金达控股有限公司Kingdom Holdings Limited性骚扰政策及程序Sexual Harassment Policy and Procedures根据《中华人民共和国妇女权益保障法》，性骚扰在雇佣范畴中乃属违法。
金达控股有限公司及其附属公司（下称「本集团」）有法律及道德责任提供一个不受性骚扰影响的工作环境。
Under the Sex Discrimination Ordinance (SDO), sexual harassment in the employment fields is unlawful. Kingdom Holdings Limited and its subsidiary (collectionly “the Group”) has a legal and moral obligation to provide a working environment that is free from sexual harassment.本集团所有职员均应享受到一个充满专业精神及提倡尊重彼此权利和感受的工作环境。
性骚扰侵犯了个人的权利、尊严和诚信，以致损害工作所需的环境，这是本集团不能容许的。
本集团承诺致力预防及消除性骚扰，绝不容忍任何职员的性骚扰行为。
All staff of the Group, are entitled to a working environment which is professional and which promotes respect and regard for the rights and feelings of all. Sexual harassment violates the rights, dignity and integrity of the individual and undermines the environment necessary for work and will not be tolerated by the Group. The Group strives to prevent and eliminate sexual harassment and will not condone any act of sexual harassment.1.目的Purpose公司性骚扰政策的目标和责任可包括但不限于下列各项：The objectives of sexual harassment policy and the liability of company include but not limited to:˙为确保本集团职员能够在一个没有性骚扰的环境下工作。
˙For ensuring all employees of the Group are able to work in a safe and sexual hostile-free environment;˙提供有效、顾及投诉人感受和需要的投诉渠道，务求使投诉机制更容易为投诉人使用。
˙setting up effective channels for lodging complaints, which should be sensitive to the feelings and needs of complainants, in order to make the complaint handling mechanism more user-friendly;˙以公正、不偏不倚和保密的原则，及严肃和谨慎的态度处理性骚扰投诉。
˙Handling complaints on the principles of fairness, impartiality and confidentiality, and in a serious and discreet manner;2.定义Definition2.1性骚扰受害人包括男性及女性，任何人(不论如何描述其身份)：2.1Sexual harassment covers sexual harassment of both men and women, aperson (howsoever described) sexually harasses another person if:˙如(i) 对另一人士提出不受欢迎1的性要求，或提出不受欢迎的获取性方面的好处的要求；或(ii) 就另一人士作出其他不受欢迎并涉及性的行径2；the person,(i) Makes an unwelcome1sexual advance, or an unwelcome request for sexualfavours, to that person; or(ii) Engages in other unwelcome conduct of a sexual nature2 in relation to that person;而在有关情况下，一名合理的人在顾及所有情况后，应会预期该人士会感到受冒犯、侮辱或威吓；或In circumstances in which a reasonable person, having regard to all thecircumstances, would have anticipated that the person would be offended,humiliated or intimidated; or˙如自行或联同其他人作出涉及性的行径，而该行径造成对该人士属有敌意或具威吓性的环境，该人即属对另一人士作出性骚扰。
˙The person, alone or together with other persons, engages in conduct of a sexual nature which creates a hostile or intimidating environment for that person.1一般而言，「不受欢迎」行为指未发自受害人的主动邀请并违反受害人意愿的行为。
1 In general terms, “unwelcome” behaviour is behaviour that is uninvited and unwanted by the recipient(s) of the behaviour.2「涉及性的行径」包括对一名人士或在其在场时作出涉及性的陈述，不论是以口头或书面作出。
2“Conduct of sexual nature” includes making a statement of a sexual nature to another person, or in the presence of that person, whether the statement is made orally or in writing.2.2下列行为可被视为性骚扰：2.2Examples of sexual harassment include:˙不受欢迎的性要求－例如挤眉弄眼、淫亵动作、触摸、抓弄或故意摩擦他人身体；˙Unwelcome sexual advances – e.g. leering and lewd gestures, touching, grabbing or deliberately brushing against another person;˙提出不受欢迎的要求以获取性方面的好处－例如向对方暗示在性方面予以合作或容忍其性要求会有助对方的事业发展、或会影响雇用条件；˙Unwelcome requests for sexual favours – e.g. suggestions that sexual co-operation or the toleration of sexual advances may further a person’s career, or affect employment conditions;˙不受欢迎的口头、非口头或身体上涉及性的行径－例如在性方面有贬义成份或有成见的言论、不断追问某人的性生活；˙Unwelcome verbal, non-verbal or physical conduct of a sexual nature – e.g.sexually derogatory or stereotypical remarks, persistent questioning about aperson’s sex life;˙涉及性的行径，藉此营造一个在性方面有敌意或具威吓性的工作环境－例如在工作场地/宿舍高谈与性有关的淫亵笑话、展示有性别歧视成份或与性有关的不雅物品，涉及性的不雅通讯（书信、电话、传真、电邮及短讯等）。
˙Conduct of a sexual nature that creates a hostile or intimidating environment –e.g. sexual or obscene jokes around the workplace /halls of residence; displayingsexist or other sexually offensive materials; offensive communications of a sexual nature (letters, phone calls, faxes, e-mails and text messages, etc.).2.3当不受欢迎的性要求、获取性方面好处的要求及其他口头或身体上涉及性的行径成为雇用的条件时，该行为在本集团即构成性骚扰：2.3Unwelcome sexual advances, requests for sexual favours, and other verbal orphysical conduct of a sexual nature constitute sexual harassment in the Group when any aspect of an individual’s employment is made conditional onsubmission to such conduct:˙雇用方面包括但不限于受聘、留任、人事检讨、薪酬检讨、调职、晋升、终止雇用、重新编配工作、薪金厘订、福利待遇、工作量、发展机会、培训及工作环境。
˙Aspects of employment include but are not limited to hiring, retention, personnel review, pay review, transfer, promotion, termination, re-assignment,salary determination, fringe benefits, work load, opportunities, training and staff development, and working conditions.2.4在雇佣范畴中的性骚扰行为包括以下情况：2.4Sexual harassment in employment includes the following situations:˙对雇主或机构内其他人所雇用的员工，或求职者作出性骚扰；˙Sexually harassing a person who is employed or seeking to be employed either by the employer or by someone else within the same organisation;˙对合约工作者作出性骚扰；˙sexually harassing a contract worker;˙对正在为从事某特定专业或行业谋求所需授权或资格的人士作出性骚扰；及˙sexually harassing a person seeking an authorisation or qualification; and˙对正在谋求或接受训练的人士作出性骚扰。