[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-mw\u002Fwork-in-malawi\u002Fcollective-bargaining-agreement\u002Flilongwe-dairy-sexual-harassment-policy-draft":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":62,"content_type_view":63,"extra_breadcrumbs":64,"body":66,"body_blocks":77,"related_pages":81},37043,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-mw\u002Fwork-in-malawi\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_MW","2026-04-02T09:45:41.530108+00:00","2026-04-02T09:47:53.226826+00:00","\u002Fcms\u002Fpages\u002F37043\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Malawi","en-mw",{"title":20,"slug":21},"Work in Malawi","work-in-malawi",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-mw\u002Fwork-in-malawi\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2026-04-02T11:45:41.530108+02:00","2026-04-02T11:47:53.351465+02:00",{"cba":32,"clauses":43,"details":60,"translations":61},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"lilongwe-dairy-sexual-harassment-policy-draft","4c78e64a-5f31-11f0-b985-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fmalawi\u002Flilongwe-dairy-sexual-harassment-policy-draft\u002Flilongwe-dairy-sexual-harassment-policy-draft\u002F","lilongwe dairy SEXUAL HARASSMENT POLICY DRAFT","MWI LILONGWE DAIRY -","Malawi - MWI LILONGWE DAIRY -","MWI LILONGWE DAIRY - - Manufacturing",{"name":41,"data":42},"lilongwe dairy SEXUAL HARASSMENT POLICY DRAFT.html","\n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New6\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1 id=\"L25\">LILONGWE DAIRY\u003C\u002Fh1>\n\n\u003Ch1 id=\"L39\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">SEXUAL HARASSMENT WORKPLACE POLICY\u003C\u002Fdiv>\u003C\u002Fh1>\n\n\u003Cp>JUNE 2024\u003C\u002Fp>\n\n\u003Cp>FIRST EDITION\u003C\u002Fp>\n\n\u003Cdiv class=\"toc\">\n\u003Cul>\n  \u003Cli>\u003Ca href=\"#L25\">LILONGWE DAIRY\u003C\u002Fa>\u003Ca href=\"#L39\">SEXUAL HARASSMENT\n    WORKPLACE POLICY\u003C\u002Fa>\n    \u003Cul>\n      \u003Cli>\u003Ca href=\"#L95\">FOREWORD\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L109\">LIST OF ACRONYMS AND ABBREVIATIONS\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L157\">INTRODUCTION\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L163\">PREAMBLE\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L199\">CONTEXT OF SEXUAL HARASSMENT\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L227\">COMMITTEE ON SEXUAL HARASSMENT\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L247\">STRUCTURE\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L257\">COMPLAINT PROCEDURE GENERAL\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L297\">APPEALS\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L313\">DESCIPLINARY ACTION\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L821\">CONFIDENTIALITY OF RECORDS\u003C\u002Fa>\u003C\u002Fli>\n      \u003Cli>\u003Ca href=\"#L345\">ANNEX 1: SEXUAL HARASSMENT COMPLAINT FORM\u003C\u002Fa>\n        \u003Cul>\n          \u003Cli>\u003Ca href=\"#L347\">Sexual Harassment Complaint Form\u003C\u002Fa>\u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fli>\n    \u003C\u002Ful>\n  \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\n\u003Ch2 id=\"L95\">FOREWORD\u003C\u002Fh2>\n\n\u003Cp>Lilongwe Dairy Limited (MCSL) has developed this Sexual Harassment (SH) Work\nPolicy document hereinafter referred to as the “Policy” which aims at\nsafeguarding employees and people seeking services at this institution, from\nunwelcome sexual advances and provide them with reporting guidelines. The\npolicy provides ways of handling complaints, action taken against perpetrators\nand strategies for assisting survivors, including accessing legal remedies.\u003C\u002Fp>\n\n\u003Cp>Lilongwe Dairy Limited has prepared and issued this Sexual Harassment Work\nPolicy as provided for under section 7 of the Gender Equality Act of which the\nCompany has been entrusted to oversee the enforcement of its provisions. The\npolicy is the authoritative and comprehensive guide to tackling sexual\nharassment at the Company. It provides real and relevant examples for both\nmanagement and employees of the company in a user-friendly and accessible way\nso that practical steps can be taken by all to eliminate sexual harassment in\nthe workplace.\u003C\u002Fp>\n\n\u003Cp>The enactment of the 2013 Gender Equality Act (GEA), with specific\nprovisions on the prohibition of sexual harassment in the workplace is a\nprogressive step towards the realization of gender equality and ending sexual\nharassment in work places. Lilongwe Dairy Limited is committed to see the\nenforcement of the Gender Equality Act, and in this particular regard, the\nprovision and enforcement of sexual harassment work place policies.\u003C\u002Fp>\n\n\u003Cp>All complaints of sexual harassment shall be taken seriously and treated\nwith respect and confidence. The safeguarding of workers, particularly female\nworkers, starts within the Company itself as custodian of the GEA with this\npolicy which is now in place.\u003C\u002Fp>\n\n\u003Ch2 id=\"L109\">LIST OF ACRONYMS AND ABBREVIATIONS\u003C\u002Fh2>\n\n\u003Cp>EAEmployment Act\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">GEAGender Equality Act\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>TCSsTerms and Conditions of Services\u003C\u002Fp>\n\n\u003Cp>HRDHuman Resources Department\u003C\u002Fp>\n\n\u003Cp>MCSLLilongwe Dairy Limited\u003C\u002Fp>\n\n\u003Ch2 id=\"L157\">INTRODUCTION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-gender\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">This policy is an expression of MCSL, to provide a workplace that is free\nfrom sexual harassment and its consequences. Sexual harassment is prohibited\nunder sections 6 and 7 of the Gender Equality Act (GEA), 2013. Further,\nSections 8, 9 and 10 of the GEA also provides for extra mandate to enforce the\nprovisions of the Act. We therefore aim to maintain and ensure a work\nenvironment that is free from sexual harassment, intimidation and\ndiscrimination. The Company shall therefore endeavor to take prompt action\nwhere allegations of sexual harassment are made.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2 id=\"L163\">PREAMBLE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>The Constitution of the Republic of Malawi provides that one of the goals\nand principles of national policies is the recognition and promotion of gender\nequality and non-discrimination.\u003C\u002Fp>\n\n\u003Cp>Furthermore, the Gender Equality Act (No. 3 of 2013), provides inter alia\nthat every person who is an employee has the right to be protected from sexual\nharassment in the workplace.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In line with its duties and mandates under the Constitution, the Company has\na responsibility to ensure the protection of rights provided for in the\nConstitution and in the GEA.\u003C\u002Fp>\n\n\u003Cp>MCSL recognizes that all members of staff are entitled to a working\nenvironment which is pleasant, professional and promotes due respect of and\nregard for the rights and feelings of all and whereas romantic or sexual\nrelationships between staffs, colleagues and superiors are not prohibited;\u003C\u002Fp>\n\n\u003Cp>MCSL affirms that sexual harassment is prohibited and constitutes a\nviolation of the fundamental rights, dignity and integrity of a person and\ncreates an environment unsuitable for effective discharge of duties and work\nresponsibilities.\u003C\u002Fp>\n\n\u003Cp>Sexual harassment has been defined, including the contextual wording under\nthe Gender Equality Act, as:\u003C\u002Fp>\n\n\u003Cp>•unwanted sexual attention from a person who knows or ought reasonably to\nknow that such attention is unwanted; or\u003C\u002Fp>\n\n\u003Cp>•implied or expressed promise of reward for complying with a sexually\noriented request; or\u003C\u002Fp>\n\n\u003Cp>•implied or expressed threat of reprisal or actual reprisal for refusal to\ncomply with a sexually oriented request; or\u003C\u002Fp>\n\n\u003Cp>•a sexual relationship which constitutes an abuse of power in a\nrelationship of trust; or\u003C\u002Fp>\n\n\u003Cp>•a sexually oriented remark or behavior, which may reasonably be perceived\nto create a negative psychological and emotional environment for work or\nstudy.\u003C\u002Fp>\n\n\u003Cp>A sexual harassment could be verbal, non-verbal, physical or\nnon-physical.\u003C\u002Fp>\n\n\u003Ch2 id=\"L199\">CONTEXT OF SEXUAL HARASSMENT\u003C\u002Fh2>\n\n\u003Cp>Behaviors such as conditioning promotions, awards, training or other job\nbenefits upon acceptance of unwelcome actions of a sexual nature are always\nwrong.\u003C\u002Fp>\n\n\u003Cp>Unwelcome actions such as the following are inappropriate and depending on\nthe circumstances, may in and of themselves meet the definition of sexual\nharassment or contribute to a hostile environment in the world of work:\u003C\u002Fp>\n\n\u003Cp>Sexual pranks or repeated sexual teasing, jokes, or innuendo, in person or\nvia e-mail or other communication mode;\u003C\u002Fp>\n\n\u003Cp>Verbal abuse of a sexual nature;\u003C\u002Fp>\n\n\u003Cp>Touching or grabbing of a sexual nature;\u003C\u002Fp>\n\n\u003Cp>Repeatedly standing too close to or brushing up against a person;\u003C\u002Fp>\n\n\u003Cp>Repeatedly asking a person to socialize during off-duty hours when the\nperson has said no or has indicated he or she is not interested;\u003C\u002Fp>\n\n\u003Cp>Giving gifts or leaving objects that are sexually suggestive;\u003C\u002Fp>\n\n\u003Cp>Repeatedly making or posting sexually demeaning or offensive pictures,\ncartoons, or other materials in the workplace;\u003C\u002Fp>\n\n\u003Cp>Off duty, unwelcome conduct of a sexual nature that affects the work\nenvironment. A victim of sexual harassment can be a man or a woman. The victim\ncan be the same sex as the harasser or the opposite sex. The harasser can be a\nsupervisor, co-worker, other directorate employee, or a non-employee who has a\nbusiness or formal relationship with the Company.\u003C\u002Fp>\n\n\u003Ch2 id=\"L227\">COMMITTEE ON SEXUAL HARASSMENT\u003C\u002Fh2>\n\n\u003Cp>A Committee on Sexual Harassment is hereby established.\u003C\u002Fp>\n\n\u003Cp>The Committee shall be responsible for the coordination of an education and\nawareness program on sexual harassment.\u003C\u002Fp>\n\n\u003Cp>The committee shall receive complaints on sexual harassment and promptly\ninvestigate any such complaints or allegations.\u003C\u002Fp>\n\n\u003Cp>The Committee shall provide a hearing platform for any of such allegations\nboth to the person making the allegations and to the harasser. Evidence of any\nnature shall be produced during such hearings. Notice of such hearing shall be\nmade to both parties in line with the Employment Act (EA) and other relevant\napplicable laws in Malawi.\u003C\u002Fp>\n\n\u003Cp>The Committee shall upon making a decision, refer the matter to the Human\nResources Department (HRD ) who shall be responsible for imposing a penalty on\nanyone who is found guilty of sexual harassment including disciplinary action\nprovided for in the Disciplinary Code of the Company’s Terms and Conditions\nof Service (TCSs). However, subject to Section 7 (2) of the Gender Equality\nAct, a person who makes an allegation of sexual harassment need not exhaust\ninternal procedures before prosecution of the offence can be instituted or\ncivil proceedings can be instituted.\u003C\u002Fp>\n\n\u003Cp>All complaints received shall be handled with confidentiality and the\nrecords of the Committee shall remain confidential at all times. The Secretary\nshall keep the records of the Committee.\u003C\u002Fp>\n\n\u003Cp>The Committee shall submit reports of its activities as per issues happening\nto the HRD of the Company to be shared with the Management and General\nManager.\u003C\u002Fp>\n\n\u003Ch2 id=\"L247\">STRUCTURE\u003C\u002Fh2>\n\n\u003Cp>The Committee shall comprise of five (5) members of staff. Members of this\ncommittee shall be members of staff who have attained a certain level or grade\nof seniority and have reputable standing within the Company. The Committee\nshall comprise of one (1) Human Resource personnel, one (1) member from the\nUnion Executive, three (3) members from Heads of Sections as elected from time\nto time, one (1) of whom shall be a female member of staff with a reputable\nstanding within the Company and shall be the focal contact person for all\nfemale staff in the company appointed by the HRD in consultation with\nmanagement.\u003C\u002Fp>\n\n\u003Cp>The Committee shall have a Chairperson and a Secretary to be chosen by\nmembers of the Committee.\u003C\u002Fp>\n\n\u003Cp>Appointments to this Committee shall be for a period of three (3) years.\u003C\u002Fp>\n\n\u003Cp>Where a member of this Committee is accused of sexual harassment, he or she\nshall immediately step down and shall not sit in any Committee meeting in which\nhis or her allegation is to be discussed or decided. Subsequently, the\nCommittee shall investigate the allegations made against that member and report\nto the HRD for their action.\u003C\u002Fp>\n\n\u003Ch2 id=\"L257\">COMPLAINT PROCEDURE GENERAL\u003C\u002Fh2>\n\n\u003Cp>The Secretary of the Committee or the focal contact person shall have the\nprimary responsibility to receive all complaints. All complaints shall be in\nwritten form. Where a complainant is unable to write effectively, the Secretary\nof the Committee or the focal contact person shall assist such complainant to\nreduce the complaint into writing. The focal contact person shall provide\nadvice and support on matters relating to conduct and discipline, including the\ntime frames for processes to a complainant and respondent.\u003C\u002Fp>\n\n\u003Cp>A complaint may be made by either the individual or individuals who have\nbeen directly affected by the alleged sexual harassment or by any person who\nhas actual knowledge that sexual harassment has taken place.\u003C\u002Fp>\n\n\u003Cp>The Secretary must, within five (5) working days on receipt of the\ncomplaint, arrange a meeting with the complainant in order to obtain\ninformation to confirm and clarify the circumstances giving rise to the\ncomplaint, and shall refer the matter to the next sitting of the Committee.\nWhere the Committee will not be sitting within ten (10) working days, the\nofficer shall arrange an ad-hoc meeting of the Committee to hear the matter.\u003C\u002Fp>\n\n\u003Cp>The Secretary shall send a copy of the complaint, any additional information\nobtained from the complainant and a request that the respondent reply to the\ncomplaint in writing within five (5) working days. Respondent refers to the\nperson against whom the allegation is made.\u003C\u002Fp>\n\n\u003Cp>If a response is received, the Secretary shall forward a copy of such\nresponse to the complainant and the complainant shall have five (5) working\ndays to reply in writing.\u003C\u002Fp>\n\n\u003Cp>Where the response and reply remains unsatisfactory and the complainant\nstill feels aggrieved, the Secretary shall forward the Complaint to the\nChairperson of the Committee on Sexual Harassment.\u003C\u002Fp>\n\n\u003Cp>The Complaint shall be accompanied by a copy of all documentation exchanged\nbetween the parties with respect to the complaint.\u003C\u002Fp>\n\n\u003Cp>The parties to the allegations shall be notified that the allegation has\nbeen submitted to the Committee.\u003C\u002Fp>\n\n\u003Cp>The Committee shall with due notice, invite the complainant and the\nrespondent to appear before it to submit any additional pertinent documentation\nand make oral submissions. Such meeting shall be held on a mutually convenient\ndate, but in any event within twenty (20) working days of the submission of the\nComplaint to the Committee.\u003C\u002Fp>\n\n\u003Cp>The Committee shall determine whether the acts complained of constitute\nsexual harassment in line with the Gender Equality Act and, if so recommend\nappropriate disciplinary action, if any including the penalties in the GEA, the\nCompany’s TCSs and any other relevant applicable laws in Malawi.\u003C\u002Fp>\n\n\u003Cp>recommend any other measures it considers appropriate for remedying\u003C\u002Fp>\n\n\u003Cp>or mitigating any harm or disadvantage suffered by any person as a result of\nsexual harassment;\u003C\u002Fp>\n\n\u003Cp>recommend prosecution of the offence or civil proceedings be instituted by\nthe complainant in line with section 7 (2) of the GEA.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">The report of the Committee must be in writing and\na copy sent to the HRD within five (5) working days of their recommendation\nbeing made. The report shall include: \u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•a summary of relevant facts;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•a determination as to whether the acts\ncomplained of constitute sexual harassment; and\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">•recommendations as to appropriate disciplinary\naction and other measures, which in its opinion are necessary in the\ncircumstances.\u003C\u002Fp>\n\n\u003Cp>The HRD shall deliberate and make a determination on the matter thereafter,\nsuch determination shall then be communicated through the Secretary to both\nparties within ten (10) working days of the report being submitted by the\nCommittee.\u003C\u002Fp>\n\n\u003Ch2 id=\"L297\">APPEALS\u003C\u002Fh2>\n\n\u003Cp>Where either of the parties is not satisfied with the decision of the\nCommittee, such party has the right to appeal such a decision by forwarding to\nthe Secretary of the Committee a notice to that effect within ten (10) working\ndays on receipt of the Committee’s report.\u003C\u002Fp>\n\n\u003Cp>The notice of appeal must clearly set out all factors relied on by the party\nin disputing the recommendation made.\u003C\u002Fp>\n\n\u003Cp>The appeal shall be directed to the HRD, copy the General Manager if he\u002Fshe\nis not a party in the matter.\u003C\u002Fp>\n\n\u003Cp>The HRD shall review all the material considered by the Committee as well as\nall other material filed to determine whether the grounds of appeal reasonably\nestablish that the Committee was in error in making its recommendation.\u003C\u002Fp>\n\n\u003Cp>The HRD shall notify the parties in writing of its decision within five (5)\nworking days.\u003C\u002Fp>\n\n\u003Cp>If the HRD confirms the Committee’s recommendation, the complaint file\nshall appeal to the General Manager. After the appeal to the general Manager\nthe case shall be closed and no further action shall be taken by the\ncomplainant pursuant to this policy save for judicial recourse by instituting\nlegal proceedings against the harasser.\u003C\u002Fp>\n\n\u003Cp>Nothing in this policy prevents a complainant from seeking redress in any\nCourt of Law in addition to or instead of following the procedures outlined\nabove. The investigations and framework conducted pursuant to this Policy is\nindependent of any other investigation carried out by an outside agency.\u003C\u002Fp>\n\n\u003Ch2 id=\"L313\">DESCIPLINARY ACTION\u003C\u002Fh2>\n\n\u003Cp>For the purpose of this policy, disciplinary action shall include but not\nlimited; to an apology, reprimand, suspension, expulsion or dismissal,\ndepending on the seriousness of the conduct, the respondent’s position, the\nrespondent’s prior record and any mitigating factors. The Complainant is at\nliberty to institute civil proceedings to claim remedies for sexual\nharassment.\u003C\u002Fp>\n\n\u003Ch2 id=\"L821\">CONFIDENTIALITY OF RECORDS\u003C\u002Fh2>\n\n\u003Cp>Any complaint received pursuant to this policy shall be considered strictly\nconfidential and all committee members have the duty to take all necessary\nsteps to maintain such confidentiality. In particular, but without limiting the\ngenerality of the foregoing, the Committee must ensure that:\u003C\u002Fp>\n\n\u003Cp>•Any reports from the Secretary or reports of the Committee required to be\nmade public shall be amended to protect the identity of the complainant and of\nthe respondent;\u003C\u002Fp>\n\n\u003Cp>•All procedures and deliberations of the Committee and the HRD be held in\ncamera.\u003C\u002Fp>\n\n\u003Cp>RIGHTS OF THE COMPLAINANT AND THE RESPONDENT\u003C\u002Fp>\n\n\u003Cp>The filing of a complaint on sexual harassment is the right of every member\nof staff or person accessing the Company’s services or any service provider\nand may be exercised without fear of reprisal or threat thereof.\u003C\u002Fp>\n\n\u003Cp>The mere fact that a complaint has been filed against an individual does\nnot, in and of itself, constitute grounds for disciplinary action against that\nindividual unless sexual harassment claims have been proved against such\nindividual.\u003C\u002Fp>\n\n\u003Cp>The rights of a complainant include section 7 (2) of the Gender Equality\nAct, which provides that a person may skip internal disciplinary procedures and\ncommence criminal prosecution or institute civil proceedings against the\nharasser.\u003C\u002Fp>\n\n\u003Ch2 id=\"L345\">ANNEX 1: SEXUAL HARASSMENT COMPLAINT FORM\u003C\u002Fh2>\n\n\u003Ch3 id=\"L347\">Sexual Harassment Complaint Form\u003C\u002Fh3>\n\n\u003Cp>REPORTING PERSON\u003C\u002Fp>\n\n\u003Cp>Date …………………………….\u003C\u002Fp>\n\n\u003Cp>Name .....................................\u003C\u002Fp>\n\n\u003Cp>Department\n………………………………………………………………….\u003C\u002Fp>\n\n\u003Cp>Position………………………………………………………………………..\u003C\u002Fp>\n\n\u003Cp>Phone\nNumber(s):…….....................……………………………………..\u003C\u002Fp>\n\n\u003Cp>E-mail\naddress:…………………………….....................…………………\u003C\u002Fp>\n\n\u003Cp>RESPONDENT\u003C\u002Fp>\n\n\u003Cp>Name of the person who harassed you\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Department\n……………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>Position of the Respondent\u003C\u002Fp>\n\n\u003Cp>….………………………………………………………………………………………………….……………………………………………………………...\u003C\u002Fp>\n\n\u003Cp>STATEMENT OF EVENTS PROVIDED BY COMPLAINANT OR REPORTING PERSON\u003C\u002Fp>\n\n\u003Cp>Please provide a detailed statement of the incident, including dates, what\nhappened, place(s) the incident took place and the number of times it has\noccurred. Please attach additional sheets as needed.\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>……………………….…………………………………………………………..……………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>………………………………………………………………………………………………………………….……………………………………………………..\u003C\u002Fp>\n\n\u003Cp>Did anyone witness the incident(s)? If so, please list their names.\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>……………………………………………………………………………………………………….........................……………………………………………\u003C\u002Fp>\n\n\u003Cp>3.3. Do you have any evidence on this?\n........................................................................................................................................................................................................\u003C\u002Fp>\n\n\u003Cp>............................................................................................................................................................................................................................................................................................................\u003C\u002Fp>\n\n\u003Cp>............................................................................................................................................................................................................................................................................................................\u003C\u002Fp>\n\n\u003Cp>............................................................................................................................................................................................................................................................................................................\u003C\u002Fp>\n\n\u003Cp>............................................................................................................................................................................................................................................................................................................\u003C\u002Fp>\n\n\u003Cp>What was your response or reaction to this situation or incident?\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>How has this situation or incident affected you at work or expected service\ndelivery at Lilongwe Dairyiry Limited?\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………………………………………….......………………………..……………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>COMPLAINT RECORDER\u003C\u002Fp>\n\n\u003Cp>Name\u003C\u002Fp>\n\n\u003Cp>…………………..................................…………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………..................................…………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>Designation\u003C\u002Fp>\n\n\u003Cp>…………………..................................…………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>…………………..................................………………………………………………………………………………………………………………………...\u003C\u002Fp>\n\n\u003Cp>Date and time of Complaint Intake\u003C\u002Fp>\n\n\u003Cp>…………………..................................………………………………………………………………………………………………………………………………………………………………………………………………………………\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"GENEQ_trigger":44,"eqpay":47,"gender":50,"discrimination":54,"violence":58},{"bindId":45,"name":46,"text":46},"GENEQ_trigger","SEXUAL HARASSMENT WORKPLACE POLICY",{"bindId":48,"name":49,"text":49},"eqpay","GEAGender Equality Act",{"bindId":51,"name":52,"text":53},"gender","This policy is an expression of MCSL, to","This policy is an expression of MCSL, to provide a workplace that is free\nfrom sexual harassment and its consequences. Sexual harassment is prohibited\nunder sections 6 and 7 of the Gender Equality Act (GEA), 2013. Further,\nSections 8, 9 and 10 of the GEA also provides for extra mandate to enforce the\nprovisions of the Act. We therefore aim to maintain and ensure a work\nenvironment that is free from sexual harassment, intimidation and\ndiscrimination. The Company shall therefore endeavor to take prompt action\nwhere allegations of sexual harassment are made.",{"bindId":55,"name":56,"text":57},"discrimination","The Constitution of the Republic of Mala","The Constitution of the Republic of Malawi provides that one of the goals\nand principles of national policies is the recognition and promotion of gender\nequality and non-discrimination.\n\nFurthermore, the Gender Equality Act (No. 3 of 2013), provides inter alia\nthat every person who is an employee has the right to be protected from sexual\nharassment in the workplace.",{"bindId":59,"name":52,"text":53},"violence","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>MWI LILONGWE DAIRY -\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n            \n                \u003Cdiv id=\"display-start_date\">Start date: → Not specified\u003C\u002Fdiv>\n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Manufacturing\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Manufacture of beverages\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        LILONGWE DAIRY\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \n\n\n        \n\n        \n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Yes\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Special reference to gender for pay equality: → Yes\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \n        \n\n        \n\n        \n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[65],{"title":37,"slug":33},[67],{"type":68,"data":69},"call_to_action_body_block",{"title":70,"description":71,"variant":72,"link":73},"Compare Collective Agreements","Compare the articles of the Collective Agreements from Malawi across sectors, topics and countries","dark",{"title":70,"url":74,"description":70,"rel":75,"type":76},"\u002Fen-mw\u002Fwork-in-malawi\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[78],{"type":68,"data":79},{"title":70,"description":71,"variant":72,"link":80},{"title":70,"url":74,"description":70,"rel":75,"type":76},[]]