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性騷擾防治教戰手冊 自衛方法
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behappy

http://www.epochtimes.com/b5/5/12/27/n1168039.htm  

http://blog.udn.com/inyi/19823457?raid=7627403#rep7627403  

性騷擾防治教戰手冊  

【大紀元12月27日報導】(中央社記者王淑芬高雄二十七日電)高雄市政府為擴大宣傳性騷擾防治觀念,破除大眾對性騷擾觀念的迷思,並希望被害者自我保護,在今天出版「性騷擾防治教戰手冊」,還邀請婦女新知協會、婦權律師等為教戰手冊代言:一旦女性於學校、職場及公共場所有被性騷擾的情形,可逕撥一一三或提出申訴。

「性騷擾防治教戰手冊」新書發表會於市府中庭舉行,這本手冊由六位作者合力完成,包括婦女新知協會理事長林夙慧、婦權會委員李佳燕、律師吳惠玲等。

教戰手冊內容分三大部份,定義性騷擾、性騷擾的迷思及自力救濟與法律篇等。婦女新知協會總幹事馮珮現身表示,她多次搭乘火車打瞌睡成了被性騷擾的對象,對方與她並坐,以外套蓋住大腿,多次撫摸她的腿部,令她驚醒過來。

馮珮呼籲有類似被性騷擾的婦女千萬不要噤聲,務必言語制止或是行動制止,將他的手推開,做出反抗動作,才有助於日後的申訴。

她表示,在學校、職場或是公共場所遭到性騷擾,適用不同的法令規範,包括性別平等法、兩性工作平等法及性騷擾防治法等。如果婦女有被性騷擾,可逕撥一一三專線求援或是申訴。

「性騷擾防治教戰手冊」首批發行一萬五千冊,將會透過社會局的管道送發,供民眾索取,或是向高雄市婦女新知協會索取,住址是鼓山區裕誠路一0三一號。

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behappy
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婦女新知的聲明"性騷擾案件中,加害人是否應該被原諒,並非社會大眾所能公判,要談原不原諒、放不放下,只有性騷擾的受害者才有資格決定。"

我完全不認同.

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性騷擾 sexual harassment
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Facts About Sexual Harassment

Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. 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.

Sexual harassment can occur in a variety of circumstances, including but not limited to the following:

  • The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex.
  • The harasser can be the victim's supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee.
  • The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.
  • Unlawful sexual harassment may occur without economic injury to or discharge of the victim.
  • The harasser's conduct must be unwelcome.

It is helpful for the victim to inform the harasser directly that the conduct is unwelcome and must stop. The victim should use any employer complaint mechanism or grievance system available.

When investigating allegations of sexual harassment, EEOC looks at the whole record: the circumstances, such as the nature of the sexual advances, and the context in which the alleged incidents occurred. A determination on the allegations is made from the facts on a case-by-case basis.

Prevention is the best tool to eliminate sexual harassment in the workplace. Employers are encouraged to take steps necessary to prevent sexual harassment from occurring. They should clearly communicate to employees that sexual harassment will not be tolerated. They can do so by providing sexual harassment training to their employees and by establishing an effective complaint or grievance process and taking immediate and appropriate action when an employee complains.

It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on sex or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under Title VII.

http://www.eeoc.gov/eeoc/publications/fs-sex.cfm  

http://www.eeoc.gov/laws/types/sexual_harassment.cfm  

https://rainn.org/get-information/types-of-sexual-assault/sexual-harassment  

http://www.nwlc.org/our-issues/employment/sexual-harassment-in-the-workplace  

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