Sexual harassment claims at South African companies – and the legal case you should know

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Section 60(2) of the Employment Equity Act requires that if a sexual harassment incident is alleged at work, the employer must consult all relevant parties and must take the necessary steps to eliminate the alleged conduct.

, with the court providing practical insights as to what is expected of employers when they consult with parties in cases of alleged sexual harassment, says legal firm ENSAfrica.In this matter a teller sales clerk identified as ‘JL’, was assisting the general manager, identified as ‘KB’, to assess the status of an order. JL claimed that while she was accessing a computer, KB slapped her on her left buttock and immediately thereafter giggled.

“While the judgment deals with numerous legal aspects regarding the sexual harassment complaint and surrounding circumstances, the judgment provides pertinent considerations for employers when investigating complaints of sexual harassment.” Shoprite provided the afternoon off to KB to recover from the shock of the complaint, while Shoprite would not give JL any time off, except on an unpaid basis, when she asked for it;

In particular, the Labour Court found that the treatment of JL and KB was not even-handed, and no advice was given to JL on the different ways the matter could be handled. Compensation in the amount of R25,000 was awarded to JL. Taking into account the seriousness of the allegation, considering whether an informal process to resolve the complaint should be adopted and taking into account the wishes of the complainant;

 

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