s private life

 

Displays of offensive or pornographic material such as posters, pinups, cartoons, graffiti or calendars

 

Unwanted invitations

 

Offensive communications of a sexual nature (letters, phone calls, faxes, e-mail messages, etc.)

 

Staring or leering at a person or at parts of his/her body

 

 

 

Unwelcome physical contact such as massaging a person without invitation or deliberately brushing up against him/her

 

 

Touching or fiddling with a person’s clothing e.g. lifting up skirts or shirts, or putting hands in a person’s pocket

 

Q.7

What are the scenarios of creating a hostile or intimidating environment in schools?

 

A.7

 

The following are some scenarios of creating a hostile or intimidating environment in schools:

 

 

Anyone uses sexually suggestive cartoons in teaching a subject not related to sex.

 

 

During recess and/or lunch time, a group of students hanging out in the playground and rate female students who are playing/ chatting/ staying there. As a result, some of the female students avoid staying in the playground.

 

 

In the staff room where there are both female and male colleagues, some colleagues display nude pictures as screen savers on the computer; or some like to exchange obscene jokes with each other in the presence of other colleagues of the opposite sex.

 

 

Staff members make sexual jokes or discuss their sex lives within earshot of other staff/ students on the school premises.

 

 

A group of students hijack classroom discussion and turn it to sexual topics. Students of the opposite sex feel offended and do not want to join the discussion.

 

 

(C) Liabilities

 

Q.8

What liability would an individual bear if he/she commits sexual harassment?

 

A.8

Sexual harassment, which is an unlawful act, would entail civil liability. Some behaviour (such as indecent assault, stalking, crank calling, etc.) would also bear criminal consequences at the same time. Students and staff, voluntary helpers, contract workers/ service providers/ agents of a school are personally liable under the law for their own acts of sexual harassment. Personal liability may also be incurred if a person presses/ instructs someone to sexually harass another, or knowingly aids another in sexual harassment (e.g. joining someone in telling obscene jokes).

 

 

Q.9

What is the liability of schools as employers in case sexual harassment occurs in educational settings?

 

A.9

Schools must take “reasonably practicable steps” to prevent sexual harassment; otherwise, they might be held vicariously liable for the unlawful acts of sexual harassment committed by employees in the course of their employment, even if the schools are not aware of the sexual harassment incidents.

 

 

 

Q.10

What are “reasonably practicable steps”? What steps should schools take to avoid the possible liability?

 

A.10

Reasonably practicable steps” are not defined in the SDO and are determined on a case by case basis. The situation of each school varies in terms of its scale, resources and mode of human resources management. Thus, what is reasonable for one school may not be reasonable for another one. In principle, “reasonably practicable steps” should include formulating

 

and promoting a policy on preventing sexual harassment, and organizing

seminars and training activities to raise the awareness of students, parents, staff, voluntary helpers and contract workers/ service providers/ agents, etc. on preventing sexual harassment. In other words, apart from formulating a school policy on preventing sexual harassment, schools should develop a comprehensive complaint mechanism to handle such cases. In addition, education, training workshops and support for staff and students should be provided to promote gender equality, in order to create a gender-friendly environment and a supportive school culture to prevent sexual harassment. It is the responsibility of the school to demonstrate that preventive measures have been actively implemented to avoid liability when sexual harassment occurs.

 

 

Q.11

What is the liability of schools in case students contravene the SDO?

 

A.11

In general, a school would not be held vicariously liable for unlawful acts committed by students since they are not employees or agents of the school. Nevertheless, a school may incur direct liability under some circumstances. For example, if a complaint of sexual harassment is received alleging student(s) organize/ participate in an extra-curricular activity has/have committed an act of sexual harassment, but the school takes no remedial actions and continues to allow the students to engage in the alleged unlawful activity held on school premises, arguably the school, together with these students, are engaging in a conduct which creates a sexually hostile or intimidating environment for other students. It is a form of sexual harassment prohibited under the SDO.

 

 

Q.12

What is the liability of schools if students are sexually harassed by an external body (say coaches in extra-curricular activities)?

 

A.12

If the coach is hired or arranged to be hired by the school to carry out the extra-curricular activity as an “agent”, the school concerned would become a 6 “principal” under the circumstances. If no reasonably practicable steps (e.g. notify the coach either in writing or verbally that sexual harassment is prohibited and would not be tolerated) have been taken to prevent sexual harassment from occurring, the school might still be vicariously liable for the unlawful act as the principal. In this connection, once the relationship of agent and principal is established, the schools concerned should take reasonably practicable steps to prevent sexual harassment from occurring.

 

 

 (D) Formulation of a School Policy

 

 

Q.13

Should schools consult any parties/ stakeholders in formulating a school policy on preventing sexual harassment?

 

A.13

To show school’s concern of and its commitment to dealing with sexual harassment, the school management committee/ incorporated management committee should consult parents, teachers and other staff when formulating a comprehensive policy with a view to making the policy open and transparent. Also, in the process of consultation, the relevant parties can have a deeper understanding of the underlying principles and importance of the school policy. The school can also enhance stakeholders’ acceptance of the policy.

 

 

Q.14

Would the Equal Opportunities Commission (EOC)/ Education Bureau (EDB) provide any sample of school policy on sexual harassment for schools’ reference?

 

A.14

As the backgrounds of schools are different, a school policy adequate for one school may not be adequate for another. Schools should formulate their school-based policy on preventing sexual harassment in accordance with our suggested framework, taking into account their specific situation (including scale, resources, mode of human resources management, etc.). Basically, a school policy must contain school’s concern of and commitment to dealing with sexual harassment, the legal and behavioural definitions of sexual 7 harassment, channels for lodging a complaint to school (including information of the persons/ teachers-in-charge and their contacts) or a note that the complainant may lodge a complaint directly with EOC or take legal action, a note on observing the principles of confidentiality and victimization related to complaints, a brief description on school’s investigation procedures and disciplinary actions in case the complaint is established. Schools may refer to the EOC’s Framework for Sexual Harassment Policies in Schools for reference (attachment).

 

 

Q.15

How should schools implement the policy to prevent sexual harassment? What are the corresponding measures?

 

A.15

After formulating the policy, schools should monitor and review the policy periodically to ensure effective implementation and provision of up to date information. Schools should also distribute and promote the policy at regular intervals. At the same time, schools should remove offensive, explicit or pornographic calendars, literature, posters and other materials from the school area, and prevent inappropriate use of computer technology, e.g. e-mail, screen savers and the Internet. Schools should also designate a coordinator to handle complaints of staff and appoint appropriate teachers (e.g. discipline/ counseling and/ or other teachers with appropriate knowledge in investigating and resolving complaints) to handle sexual harassment complaints related to students.

 

 

(E)  Promotion and Education

 

 

Q.16

How can schools raise the understanding and awareness of staff on sexual harassment?

 

A.16

To raise the understanding and awareness of staff on sexual harassment, schools should:

 

 

Provide the policy statement and other relevant information on sexual harassment to new staff as a standard part of induction;

 

 

Distribute/restate the policy statement to staff for discussion/ reinforcement at staff meetings at regular intervals;

 

 

include the procedures and guidelines for reporting/ receiving and filing of complaints in the staff handbooks and contracts with service providers;

 

 

post notices to disseminate related information;

 

 

conduct awareness raising sessions for general staff on sexual harassment issues and encourage the persons/ teachers appointed for handling sexual harassment complaints to receive appropriate training to enable sensitive treatment of such cases.

 

Q.17

What should schools do to raise the awareness of students and their parents on sexual harassment?

 

A.17

Schools should promulgate the school policy, the handling procedures and the related discipline actions on sexual harassment to students and their parents via students’ orientation programmes, assemblies, briefing sessions, parent-teacher association, notices, circulars, student handbooks, intranets and seminars, etc. We encourage schools to incorporate the topic of sexual harassment into sex education programmes, class teacher periods and life education lessons/personal growth education, so as to help students develop positive values and attitudes (such as respect and care for others), teach them proper behaviour for coping with interpersonal relationships, arouse their awareness on sexual harassment and remind them to seek help when necessary.

 

 

Q18

How can schools strengthen their work on education and discipline and counselling to prevent the occurrence of sexual harassment?

 

A18

Schools should arrange counselling activities according to the personal and social developmental needs of students to develop students’ positive values and attitudes, such as messages about gender equity and respect for others. When students have developed a certain level of awareness and understanding of these values and messages cognitively and emotionally, they will be able to think critically, analyze challenging situations, solve problems, make appropriate reactions and build equal and mutually respecting relationship with others. All these help to prevent acts of sexual harassment.

 

 

(F) Training/ Support

 

Q.19

What types of training activities/ support can EOC offer to raise the understanding of sexual harassment among school staff and students?

 

A.19

In order to effectively disseminate the message of preventing sexual harassment in secondary and primary schools, EOC has commissioned a professional drama group to stage drama performances in schools on this issue. Schools may contact the drama group “Forest Union” at 2404 7288 or forestunionxp@yahoo.com.hk for arranging drama performances on the topic of sexual harassment.

 

 

EOC launches an on-line self-learning training module on sexual harassment at http://www.eoc.org.hk:8080/shoncampus to enhance teachers and students’ understanding of sexual harassment.

 

 

Free talks and consultancy services are provided by EOC (Details are available at http://www.eoc.org.hk/EOC/GraphicsFolder/showcontent.aspx?content=Our%20... ).

 

 

Apart from organizing free talks on the four anti-discrimination ordinances, EOC will provide customized fee-charging training workshops on understanding and preventing sexual harassment for school teachers and staff on request. Schools may dial 2106 2155 for further details.

 

 

Schools may browse the EOC’s website at " http://www.eoc.org.hk/EOC/GraphicsFolder/showcontent.aspx?leaf=1&content=Sex%20Discrimination%20Ordinance%20and%20I

for further details of the above activities and the leaflets on the SDO.

 

 

Q.20

Are there any training courses on preventing sexual harassment provided by EDB?

 

A.20

EDB will organize training programmes on sex education for serving principals and teachers from time to time. Details and registration will be uploaded onto the Training Calendar on EDB homepage at " https://tcs.edb.gov.hk/tcs/publicCalendar/start.htm?deskLang=zh

 

 

 

(G) Handling Sexual Harassment Complaints

 

 

Q.21

What are the rights of persons who are subjected to sexual harassment?

 

A.21

If a person feels being harassed in school, he/she can complain to the school or to EOC. EOC will investigate the complaint and endeavour to settle it by conciliation. If conciliation is not successful, the complainant can apply to EOC for legal assistance.

 

Q.22

What should a person do if he/she feels being sexually harassed?

 

A.22

If a person feels being sexually harassed, he/she may adopt the following informal or formal approaches/ strategies:

 

 

Speak up at the time. Tell the harasser that his/her behaviour is unwanted and has to stop.

 

 

Tell someone he/she trusts, such as his/her teacher/ colleagues/ co-workers, for emotional support and advice.

 

 

Keep a written record of the incidents, including the dates, time, location and witnesses and own response.

 

 

Lodge a formal complaint to the school principal or his/her designate or the teacher-in-charge.

 

 

Lodge a complaint with EOC and request investigation and/or conciliation.

 

 

Report to the police and/or file a civil law suit against the harasser.

 

 

Q.23

How should schools arrange conciliation upon receiving a complaint on sexual harassment?

 

A.23

The purpose of conciliation is to help the parties involved work out a mutually acceptable resolution, eliminate misunderstanding and settle disputes with the assistance of an impartial third party. Conciliation should be voluntary. Depending on the nature of individual complaints, schools should first consider arranging conciliation. In the process of investigation and arranging conciliation, schools must keep an open and fair manner to ensure that the complainant and the alleged harasser are treated fairly.

 

 

Q.24

What should schools pay attention to when handling sexual harassment complaints?

 

A.24

The followings are the basic principles in handling sexual harassment complaints:

 

 

The way that complaints will be handled should be documented in the school policy, or in a separate complaint procedure.

 

 

All information and records related to a complaint of sexual harassment must be confidential and only be circulated to relevant staff on a need-to-know basis.

 

 

Complaints should be handled promptly to ensure that they are quickly resolved.

 

 

Complainants should be protected against victimization (which in itself is an unlawful act of discrimination under section 9 of the SDO) and all parties involved should be treated fairly.

 

 

In the process of handling a complaint, schools should avoid causing unnecessarily further distress and humiliations for the complainant.

 

 

Care should be taken in handling complaints so as not to cause unnecessary distress to other people involved.

 

 

Schools should handle cases of suspected sexual harassment for students or young children in discreet. Whether the complaints are anonymous or not, schools may need to conduct investigation.

 

 

Schools should incorporate the handling procedures related to sexual harassment complaints in their school-based complaint policy and make them known to all staff and other workers in the school. For complaints involving students, the school should ensure that both the students and parents understand the rules and disciplinary measures.

 

 

Q.25

What are the protections under the SDO for complainants who have made or intend to make a sexual harassment complaint?

 

A.25

According to section 9 of the SDO, if a person is subjected to any detriment or threat of detriment because he/she:

 

 

has made, or intends to make, a sexual harassment complaint under the SDO

 

 

has furnished, or intends to furnish, information or documents in relation to a sexual harassment complaint

 

 

has appeared, or intends to appear as a witness in a sexual harassment proceedings

 

 

has reasonably asserted his/her own or another person’s rights under the SDO

 

 

he/she may complain to the school again on the ground of victimization. Under the above circumstances, he/she is protected under the law.

 

 

Q.26

What are the major procedures for handling sexual harassment complaints?

 

A.26

After receiving a complaint, the school coordinator should take the following major procedures to handle the complaint:

 

 

Activate internal procedures for dealing with complaints of sexual harassment;

 

 

Keep all information and records related to the complaint of sexual harassment confidential;

 

 

Inform the alleged harasser of the details of the allegation(s);

 

 

Tell the complainant and the alleged harasser how the investigation will be conducted and who is responsible for the investigation;

 

 

If necessary, make arrangements to avoid contact between the complainant and the alleged harasser during the investigation;

 

 

Provide support and counseling, where necessary, including providing parents/ students/ staff with information about sexual harassment and clarifying any questions or concerns they may have, e.g., what they should do when they are sexually harassed;

 

 

Interview the complainant; if the complainant is a student, he/she is entitled to be accompanied by their parents or relatives;

 

 

Interview the alleged harasser; if the complainant is a student, he/she is entitled to be accompanied by their parents or relatives;

 

 

Interview or obtain written statements from witnesses in relation to the complaint;

 

 

Study the evidence and make decisions;

 

 

Prepare a written report and inform the relevant parties of the investigation results in writing;

 

 

Seek advice from EOC where necessary;

 

 

 

Decide whether or not disciplinary measures or other appropriate actions should be taken.

 

 

Q.27

How should schools adhere to the principle of “confidentiality” when handling sexual harassment complaints? Is it appropriate for schools to disclose the details of a complaint to the alleged harasser?

 

A.27

All information and records related to a complaint of sexual harassment must only be disclosed to relevant parties on a need-to-know basis. Premised on the principle of natural justice and the fact that the alleged harasser is a key person in the case, it is necessary to inform him/her of the details of the complaint.

 

Q.28

What can schools do if they have uncertainty in classifying the suspected case as sexual harassment or other sexually unlawful acts (such as sex abuse)?

 

A.28

Schools can consult EOC or other relevant organizations (such as the Police) when they have doubt about the suspected cases. When a suspected child abuse case is found, schools should observe the principles and procedures as stipulated in the Procedural Guide for Handling Child Abuse Cases (Revised 2007) issued by the Social Welfare Department in January 2008 to safeguard the interest of the students and reduce the risk of the students’ suffering from abuse. According to the Procedural Guide, if a child is suspected to be sexually abused, the school should consult the Family and Child Protective Services Unit of the Social Welfare Department or the Child Abuse Investigation Unit of the Police and follow appropriate handling procedures. For cases suspected to involve criminal offences, schools should report to the Police.

 

Q.29

Is there a time limit for sexual harassment complaint? Should schools set a time limit for handling internal complaints?

 

A.29

There are time limits for lodging a complaint to EOC and instigating legal proceedings. If a person who has been sexually harassed wants to lodge a complaint with EOC, he/she should do it within 12 months after the incident has taken place. Any decision to take legal proceedings to the District Court should be made within 2 years after the incident has taken place. Schools

 

may set a reasonable time limit, taking into consideration their individual circumstances and the difficulty in conducting investigation and collecting evidence that may be caused by a delay in handling complaints.

 

 

Q.30

Since sexual harassment is an unlawful act, is it appropriate for schools to handle sexual harassment complaints (including decision on the disciplinary measures on established complaint cases), particularly when some acts may also be amount to criminal offences?

 

A.30

Schools have the responsibility to cultivate a sexual-harassment-free working and learning environment. Schools should take reasonably practicable steps to prevent unlawful acts as well as handle sexual harassment complaints properly to safeguard the interest of staff and students. Although sexual harassment is a tort, aggrieved persons may decide to lodge a complaint with EOC or take legal action directly. If the aggrieved person is sexually harassed during the course of his/her employment or in an educational setting, he/she may request the employer or the education establishment to handle the case. If the employer or the education establishment ignores the problem, they may be considered as failing to take “reasonably practicable steps” and vicariously liable for the unlawful acts. If the alleged harasser is a student, apart from taking fair and reasonable disciplinary measures set out in the school policy, more importantly, schools should provide counseling to help students get rid of improper behaviour. Schools should also note that failing to handle complaints seriously and taking disciplinary actions against the offender may be taken as tolerance of sexual harassment in schools. If the school considers that the complaint may involve criminal offences, they should report to the Police as soon as possible.

 

 

 

 

 

Equal Opportunities Commission and Education Bureau

January 2009 – First edition

July 2013 – Second edition

November 2013 – Third edition

           

 

 

 

防止校園性騷擾政策

Prevention of Sexual Harassment in School Policy

 

      本人已細閱學校就防止校園性騷擾所制定的政策,並明白其內容。

 

    I have carefully read and understand the policy formulated by the school

in respect of Prevention of Sexual Harassment. 

 

 

姓名Name

簽署 Sign

日期 Date

姓名Name

簽署 Sign

日期 Date

陳愛堅

 

 

徐鳳蓮

 

 

陳千里

 

 

徐香蘭

 

 

陳皓敏

 

 

鍾國永

 

 

陳敏芬

 

 

鍾子明

 

 

張灼敏

 

 

方美娟

 

 

張健仲

 

 

傅潔儀

 

 

張炳松

 

 

馮浩標

 

 

錢群愛

 

 

馮燕妮

 

 

臧智聰

 

 

簡毅朗

 

 

朱碧霞

 

 

高國豪

 

 

 

 

 

防止校園性騷擾政策

Prevention of Sexual Harassment in School Policy

 

      本人已細閱學校就防止校園性騷擾所制定的政策,並明白其內容。

 

    I have carefully read and understand the policy formulated by the school

in respect of Prevention of Sexual Harassment. 

 

 

姓名Name

簽署 Sign

日期 Date

姓名Name

簽署 Sign

日期 Date

關敏珠

 

 

劉逸國

 

 

關文莉

 

 

劉鈺梅

 

 

郭艷萍

 

 

李鴻基

 

 

黎紹章

 

 

李文琪

 

 

賴以珍

 

 

梁志宏

 

 

林玫芳

 

 

梁嘉堯

 

 

劉靜欣

 

 

梁敏婷

 

 

劉家璋

 

 

梁寶潔

 

 

劉荷嫄

 

 

梁世昌

 

 

劉國賢

 

 

梁淑嫻

 

 

 

 

 

 

防止校園性騷擾政策

Prevention of Sexual Harassment in School Policy

 

      本人已細閱學校就防止校園性騷擾所制定的政策,並明白其內容。

 

    I have carefully read and understand the policy formulated by the school

in respect of Prevention of Sexual Harassment. 

 

 

姓名Name

簽署 Sign

日期 Date

姓名Name

簽署 Sign

日期 Date

利皓然

 

 

蕭結欣

 

 

李丹紅

 

 

辛娜莉

 

 

廖德政

 

 

譚詠秋

 

 

馬芷芹

 

 

譚永昌

 

 

伍曼芳

 

 

徐蕙薇

 

 

吳文興

 

 

溫世傑

 

 

吳蘇愛

 

 

黃景德

 

 

吳華凱

 

 

黃麗琴

 

 

倪健生

 

 

黃仁昌

 

 

S.PAK

 

 

楊慧珍

 

 

 

 

 

 

防止校園性騷擾政策

Prevention of Sexual Harassment in School Policy

 

      本人已細閱學校就防止校園性騷擾所制定的政策,並明白其內容。

 

    I have carefully read and understand the policy formulated by the school

in respect of Prevention of Sexual Harassment. 

 

 

姓名Name

簽署 Sign

日期 Date

姓名Name

簽署 Sign

日期 Date

袁明蔚

 

 

劉宗然

 

 

林代富

 

 

王文德

 

 

王秋婷

 

 

馮沛文

 

 

陳翠蒂

 

 

鄭愛嬌

 

 

張桂珍

 

 

何雲峰

 

 

葉雪賢

 

 

黃倩霞

 

 

何祥輝

 

 

張德業

 

 

林群娣

 

 

蘇聲凌

 

 

樊玉華

 

 

倪寶明

 

 

丘淑芬

 

 

毛國平

 

 

 

 

 

 

防止校園性騷擾政策

Prevention of Sexual Harassment in School Policy

 

      本人已細閱學校就防止校園性騷擾所制定的政策,並明白其內容。

 

    I have carefully read and understand the policy formulated by the school

in respect of Prevention of Sexual Harassment. 

 

 

姓名Name

簽署 Sign

日期 Date

姓名Name

簽署 Sign

日期 Date

鄭文芝

 

 

 

 

 

鄧麗姬

 

 

 

 

 

林瑞芳

 

 

 

 

 

王鳳春

 

 

 

 

 

廖慶合

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

「防止及處理校園性騷擾」政策

 

為確保每位教職員﹝包括合約和外判員工﹞、學生,以及其他為學校服務人士﹝如義工、外判承辦商員工 …﹞能夠受到尊重及得到平等對待,在「防止《性別歧視條例》」的保障下,在沒有性騷擾的環境下工作、學習和進行活動。本校已制定 「防止及處理校園性騷擾」政策,並要求全體教職員和學生嚴格恪守有關政策。

本政策之電子版已張貼在

本校網頁內供公眾人士,

本校內聯網>互動通訊>教職員通告內供各教職員 及本校內聯網>互動通訊>學生資訊內供學生查閱,

並會在有需要時更新。如需印刷版,可向校務處索閱。

陳南昌紀念中學示18/2/2014