A general manager has been fined S$3,000 after pleading guilty to two charges of using criminal force against a female subordinate. The man, aged 55, touched the victim’s thigh twice without her consent, claiming that he wanted to show her the company’s work attire policy. Four other charges, including molest, insulting the modesty of a woman, and an offence under the Protection from Harassment Act, were taken into consideration for sentencing.
According to Today, The incident took place in May 2021, when the victim was wearing ripped jeans and sitting at her desk during her day off. The manager noticed her attire and stopped at her table, telling her that the company’s dress policy applied to employees who were in the office, even if it was their day off. He then touched the victim’s thigh without her consent, before returning to his office.
Slightly over an hour later, the manager stopped at the victim’s table again and repeated his earlier actions. The victim later reported the incident to the company, and a police report was made.
The prosecution sought a total fine of S$3,000 for the man, stating that his culpability and the harm caused by his actions were low. However, they sought the maximum fine, given that the man was the woman’s superior at work, and such workplace offences are difficult to detect.
The judge agreed with the prosecution and imposed the maximum fine of S$1,500 for each of the man’s two charges. The sentence took into consideration the man’s previous offences, including molestation in 2020, insulting the modesty of a female victim in 2018, and an earlier instance of molest in 2017.
This case highlights the importance of respecting personal boundaries and adhering to company policies in the workplace. Employers and employees must be aware of the consequences of inappropriate behaviour and take necessary measures to prevent such incidents from occurring. Victims of workplace harassment or assault should feel empowered to report incidents and seek support from their employers and the authorities.