ECSA CPD policy: www.ecsa.co.za
CPD – systematic maintenance, improvement &
broadening of knowledge & skills, & development
of personal qualities necessary for execution of
professional and technical duties throughout
person’s engineering career
Objectives of CPD
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Maintain competence
Acceptable means of renewal of registration
Meet requirements for continued international
registration
1.
2.
3.
Developmental activities
4 credits (40
hrs) Conferences. Workshops, lectures,
symposia
Work-based activities. Eng work 2 credits
(800 hrs – incl management). Mentoring
candidates 1 credit (50 h)
Individual activities. Membership of
voluntary association (eg SAIChE) – 1 credit.
Other: 3 credits (30 hrs) – post-grad qual,
part-time lecturing , etc
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5 year cycle – 25 credits.
Anyone year, minimum 3
credits.
Must be in at least two
categories with at least 1
credit in category 1.
Max no. of credits permissible
(per annum) in each category
as per above.
Paper by Erik Rood, 2002
SEXUAL HARASSMENT IN THE WORKPLACE
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“Harass” – to trouble,
make someone anxious,
worry, torment
Research- has little to do
with sex, but rather
power (abuse thereof)
Difference between
sexual attention &
harassment
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Natural attraction between
sexes
Many dimensions of sexual
union
◦ physical (release of sexual energy)
◦ emotional (strong expression of
love)
◦ spiritual ( expression of
commitment, permanence)
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Many other ways of expressing
“chemical” attraction
◦ touching, words, signals, symbols
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growth (progressive)
mutuality
safety
freedom of choice (when, where, with whom,
how)
pleasure
fun
trust
joy
satisfaction
Gains:
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status
self-gratification
release of frustration
money (wealth)
reward
power
advancement
acceptance
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Film producer Harvey Weinstein sexually harassed and
assaulted more than 80 women throughout the course of
his career
Over the course of nearly three decades, Weinstein used
intimidation, legal agreements, and his position of power
to keep women he abused from speaking up
Throughout his career, he had the power to turn actors
into stars and launch careers. The films he and his
companies have produced have been nominated for more
than 300 Academy Awards
Weinstein had the power to destroy careers - He removed
many actresses from projects if they resisted his advances
After assaulting actress Rose McGowan, Weinstein paid
her a settlement that was “not to be construed as an
admission” and meant to “avoid litigation and buy peace,”
as a form of non-disclosure agreement
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Many employees of Weinstein were either witness to
or had knowledge of his actions.
◦ Some made arrangements for Weinstein’s hotel rooms or
meetings where he would make unwanted sexual advances
◦ Other employees would join him in meetings to make
women feel safe before being dismissed in order to leave
them alone with him in a room
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Former employees reported a culture of complicity at
his companies, but similarly felt their careers and
wellbeing were on the line
The “open secret” permeated more than the
workplace. Other filmmakers and actors in Hollywood
were aware of Weinstein’s behavior
While many celebrities expressed shock in the
revelations of the allegations, others expressed
remorse or complacency
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Moral muteness occurs when people witness
unethical behavior and choose not to say anything
Harvey Weinstein sexually assaulted and harassed
many women over nearly 30 years. Yet many who
knew of his behavior remained silent
The same power that enabled him to victimize
women and dissuade them from speaking up also
caused others employees and peers to remain silent
When numerous women came forward to tell their
stories, many others expressed regret that they had
known of Weinstein’s predatory actions and failed to
speak up. They had been morally mute.
Verbal
 Referring to an adult as a girl, hunk, doll, babe, or honey
 Making sexual comments or innuendos
 Turning work discussions to sexual topics
 Asking personal questions about sexual fantasies,
preferences, or history
 Repeatedly asking out a person who is not interested
Non-Verbal
 Looking a person up and down
 Blocking a persons path
 Giving personal gifts
Physical
 Giving a massage around the neck or shoulders
 Touching the person's clothing, hair, or body
 Standing close or brushing up against another person
Harasser
 Depends on seriousness of offense
 Reprimanded, demoted or terminated
 Criminal Charges
Employer
 Policy change
 Lawsuits
 Company can develop a stigma if there are multiple victims
Victim
 Demotion
 Termination
 Loss of benefits
 Decrease in pay
 Being passed up for a promotion
 Constructive discharge - employer transfers an employee or makes the
working conditions so unbearable, forcing their resignation (illegal!)
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Making negative comments about an employee's personal
religious beliefs, or trying to convert them to a certain religious
ideology
Using racist slang, phrases, or nicknames
Making remarks about an individual's skin color or other ethnic
traits
Displaying racist drawings, or posters that might be offensive to
a particular group
Making offensive reference to an individual's mental or physical
disability
Sharing inappropriate images, videos, emails, letters, or notes
Offensively talking about negative racial, ethnic, or religious
stereotypes
Wearing clothing that could be offensive to a particular ethnic
group
You should address this sort of workplace bullying in the same
way that you would sexual harassment – by reporting it to
human resources and, if nothing is done, by filing a harassment
claim
Section 203 of Labour Relations Act
(1995)
Code of Good Practice on dealing with
harassment
A sensitive issue
Guarantee confidentiality
Informal approach first
Then formal approach
May refer to CCMA within 30 days of
complaint being made
◦ Offenders can be dismissed
◦ Employer must create a work
environment in which dignity is respected
(policy – will not be tolerated)
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