PoSH legal insights: Part III
Part III: Critical procedural aspects – handling anonymous complaints, electronic evidence validity & IC’s quasi-judicial powers during inquiries.
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PoSH legal insights: Part II
Part II: Analysing employer obligations beyond IC formation – mandatory training, policy dissemination & annual report compliance mechanisms.
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Understanding the role of consent: PoSH inquiry
Consent in PoSH: Focus on complainant’s expressed unwillingness, not implied permission. Past relationships or silence don’t equal ongoing consent.
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Doxing: Under the Singapore law
Singapore bans doxing via the Protection from Harassment Act. Employers must set clear data privacy rules to avoid civil suits, fines, and criminal liability.
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Sexual harassment at the workplace: Singapore
Singapore’s WSH framework bars workplace sexual harassment. Employers must assess risks, train staff and enforce zero-tolerance policies to ensure safety.
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A brief overview of the Code of Good Practice: South Africa
South Africa’s Code of Good Practice helps prevent harassment. It requires risk checks, fair complaint processes and training under the Employment Equity Act.
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