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妇女协会冀立法对付职场歧视 惟雇联辩称恐弊多于利

by Yee Loon
18/12/2020
in 劳工, 妇女权益, 时事, 法律, 职场, 舆论
Reading Time: 1 min read
0

新加坡妇女行动与研究协会(AWARE)高级执行人员Mamta Melwani,上周在《今日报》发表文章,认为有必要立法遏止职场歧视的现象,确保雇主问责。

不过,全国雇主联合会(SNEF)执行董事长沈锦源,却认为“仅少数雇主”有歧视性的雇佣行为,若立法管制恐弊多于利。“采用法律方法解决工作场所问题,往往会导致职场关系僵化或恶化,对雇主和雇员都没好处。”(Taking a legalistic approach to resolving workplace issues often results in rigidities and souring of workplace relations)

根据人力部最新雇用标准报告,仅今年上半年,有约70名雇主涉及职场歧视行为,比2019年全年的人数高出了近一半。

而Mamta Melwani也指出,该组织接到的七成个案都和怀孕员工有关,其他还包括种族何性别歧视(9.6巴仙)、家庭和看护者负担(5.5巴仙),以及身障、年龄和宗教等方面的职场歧视。

她提及,尽管有劳资政公平与良好雇佣指南,然而妇女协会接到的个案,显示这些指南在上述范围未被遵守。为此,没有立法来强制推行这些指南,“我们一次又一次地看到雇主,在不需面对法律责任下规避这些准则。”

在未有立法的保护措施下,雇员投诉也担心TAFEP能否保密,以及雇主可能采取报复行为。Mamta举例,一名怀孕雇员联系妇女协会,指她的主管对她留下恶意言论以及被刁难,但也不敢投诉TAFEP,正是害怕公司会报复。

Mamta也补充,再者现有惩罚雇主的机制,不外乎限制雇主申请工作准证的特权,但是未能为受害者提供法律上的缓解措施。政府仍坚持认为,制定反歧视立法可能会增加商业成本并损害经济竞争力。

遗憾的是,全国雇联的执行董事长却似乎不认同有立法的必要,反之,还辩解涉不当职场歧视行为的雇主“仅占少数”,也指立法也不一定能改变一些雇员的想法,因害怕被报复而不愿举报职场歧视。

“反之,负责任雇主为确保工作环境的和谐,会严正看待这类个案。故此,较佳的方案是协助雇主推行负责任的雇佣行为,确保不负责任者负上责任。”

沈锦源在文章也指,采用法律方法解决工作场所问题,往往会导致职场关系僵化或恶化,对雇主和雇员都不利。全国雇联则会和劳资政三方继续合作,以塑造正面的心态和雇佣实践,建设包容性的工作场所。

尽管雇联也认为,应让冥顽雇主负上责任,不过沈锦源辩解,TAFEP在近年受到的职场歧视相关投诉,已从2015年的580宗,减少至200宗。

他也辩称,只要调查发现属实,人力部会对付冥顽雇主,包括暂停工作准证申请特权,他也指,尽管暂停特权看起来轻微,但已足以影响企业的运营。

他称,雇联鼓励并欢迎非政府组织,将职场歧视问题转介到有关当局处理,以方便跟进。

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