NEWS

You Are No Longer Allowed to Call Your Colleagues ‘Sayang’ or ‘Dear’ if You Are A Civil Servant

Alicia Corbett 08/05/2023 | 06:05 MYT

With most of us spending the bulk of our time in the office, some people may address their colleagues using terms of endearment without a second thought. However, civil servants must now be careful to maintain a professional conduct at work as calling your colleagues using the word ‘sayang’ or ‘dear’ is now considered sexual harassment according to the Public Services Commission (PSC).

According to Sinar Harian, this was listed by the PSC in a circular dated 7 April. Referring to a colleague using such terms would be considered verbal sexual harassment.

The feminist non-profit organisation All Women’s Action Society (AWAM) elaborated on this topic saying that ‘The usage of terms like "dear" & "sayang" is a form of sexual harassment that reinforces patriarchal power structures and perpetuates gender inequality. It also creates an atmosphere that undervalues women's contributions thus fosters a culture of harassment and discrimination.’

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Other disciplinary offences for government servants included the act of sexting, which was categorised as visual sexual harassment. According to the Encyclopedia Britannica, sexting is ‘the sending or receiving of sexual words, pictures, or videos via technology, typically a mobile phone.’

Meanwhile, acts of physical sexual harassment would include touching, holding, groping, kissing, and pinching. Extramarital affairs amongst civil servants would also result in them facing disciplinary action.

According to the PSC, if a civil servant is found to have committed such offences, they could face disciplinary action under Regulation 4A of the Public Officers Regulations (Conduct and Discipline) 1993.

What to do if you are facing sexual harassment in the work place?

According to AWAM's website:

Lodge a written complaint to your Human Resources (HR) Department. Include all incident details and evidence that you have collected in the written complaint. You have all the rights to ask for an inquiry, as per Part XVA of the Employment Act 1955. Upon receiving the complaint, your employer will need to conduct an internal inquiry or investigations, with action taken against the harasser if “sexual harassment is proven”.

If your employer fails to take action, you can refer the matter to the Director-General of Labour (DGL) – http://jtksm.mohr.gov.my/index.php/en . Do ensure that a copy of this complaint is sent to your employer as well, so that they will be aware of the seriousness of this matter.

Upon receiving your complaint, the Labour Department will direct your employer to conduct the necessary inquiries and submit a report within one month. If a complaint is made against a sole proprietor, the DGL will conduct the inquiry. You will be informed of any decisions made as soon as practicable.

In the letter, other offences included being AWOL (absent without official leave), not clocking in, using forged medical certificates, drug abuse, and making unauthorised public or social media statements.

The punishment for these offences would be determined by the PSC’s disciplinary board according to the Public Officers Regulations (Conduct and Discipline) 1993. The punishment could be issued either in the form of a warning, fine, forfeiture of emoluments, postponement of wages, reduction in salary, dismissal, or demotion.

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