Quấy Rối Tình Dục- Chế Tài Thế Nào?

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Vấn đề quấy rối tình dục (“QRTD”) nơi công sở vừa mới được lần đầu tiên pháp điển hóa trong Bộ luật lao động (BLLĐ) Việt Nam từ 2012[3][3] . Theo đó, Việt Nam nghiêm cấm một số hành vi QRTD [4][4] (người lao động đơn phương chấm dứt hợp đồng lao động[5][5]; người lao động là người giúp việc nhà tố cáo với cơ quan có thẩm quyền nếu người sử dụng lao động có hành vi QRTD[6][6]) và áp dụng một số chế tài tương ứng. Tuy nhiên, pháp luật lao động của Việt Nam chưa có giải thích, hướng dẫn thi hành thế nào là QRTD, những hành vi nào bị xem là QRTD, chứng minh câu chuyện nhạy cảm này bằng cách nào?. Do đó, bài viết này giới thiệu một số kinh nghiệm nước ngoài nhằm phân tích và giải thích một số điểm mơ hồ của pháp luật Việt Nam và đưa ra một số đề xuất.

  1. Nhìn từ pháp luật Việt Nam

Tính đến trước khi BLLĐ có hiệu lực, pháp luật Việt Nam chưa có bất kỳ văn bản nào quy định về QRTD, mặc dù Bộ luật Hình sự 1999 đã có đến 05 điều (từ điều 111 đến điều 116) quy định về các tội phạm tình dục. Cũng vì thế mà việc luật hóa vấn đề QRTD được xem là một trong những bước tiến của BLLĐ so với BLLĐ cũ.

Trong thời gian gần đây, hàng loạt văn bản hướng dẫn thi hành BLLĐ2012 được ban hành[7][7] nhưng pháp luật Việt Nam vẫn im lặng trước việc giải thích cụm từ “QRTD”. Mặc dù theo dự thảo Nghị định về xử phạt vi phạm hành chính trong lĩnh vực lao động, hành vi QRTD được xác định là một trong những hành vi vi phạm và bị phạt tiền nhưng đến khi Nghị định 95[8][8] được ban hành, nội dung QRTD đã không được đề cập đến. Về ngữ nghĩa, chúng ta đều thừa nhận cụm từ “QRTD” là thuật ngữ khá mơ hồ, được giải thích tùy thuộc vào cảm tính của mỗi người. Do đó, nếu không có hướng dẫn chính thức từ cơ quan có thẩm quyền của Việt Nam, e rằng quy định tiến bộ này sẽ là một quy định luật trên giấy mà thôi.

Vậy để khắc phục thực tế này, các văn bản hướng dẫn cần giải thích các nội dung sau đây:

Thứ nhất, chủ thể của hành vi QRTD tại nơi làm việc là ai? Nếu như trong Bộ luật Hình sự, chủ thể của các tội phạm về tình dục là nam giới thì liệu rằng chủ thể của hành vi QRTD theo quy định của BLLĐ có thể là nữ giới hay không khi mà hiện nay nam giới bị quấy rối tại nơi làm việc không phải là hiếm? Việc QRTD có bắt buộc chỉ xảy ra ở những người khác giới, đồng giới? Vị trí của người QRTD nơi làm việc là người sử dụng hay người lao động? Như đã phân tích, BLLĐ cho phép người lao động được quyền đơn phương chấm dứt hợp đồng lao động với người sử dụng lao động khi người lao động có cơ sở cho rằng họ bị người sử dụng lao động QRTD. Tuy nhiên, Bộ luật lao động lại không cho người sử dụng lao động (cá nhân là chủ doanh nghiệp hay người cấp quản lý trong doanh nghiệp) quyền đơn phương chấm dứt hợp đồng lao động đối với người lao động khi người sử dụng lao động bị người lao động QRTD mình. Trong khi đó, theo pháp luật lao động Việt Nam, người sử dụng lao động rất khó để đơn phương chấm dứt hợp đồng lao động với người lao động thì nay, với lý do QRTD, mặc dù cả hai bên đều có thể là nạn nhân của QRTD, thì quyền đơn phương chấm dứt hợp đồng lao động vẫn là một “đặc quyền” dành riêng cho người lao động. Dường như, tinh thần “bảo vệ người lao động” tiếp tục chi phối các quy định về QRTD.

Thứ hai, các tiêu chí để xác định sự hiện diện của hành vi QRTD là gì (hành động hay không hành động – như nhìn chằm chằm vào một bộ phận thân thể của người khác nhưng không đụng chạm, sờ soạng cơ thể)? Nếu bằng cách thức liệt kê hành vi cụ thể thì không phù hợp bởi lẽ sẽ có thể để “lọt” hành vi. Hơn nữa, đây lại là vấn đề tế nhị, nên rất khó để gọi tên cụ thể của hành vi. Nếu khái quát hóa hành vi QRTD thì e rằng mỗi người có một cách hiểu khác nhau về vấn đề này. Chúng ta cần hết sức cẩn thận đưa kết luận về sự hiện diện của hành vi QRTD trong trường hợp này bởi vì với người này thì hành vi nhìn chằm chằm là biểu hiện của hành vi QRTD, nhưng với người khác có thể đấy chỉ là sự dò xét, hay soi mói.

Thứ ba, hoàn cảnh cụ thể nào để một lời nói, một hành vi trở thành hành vi QRTD, hay chỉ là trò đùa cho vui (ví dụ như nói láy, chọc ghẹo không nhằm ám chỉ một người lao động nào)? Cần thấy rằng người Việt Nam chúng ta là những người rất thích đùa và hay đùa. Trong một số trường hợp, cười đùa góp phần tạo môi trường làm việc thân thiện, góp phần gắn kết mọi người nơi làm việc.

Thứ tư, khi có sự ủng hộ, hùa theo của đối tác, thì người kia có bị xem là có hành vi QRTD hay không? Lấy ví dụ, một người lao động bị đề nghị quan hệ tình dục với cấp trên để được đề bạt, thăng tiến và người lao động ấy đã đồng ý. Sau đó, người lao động này lại tố cáo cấp trên có hành vi QRTD. Có hợp lý không khi trong trường hợp này người lao động không có cảm giác không thoải mái, hay bị ép buộc, ngược lại còn thấy cần thiết phải làm theo lời đề nghị khiếm nhã đó? Rõ ràng có “quấy” mà người trong cuộc không thấy “rối”.

  1. Kinh nghiệm pháp luật nước ngoài

Theo hướng dẫn của Tổ chức lao động quốc tế ILO[9][9], các hành vi QRTD là sự vi phạm quyền cơ bản của người lao động, cấu thành an toàn lao động, phân biệt đối xử giữa phụ nữ và nam giới và được thể hiện dưới nhiều dạng hình thức khác nhau và đan xen với nhau. Thứ nhất, hành động đụng chạm cơ thể như sờ soạng những vùng nhạy cảm trên cơ thể người lao động như ngực, eo, mông…. Thứ hai, QRTD có thể là những nhận xét về hình thức của nhân viên; nhận xét, kể chuyện, đùa cợt mang tính dâm dê; rủ rê, gợi ý quan hệ tình dục; dùng lời lẽ đe dọa hoặc phần thưởng liên quan đến công việc để gạ gẫm quan hệ tình dục. Và cuối cùng, quấy rối dưới hình thức sử dụng các hành động khác như gửi những hình ảnh tài liệu có tính chất khiêu dâm; dùng những cử chỉ tượng trưng cho sự mời gọi, rủ rê quan hệ tình dục[10][10]. Đặc biệt, ILO yêu cầu các thành viên của mình thông qua biện pháp chính sách mà quốc gia đó cho là phù hợp với điều kiện thực tế của quốc gia đó để thực thi các tiêu chuẩn lao động quốc tế được ghi nhận trong hàng loạt Công ước do ILO soạn thảo, bao gồm và không giới hạn bởi, Công ước phân biệt đối xử C111 năm 1958 – công ước điều chỉnh hành vi QRTD của ILO[11][11]. Như vậy, việc Việt Nam trở thành thành viên của ILO và gia nhập Công ước 111 từ năm 1997, Việt Nam phải có nghĩa vụ thực thi Công ước này.

Trong hệ thống pháp luật Hoa Kỳ, QRTD là hành vi phân biệt đối xử về giới vi phạm mục VII Đạo luật quyền dân sự 1964[12][12] được hướng dẫn khá cụ thể trong văn bản của Ủy ban bình đẳng cơ hội việc làm của Hoa Kỳ[13][13]. Về bản chất, hành vi QRTD nơi làm việc được hiểu là hành vi đề nghị quan hệ tình dục không phù hợp với ý chí của người nhận được đề nghị, gợi ý cấp một số ưu đãi nếu có QRTD và một số hành vi khác bằng lời nói hoặc hành động làm cản trở công việc làm hoặc quá trình hoàn thành công việc của người nào đó hoặc tạo ra môi trường làm việc không thân thiện hoặc thù địch”[14][14]. Trong đó, môi trường làm việc không thân thiện được giải thích là môi trường mà người lao động chứng minh được: (1) họ bị đề nghị trực tiếp hoặc gợi ý quan hệ tình dục thông qua các hành động hoặc lời nói; (2) các hành động này không được hưởng ứng và (3) hành động này đủ nghiêm trọng để thay đổi điều kiện làm việc của người lao động bị gợi ý[15][15]. Tuy nhiên, luật không khẳng định hình thức nào, yếu tố nào có vai trò quyết định sự hiện diện của QRTD. Thay vào đó, Tòa án tối cao Hoa Kỳ khẳng định các quyết định về tính hợp pháp của QRTD cần phải căn cứ vào tình tiết, vụ việc cụ thể, tính tổng thể của hoàn cảnh xảy ra QRTD [16][16].

Cần phải lưu ý rằng, trên thực tế, kết luận về sự tồn tại của hành vi QRTD thường xảy ra trong những trường hợp người quấy rối đã thực hiện được hành vi quan hệ tình dục với người bị quấy rối rất nhiều lần và người bị quấy rối trên thực tế có nhận được những ưu đãi đặc biệt trong công việc[17][17].

Nhìn chung, Hoa Kỳ quy định QRTD diễn ra trong phạm vi nơi làm việc ở tất cả các ngành nghề, giữa nam nữ với nhau hoặc giữa những người cùng giới tính, thông thường giữa sếp và nhân viên; giữa đồng nghiệp, giữa nhân viên và khách hàng, có thể hoặc không liên quan đến việc thực hiện quan hệ tình dục trên thực tế[18][18].

  1. Một số kiến nghị đề xuất

Chúng ta đều biết rằng hệ quả gây ra từ QRTD khá phức tạp. Đối với người bị QRTD, thông thường họ sẽ giảm năng suất làm việc, chán nản, căng thẳng thần kinh. , trầm cảm phải dùng thuốc và điều trị. Về phía người sử dụng lao động, những vụ kiện QRTD tại nơi làm việc thường để lại ấn tượng xấu với cộng đồng về cơ quan, nhân viên nghỉ việc, việc tuyển dụng mới sẽ khó khăn hơn vì tâm lý e dè. Kết quả là năng suất lao động có thể bị giảm sút. Ngoài ra, đối với xã hội, rõ ràng xã hội sẽ gánh chịu những chi phí liên quan đến phúc lợi xã hội thanh toán cho người bị QRTD, cơ hội thăng tiến vào các vị trí cao trong xã hội đối với người lao động bị QRTD có thể cũng bị hạn chế sau khi có kết luận của cơ quan có thẩm quyền rằng họ bị QRTD.

Trong tương lai, khi Việt Nam ban hành các văn bản hướng dẫn cụ thể về hành vi QRTD nơi làm việc, Việt Nam nên khẳng định: (1) chủ thể của hành vi QRTD, bao gồm nhưng không giới hạn bởi, người lao động nam hay người lao động nữ, người sử dụng lao động nam hay người sử dụng lao động nữ; (2) tiêu chí để xác định sự tồn tại của hành vi QRTD không nhất thiết phải liên quan đến sự thực hiện hành vi quan hệ tình dục trên thực tế; và (3) hoàn cảnh thực hiện QRTD không nhất thiết phải diễn ra tại nơi làm việc.

Trong giai đoạn hiện nay, khi mà chưa có hướng dẫn cụ thể, chúng ta vẫn có thể thực hiện khởi kiện yêu cầu Tòa án giải quyết các hành vi QRTD nơi làm việc mà không nhất thiết phải chờ văn bản hướng dẫn chi tiết bởi vì trên thực tế một số doanh nghiệp, trong nội quy lao động đăng ký với cơ quan lao động có thẩm quyền, đã có những quy định về nghiêm cấm QRTD nơi làm việc. Do đó, các doanh nghiệp chỉ cần chủ động xác định và hướng dẫn người lao động thực hiện các nghiệp vụ cần thiết để tự bảo vệ mình. Cụ thể, người lao động, người sử dụng lao động bị QRTD vẫn có thể khởi kiện ra Tòa dân sự, theo các quy định về tố tụng dân sự, để đảm bảo quyền và lợi ích hợp pháp của mình trong thời gian chờ văn bản hướng dẫn cụ thể về QRTD.

Tiến sĩ Lê Thị Ánh Nguyệt[1] & Luật sư Phạm Vân Quỳnh[2]
Công ty luật Phuoc & Partners

——–

[1] Phó giám đốc trung tâm Nghiên cứu pháp luật Nhật Bản, Trường Đại học Luật TPHCM và luật sư của Công ty Luật Phước và các cộng sự, http://www.phuoc-partners.com/trang-chu/Default.aspx

[2] Công ty Luật Phước và các cộng sự, http://www.phuoc-partners.com/trang-chu/Default.aspx

[3] Luật số 10/2012 thông qua ngày 18/6/2012, chính thức có hiệu lực từ ngày 1/5/2013.

[4] Điều 8 khoản 2 BLLĐ 2012 và Điều 183 khoản 1 BLLĐ 2013.

[5] Điều 37 khoản 1 điểm c BLLĐ2012.

[6] Điều 182 khoản 4 BLLĐ2012.

[7] Nghị định 44/2013/NĐ-CP về hợp đồng lao động; Nghị định 45/2012/NĐ-CP về thời giờ làm việc, thời giờ nghỉ ngơi; Nghị định 49/2012/NĐ-CP về tiền lương; Nghị định 55/2013/NĐ-LĐ về việc cấp phép hoạt động cho thuê lại lao động; Nghị định 41/2013/NĐ-CP về lao động không được đình công; Nghị định 46/2013/NĐ-LĐ về tranh chấp lao động và Nghị định 12/2013/NĐ-LĐ về lao động nước ngoài làm việc tại Việt Nam.

[8] Nghị định 95/2013/NĐ-CP ngày 22/08/2013 quy định xử phạt vi phạm hành chính trong lĩnh vực lao động.

[9] Hiện nay có hơn 185 quốc gia thành viên.

[10] Deirdre McCann, Sexual Harassment at work: National and International responses, Conditions of Work and Employment Series No. 2, 2005.

[11] Điều 2, 3 Công ước 111 và Việt Nam gia nhập vào năm 1997.

[12] Meritor Saving Bank v. Vinson, 477 U.S. 57, 106 S.Ct. 2399, 91 L.Ed.2d 49 (1986).

[13] Đây là cơ quan liên bang của Hoa Kỳ cưỡng chế thi hành luật chống lại sự phân biệt đối xử nơi làm việc, được thành lập lần đầu tiên vào năm 1961. http://www.eeoc.gov/, ngày 30/10/2013.

[14] Ủy ban bình đẳng cơ hội việc làm của Hoa Kỳ 2011.

[15] Jordan v. Clark, 847 F.2d 1368, 1373 (9th Cir. 1988)

[16] http://www.gpo.gov/fdsys/pkg/CFR-2011-title29-vol4/xml/CFR-2011-title29-vol4-part1604.xml, ngày 29/10/2013.

[17] Meritor Saving Bank v. Vinson, 477 U.S. 57, 106 S.Ct. 2399, 91 L.Ed.2d 49 (1986).

[18] Kết luận của Tòa án tối cao Hoa Kỳ.

1488 Bình luận

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