SAFE Services and Support

SAFE exists to assist when issues arise and to promote awareness, prevention, and education throughout the Sasin community. Our aim is to uphold dignity, respect, and mutual understanding as core values. While concerns can be formally reported when necessary, SAFE encourages informal resolution—when appropriate and acceptable to all parties—as an efficient and collaborative first step. Our role is to help you explore options, understand processes, and navigate difficult situations with clarity and support. When a formal process is needed, the official protocol will guide the next steps.  

What is Harassment?

1. How is harassment defined by Thai law and public policy? Under the Thai Labour Protection Act (No. 2), B.E. 2551 (2008), sexual harassment is explicitly prohibited in the workplace. In Thailand, harassment also includes:

• Any unwelcome behavior—including verbal, physical, written, or digital actions—that intimidates, humiliates, threatens, or causes another person to feel distressed, unsafe, or disrespected.
• This includes sexual, verbal, physical, psychological/emotional, discriminatory, and cyber harassment.

(Source: Labour Protection Act, Section 16/1; Ministry of Social Development & Human Security policies on workplace dignity) 2. What acts can be considered harassment? Harassment includes any unwelcome conduct that adversely affects an individual’s dignity, mental health, or ability to work or study. Examples:

• Sexual: unwanted touching or physical contact, sexual assault, unwelcome sexual advances, requests for sexual favors
• Verbal: insults, threats, mocking someone’s accent or nationality
• Physical: blocking someone’s way, shoving, hitting
• Psychological/Emotional: constant criticism, social exclusion, spreading rumors
• Discriminatory: targeting based on gender, race, religion, age, sexual orientation, disability, etc.
• Cyber: harassing or threatening messages, public shaming online

(Source: ILO guidelines, Thai Ministry of Labour workplace harassment prevention handbook) 3. What inappropriate comments can be considered harassment? Any remarks that belittle, intimidate, or create a hostile environment, including:

• Sexual jokes, comments on appearance, or remarks about someone’s body
• Slurs or stereotypes based on nationality, race, religion, gender, or disability
• Threats, humiliation, or repeated teasing that undermines someone’s confidence

(Source: Thai Labour Protection Act, Section 16/1; UN ILO Convention No. 190 on Violence & Harassment at Work) 4. To whom can I report an incident of harassment? At Sasin, you can seek help or advice from SAFE Services personnel: For all concerns:

• Dr. Harry Jay Cavite – Ombudsman (confidential support & informal resolution)
• Professor Ian Fenwick – Director

For staff/faculty-related concerns:

• Anusara Sombatsathit – Head of Human Resources
• Associate Professor Dr. Piyachart Phiromswad – Deputy Director for Learning Solutions

For student-related concerns:

• Ammaraporn Keomani – Student Services Lead
• Your Class President or Student Affairs representative

External reporting:

• Police or external legal bodies (for severe cases, e.g., physical assault or sexual misconduct under the Thai Criminal Code)

Important Note: Serious or unresolved complaints are forwarded to Chulalongkorn University’s central system (Law and Legal Affairs, Chamchuri 5). 5. How can I report a harassment incident? Sasin (through the Ombudsman and Student Experience/HR teams) serves as the first point of contact for advice, support, and informal resolution. If a complaint requires formal escalation, it will be forwarded to Chulalongkorn University’s Law and Legal Affairs Office for official processing in accordance with University regulations. (Read more about Chulalongkorn University’s Complaint Management Guidelines here) You have multiple reporting options:

• Informal route: Speak confidentially with the Ombudsman or Student Experience team (for students) or HR (for staff) for advice and possible mediation
• Formal route: File a written complaint to the CU President or Sasin Director with assistance from HR (for staff) or the Student Experience team (for students)
• Anonymous route: Use the online reporting form (See anonymous reporting form here)

Procedures typically include:

• Submitting a written or verbal report/complaint
• Deciding whether to mediate informally (through the Ombudsman) or escalate to CU Law and Legal Affairs Office (through the Student Affairs Committee/HR Disciplinary Committee)
• Final resolution communicated by CU to both parties while maintaining confidentiality