Preventing and Managing Workplace Harassment (Employers)

You should develop a policy in consultation with your employees and the union (if your organisation is unionised). You should communicate the policy to all the employees in your organisation through various channels including the employee induction programme, organisation's intranet, human resource handbooks, posters, and employee briefings.

An effective policy should include:

• A clear statement on zero tolerance for harassment.
• Management commitment to prevent and respond to harassment
• Illustrations and examples of workplace harassment.
• Avenues for reporting, recourse and assistance.
• Information on investigation and grievance handling processes.
• Actions to be taken against harasser.

To obtain a sample copy of a Workplace Harassment Prevention Policy, please email NTUC U Family at ufamily@ntuc.org.sg.

You can also protect your employees against harassment from external parties like customers and clients with the following measures:

• Put up clear and prominent signs to promote respectful behaviour.
• Indicate that harassment is unacceptable behaviour on your corporate website and big-screen displays on your premises.
• Increase lighting in and around the workplace.
• Install closed-circuit television (CCTV).
• Increase site security inside and outside the building.
• Control access to your workplace such as with access cards and keys.
  
  
  

You should set up the following procedures to handle harassment issues at work.

Harassment Reporting Line

To provide a safe environment for employees to voice their concerns, you can do the following:

• Set up anonymous whistle-blowing mechanisms, such as an external hotline. This is so employees can air their grievances without revealing their identity.
• Have multiple reporting channels, which can include a higher authority or a neutral party if the harasser happens to be the employee's immediate superior.

Investigation Procedures

To set up robust investigation procedures, you can do the following:

• Keep the identities of the complainant and alleged harasser confidential.
• Appoint trained neutral parties to investigate each case (e.g. managers).
• Establish a timeline for investigation and communicate this to all parties.
• Evaluate the case based on available evidence and determine whether the alleged behaviour constitutes harassment (see About Workplace Harassment).
• Provide progress updates and findings to the complainant and alleged harasser.
• Take corrective actions (e.g. update your harassment prevention policy, remind supervisors and staff on their duties regarding workplace harassment).
• Provide an avenue for appeals.

Closure

To prevent future occurrences, you should strive to close systemic gaps (e.g. by refining your code of conduct or policies). You can also implement the following procedures to provide closure for both harassers and victims.

• Harassers: Counsel and monitor the harasser to ensure that the offence is not repeated. You can also re-deploy or relocate the harasser to avoid future conflicts.
• Victims: Help the victim file a report to the authorities, if needed. You can also provide support for the victim through counselling, additional leave or flexible work arrangements during the investigation and recovery period.