GSSSD RESPONSE:
(1) Yes, the Department has a Sexual Harassment Policy in place.
(i) According to the dti Sexual Harassment Policy’s reporting procedure, employees who are of the view that they may have fallen victim of sexual harassment are strongly encouraged to report the case directly to the Manager: Employment Relations or the Manager: Quality of Worklife. All such reports are treated in the strictest confidence and are dealt with in a sensitive and supportive manner. Upon receiving the complaint (due to its employment equity-related nature) the matter is referred to the focal person for Employment Equity and Transformation for thorough investigation. A report with findings and recommendations is compiled and submitted to the Deputy Director-General responsible for employment equity, for implementation.
(ii) Due to the sensitivity and seriousness of sexual harassment, the disciplinary procedure is utilised to address the complaint. In problematic cases of sexual harassment involving sexual assault such as rape, molestation, attempted rape or physical assault, the alleged harasser is suspended with full pay pending the outcome of the disciplinary hearing.
For cases such as attempted rape, molestation, physical assault, rape or persistent harassment, the Chairperson of the disciplinary hearing uses the Disciplinary Code and Procedure to determine the sanction. The victim of sexual assault has the right to open separate criminal and/or civil claims against the alleged harasser and the employer. The legal rights of the complaint are in no way limited by the dti Sexual Harassment Policy.
(2)
1/4/2014 – 31/3/2015 |
1/4/2015 – 31/3/2016 |
1/4/2016 – 31/3/2017 |
1/4/2017 - date |
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(a) |
0 |
0 |
0 |
2 |
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(b) |
(i) |
(ii) |
(iii) |
(i) |
(ii) |
(iii) |
(i) |
(ii) |
(iii) |
(i) |
(ii) |
(iii) |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
2 |
|
(c) |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
0 |
Both cases not yet finalised |