Annex I

PROCEDURE FOR HANDLING EQUAL OPPORTUNITIES RELATED PROBLEMS OF MERCHANT NAVY OFFICERS’ GUILD – HONG KONG

This procedure explains what to do if you have an equal opportunities related problem, issue or complaint.

At Merchant Navy Officers’ Guild – Hong Kong, we understand that it may be hard for you to work to your full capacity if you are being treated unfairly or harassed at work. That is why we support equal opportunities (EO) in this workplace. The EO policy is posted on notice boards of the Guild and Merchant Service Club or you may obtain a copy from our EO Officer. They are responsible for making sure this procedure is followed and reviewed as necessary.

If you bring a problem to us it will be handled confidentially, impartially and speedily.

What to do if you have a problem
We have outlined the procedure for handling problems in steps. Not all of these may apply to you, or you may follow them in a different order than shown here. You can seek help from the Equal Opportunities Commission (EOC) at any time, though we recommend that you try to resolve the issue at workplace first.

Step 1: Talk to the person/people involved
If you can, it is best to try to resolve issues yourself with the person involved and to do so as soon as possible after the incident.

Step 2: Talk to the person responsible for EO
If you would like to talk over an issue or find out what your rights are, make a time to talk to the Guild’s EO Officer in person, at our office number 2545 8269. They will meet with you as soon as possible and keep all information confidential.

Depending on what you decide and after taking details from you, the Guild’s EO Officer will approach the other person(s) involved in the issue as soon as possible (and preferably within 3 workdays of meeting with you) and obtain their side of the story.

Within 7 days after speaking to the other person(s) involved, the EO Officer will speak to witnesses if further information is required.

The EO Officer will then provide the General Secretary with all the information gathered. Where allegations/disputes are proved, the General Secretary will resolve the problem by the following ways:

 If the allegations/disputes is not of a serious nature and if it is the accused person’s first attempt in doing so, the General Secretary will bring everyone together for a meeting to reach an agreement and/or to resolve issues; and/or requiring an apology from the accused person; and/or counselling the accused person;

 If the allegation is serious, or if the allegation is not the first attempt, the General Secretary will ask the Executive Council of the Guild to decide whether disciplinary action is required. Disciplinary action which may be taken includes but not limited to: verbal/written warning for the first time, written warning and deduction of year-end bonus for the second time, and membership termination or dismissal for further attempt.

The EO Officer may arrange training on EO issues for all staff to ensure that everyone knows what is and is not acceptable workplace behaviour.

Step 3: Contact the Equal Opportunities Commission
If you are unsatisfied with the decision reached under this procedure, or you do not feel comfortable bringing it to our attention, you can contact the EOC for information and advice about your issue.

Address: 19/F, Cityplaza Three, 14 Taikoo Wan Road, Taikoo Shing, HK.
Tel: 2511 8211
Fax: 2511 8142
Email: eoc@eoc.org.hk
Website: http://www.eoc.org.hk
How will the Guild handle your problem?

We will handle your problem:

Confidentially
Only those directly involved in your issue or complaint (including anyone helping to sort it out) will have access to information about it.

Impartially
Everyone involved in the issue will get the chance to tell their side of the story, and will be treated as fairly as possible. The person handling the issue or complaint will not make a decision or take any action until all relevant information has been gathered.

Speedily
We will handle all issues or complaints as quickly as possible. Where possible, we will try to resolve all issues within 2 weeks.

We will not tolerate:

Victimization
Less favourable treatment or disadvantage of anyone involved in an issue or complaint being handled under this procedure will be disciplined. Malicious use of this procedure (for example, to lie about someone) will also be disciplined.

We will not take any action without proof. We will investigate all issues before making a decision and/or taking action. We will only take action if we believe that it is more likely than not that the allegations happened.

Annex II

DEFINITIONS OF TERMS OF THE EQUAL OPPORTUNITIES POLICY OF MERCHANT NAVY OFFICERS’ GUILD – HONG KONG

This Annex provides definitions of the following terms which are contained in the Equal Opportunities Policy of Merchant Navy Officers’ Guild – Hong Kong:

Discrimination

Direct discrimination is when you are treated less favourably because of your sex, disability or other protected characteristic previously mentioned. For example, it would be direct discrimination for a supervisor to refuse you training because you were pregnant.

Indirect discrimination means imposing the same requirement or condition on everyone, but which has an unfair effect on a particular group of persons, including persons with a particular sex, marital status, family status, race, age or persons with a disability or who are pregnant. The application of such condition or requirement is not justified in the relevant circumstances. For example, an employer’s policy of only hiring people who were able to relocate at short notice may disadvantage people whose family responsibilities (e.g. persons with young children) prevent them from speedy relocation. However, it would not be indirect discrimination if we, as your employer, can give a valid reason for such a requirement.

Harassment

Unlawful sexual harassment is unwelcome sexual behaviour that a reasonable person would anticipate, having regard to all the circumstances, it would offend, put down (humiliate), seriously embarrass or threaten (intimidate) another. Examples include unwelcome touching, hugging, kissing or fondling, groping, displaying or transmitting sexually explicit material (posters, computer screensavers, cartoons, e-mails), telling sex jokes in the workplace or flirting with colleagues.

It is a kind of sexual harassment if a person, alone or together with other persons, engages in conduct of a sexual nature which creates a hostile or intimidating environment for others. For example, loudly discussion about a person’s sex life or sex jokes in the office.

Disability/racial harassment includes abusive, teasing, bullying, or other intimidating and offensive acts based on a person’s disability or race, including the disability of the person’s associate(s) or the race of their near relatives(s). Calling someone names or making fun of them because of their disability or race would be harassment.

It is also an unlawful racial harassment if a person, alone or together with other persons, creates a hostile or intimidating environment for others on the ground of race, such as displaying a racist poster in the workplace.

Age harassment includes abusive, teasing, bullying, or other intimidating and offensive acts based on a person’s age, including the age of the person’s associate(s) and near relatives(s). Calling someone names or making fun of them because of their age would be harassment.

Vilification

Vilification is any activity in public that incites hatred, serious ridicule or contempt of a person because of their sex, disability, family status, race, or age. Where such behaviour includes threats of harm or property damage, it may constitute serious vilification, which is a criminal offence.

香港商船高級船員協會平等機會政策

香港商船高級船員協會是平等機會的工會和僱主。

你不會因為你的性別、懷孕、殘疾、種族、婚姻狀況或家庭崗位、年齡或性傾向 而在受僱時蒙受不利。 對我們來說，最重要的是，你是否稱職。

在香港商船高級船員協會，我們相信每個人均有權利在一個沒有歧視、騷擾、中傷及針對的環境下工作，我們無論如何都不會容忍這些歧視行為。

歧視
我們不會容忍基於性別、懷孕、殘疾、種族、婚姻狀況或家庭崗位、年齡或性傾向而作出的直接或間接歧視。

騷擾
我們不會容忍性騷擾、殘疾騷擾、種族騷擾或年齡騷擾。

所有會員和僱員均需為本身的行為負責，並且不應參與可能會冒犯別人的行為。被騷擾者並不一定需要告訴你這些行為會令他們感到侮辱或冒犯，才算是受到騷擾。

中傷
在工作場所基於僱員的性別、殘疾、家庭崗位、種族、年齡或性傾向而中傷他們是不可接受的。

使人受害的歧視
我們不會因為你就工作場所的違法行為作出投訴或協助他人作出投訴，而對你不利。相反我們會正視這些歧視、騷擾、中傷及使人受害的歧視的報告，並會盡可能迅速、保密及公平地處理這些投訴。

誰可得到保障？
本政策保障本會所有會員和僱員及香港商船高級船員會所的所有會員及僱員，包括收取佣金的人士、散工及合約員工。

解決問題
假如你覺得受到違法的歧視、騷擾、中傷或針對（使人受害的歧視），請盡快告訴我們，讓我們能盡早解決事件或問題。

我們有既定的程序處理有關平等機會的問題，詳情請參閱本政策附件一。

有關本政策釋義及通則請參閱本政策附件二。

我們不會因為你說出事件而加害於你，亦不會容許本會的任何會員和僱員這樣做。

會員和僱員如被發現作出違法的歧視行為，將受到紀律處分，若情況嚴重，更會被解除會籍或解僱。

香港商船高級船員協會
二零一六年十月一日

附件一

香港商船高級船員協會與平等機會問題相關的處理程序

本程序詳述如遇到關乎平等機會的問題、事件或投訴時，你該怎麼做。

在香港商船高級船員協會，我們明白你若在工作上受到不公平的對待或騷擾，將令你難以發揮工作能力，因此我們支持工作場所的平等機會。本會的平機政策會將貼在協會辦事處和會所佈告板，你也可以向平機主任索取一份本會的平等機會政策。 他們負責確保本會程序會被遵守，並在有需要時進行檢討。

假如你把問題向我們反映，我們將迅速、保密及公正地處理你的問題。

遇到問題應怎樣做
我們把程序分為若干個步驟，並不是所有步驟都適用於你，而你亦不必順序進行。你亦可隨時向平等機會委員會尋求協助，但我們希望你盡可能嘗試在公司內把問題解決。

步驟1：找涉事者傾談
若可以的話，最佳辦法是在事發後嘗試盡快與當事者解決事件。

步驟2：與負責平等機會事宜的職員傾談
假如你想就某些問題與人傾談，或希望知道你的權利，請與協會內的平機主任(辦事處電話2545 8269) 聯絡。他們會盡快與你會面並確保一切內容保密。

協會內的平等機會負責人會視乎你的決定，在錄取你的資料之後，盡快（建議是在與你會面後的三個工作日內）與其他當事者聯絡，聽取他們的說法。

平機主任若需要進一步的資料，將會在與對方傾談之後的七天之內，與其他證人傾談。

然後，平機主任便會將搜集得的資料呈交本會秘書長。 假如指控或糾紛屬實，本會秘書長將採取下列措施以解決問題：

‧ 若指控或糾紛的性質不算嚴重，同時被指控人屬初犯，秘書長可以召開會議，讓所有涉及事件的人士會面，以便達成協議/解決問題

‧ 若指控的性質嚴重，以及被控人非初犯，秘書長會要求協會執行委員會決定作出適當的紀律處分。紀律處分包括但不限於：第一次為口頭或書面的正式警告、第二次為正式警告信以及扣減年終獎金、仍然再犯將會被解除會籍或解僱。

平等機會負責人亦會安排所有員工接受有關平等機會的培訓，以確保每個人都知道，在工作場所，甚麼行為是可以接受，甚麼是不可接受的。

步驟3：聯絡平等機會委員會
假如你對於按此程序而作出的決定不滿意，或覺得向我們提出你的問題會令你感到不自在，你可以聯絡平等機會委員會，就你的事件向他們索取資料及意見。

地址：香港太古城太古灣道14號太古城中心三座19樓
熱線：2511 8211
傳真：2511 8142
電郵：eoc@eoc.org.hk
網址：http://www.eoc.org.hk

協會會怎樣處理你的問題？
我們的處理方式將會是：

保密
只有直接涉及你的事件或投訴的人士（包括任何協助解決事件的人），才可以取得此事件或投訴的資料。

公正
所有涉事者都有機會提出他們的說法，並且獲得公平的對待。處理事件或投訴的人士，在收集到所有相關的資料之前，是不會作出任何決定或行動的。

迅速
我們會盡快處理所有事件或投訴，在可能的情況下，我們會嘗試在二星期內解決事情。

我們不會容忍：

針對性的行為（使人受害的歧視）
若對任何涉及按本程序處理的事件或投訴的人士，給予較差的待遇或將他們置於不利，將會受到紀律處分。惡意地使用本程序（例如就某人的情況說謊），亦會受到紀律處分。

我們不會在沒有證據的情況下採取任何行動。 我們在作出決定及/或採取行動前，會調查所有事件，並且只會在相信有關指稱是很有可能發生過的，才會採取行動。

附件二

香港商船高級船員協會平等機會政策釋義

此附件提供香港商船高級船員協會平等機會政策相關詞語釋義如下。

歧視
直接歧視指基於性別、殘疾或上述受法例保障的其他原因而受到較差的待遇，例如，僱主基於你懷孕而拒絕提供培訓，便屬於直接歧視。

間接歧視是指向所有人施加相同的條件或要求，但這些條件或要求會對某類人士，包括某種性別、婚姻狀况、種族、有家庭崗位、有殘疾或懷孕的人士，造成不公平的影響。上述人士普遍難以符合有關條件或要求，而施加條件或要求的人士亦沒有充分的理由支持，即構成間接歧視。例如，僱主的政策若訂明只聘請可以在短時間內遷居的人士，便可能會令到因為有家庭責任（例如家有年幼小孩）而未能迅速遷居的人蒙受不利。然而，假若僱主能為這項要求提出一個有切實根據的原因，便不算是間接歧視。

騷擾
性騷擾是指不受歡迎並涉及性的行為，而一名合理的人在顧及相關情況後，會預期這行徑會令人感到被冒犯、侮辱、極為難堪或受到威脅（威嚇）。例如不受歡迎的觸摸、擁抱、親吻或愛撫、撫摸、展示或傳送不雅的物品（如海報、電腦屏幕保護裝置、卡通、電郵）、在工作間說色情笑話或與同事調情等。

性騷擾亦包括由某人或聯同其他人營造一個在性方面有敵意（不受歡迎）或具威嚇性的環境，例如在工作間高聲談論個人的性生活或提及露骨的性愛笑話。

殘疾/種族騷擾包括基於某人的殘疾/種族而對他/她作出辱罵、取笑、欺凌或其他具威嚇性或冒犯的作為。基於某人有關聯人士的殘疾或近親的種族而取笑他們，亦屬殘疾/種族騷擾。

種族騷擾亦包括由某人或聯同其他人，營造一個對別人的種族有敵意或具威嚇性的環境，例如在辦公室張貼一張帶有種族主義信息的海報，亦屬違法。

年齡騷擾包括基於一個人的年齡而對該人或其關聯人士或近親進行的辱罵、嘲弄、欺侮、或其他恐嚇或冒犯行為。因其年齡而呼喚該人士的名稱或開其玩笑也屬於騷擾的行為。

中傷
中傷是在公眾場合基於某人的性別、殘疾、家庭崗位、種族、年齡而煽動別人對他們的仇恨、強烈嘲諷或嚴重的鄙視。若中傷行為包括威脅損害另一人的身體或破壞其財產，便可構成嚴重中傷，屬刑事罪行。