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Outcomes for sexual harassment protocols

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Metrics details. Hong Kong lacks comprehensive school-based sexuality education. Recent public health concerns have brought the inadequacies of sex education in Hong Kong to the forefront. The aim of the proposed study is to develop and evaluate the effectiveness of a comprehensive school-based sexuality education program in Hong Kong. The proposed study is a prospective longitudinal study implemented in six secondary schools in Hong Kong over two academic years.

Guidelines are a start, but sexual harassment in the film industry is not going away soon

Employers must end retaliation for reporting harassment

When an employee complains that he or she is experiencing sexual harassment of any type, the employer has a legal, ethical, moral, and employee relations obligation to investigate the charges thoroughly—without delay. If an employer hears rumors that sexual harassment is occurring, the employer must investigate the potential harassment the same as if they had received a formal complaint. These are examples of how seriously employers must take sexual and any other form of employee harassment that is or may be occurring in their workplace. As an HR staff person, one of the most common requests that will occur when you are approached by an employee to talk is that they want to tell you something, but you must first promise to keep it confidential. Employees do not well understand confidentiality in HR.

Comprehensive sexuality education in Hong Kong: study protocol for process and outcome evaluation

MP Marija Selak-Raspudic of the Most party on Friday commented on reports of sexual harassment at the Academy of Dramatic Arts in Zagreb, calling for clear protocols of action in such cases at universities. Victims of sexual harassment have a deep mistrust of the institutions and do not believe that the offenders will be punished appropriately, as shown by a growing number of anonymous complaints, the MP said. Despite the fact that protection against sexual harassment is guaranteed by several laws and regulations, their implementation in practice is still a problem, Selak-Raspudic said.
Sexual harassment of a student, an employee or any other person in the College is unlawful, unacceptable, impermissible and intolerable. Sexual harassment is a form of sex discrimination. It occurs in a variety of situations which share a common element: the inappropriate introduction of sexual activities or comments into the work or learning environment. Often, sexual harassment involves relationships of unequal power and contains elements of coercion, as when compliance with requests for sexual favors becomes a criterion for granting work, study or grading benefits. A student, an employee, or any other person in the College who is found to have engaged in sexual harassment is subject to discipline up to and including termination of employment or expulsion from the College.
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