Community action groups held a picket outside Sol Plaatje Municipality on Thursday, calling for action to be taken against senior officials implicated in acts of sexual harassment.
MEMBERS of the United Community of Sol Plaatje Municipality (UCSPM) and the Kimberley Action Group (KAG) held a picket outside Sol Plaatje Municipality on Thursday, calling for action to be taken against senior officials implicated in acts of sexual harassment.
The community members, who stood holding placards outside the municipality, demanded that their memorandum be accepted by Sol Plaatje executive mayor Kagisho Sonyoni.
Letters were addressed to Sonyoni on January 6, requesting the mayor to meet with the community groups.
“The mayor must come and listen to us, as well as the perpetrators. If they don’t come out, we will go into their offices, as the municipality is a public building,” they stated.
Sonyoni was, however, not available to accept the memorandum and the municipal manager, Goolam Akharwaray, the director of corporate services, Ruth Sebolecwe, and the director of infrastructure, Boy Dhluwayo, were sent in his place.
Boyce Makodi from the UCSPM and KAG stated that one contract worker and two permanent workers at the municipality had complained of sexual harassment and intimidation against senior ranking officials dating back to 2017.
“One of the complainants is still unemployed as her contract was not renewed. They said that she was a seasonal worker as she was employed at the Floors swimming pool. However, all the other contract workers who were also working there did not have their contracts terminated. Meanwhile, the implicated official was merely sanctioned to a 10-day pay cut and continues to be in his position,” said Makodi.
He added that another employee was suffering from mental breakdowns after being subjected to sexual harassment.
“She suffered severe trauma and is in and out of hospital. This is while the perpetrator has not faced any consequences.”
He also pointed out that many women were afraid of reporting their superiors.
“Complainants were advised to ’let bygones be bygones’ when they reported the incidents for investigation at the municipality.
“Some of the victims are threatened that they will lose their jobs. If staff members speak out then they are regarded as the problem.”
According to the memorandum that was handed over, calls have been made to reinstate the complainant whose contract was terminated as well as three male employees who were referred to as “collateral”.
“The perpetrators who were involved in sexual harassment or harassment cases must be immediately transferred.
“All outstanding sexual harassment cases must be finalised within the time frame stipulated in the sexual harassment policy of Sol Plaatje Municipality.”
The memorandum also called on the municipality, in collaboration with the Commission for Gender Equality, to launch an urgent inquiry into past and unattended sexual harassment claims at the municipality.
“Employees must be educated on sexual harassment and harassment of fellow workers. An expert on the matter has offered her services to the municipality.”
The municipality was given seven days to respond to requests to meet with them regarding their concerns.
A spokesperson for the Commission for Gender Equality (CGE), Javu Baloyi, stated that they were aware of allegations of sexual harassment at the municipality.
“Due to the sensitivity and confidentiality of the matter, the CGE will not be able to express views on this matter as investigations are pending. If there are other complaints relating to sexual harassment, complainants are encouraged to approach the CGE and lodge complaints,” said Baloyi.
He indicated that complainants were required to formally lodge a complaint and submit the necessary documents relating to the allegations to enable the CGE to investigate the allegations.
Baloyi explained that the CGE engaged with employers through a formal hearing and investigated complaints of intimidation in an impartial manner.
“Employers undertake not to subject complainants to any form of victimisation. If an employer violates this agreement, it means that the employers have violated section 12 of the CGE Act and relief can be sought within the context of the act.”
He added that while the commission did not offer specific protection to complainants who lodged complaints, they were advised to seek protection orders against any person who may pose a threat to them.
“Each case has to be decided on its own merits. The merits of such cases will determine if there are criminal elements to warrant criminal cases to be opened by either party.”
