Dear all,
kindly guide me on given below matter...
we provide cab facility to our emp. one of our cab driver is employee itself. I got few complaints about cab environment from few days such as making indirect personal comments on others, playing vulger songs in presence of female employees (when there is only one female emp left in cab). it is being done by few emp and driver also involves in it. harassed emp has discussed it to me personally not in written.
what action should I take to stop all these??
should i talk to individuals or to driver..
please suggest me......
regards,
Nishu
From India, New Delhi
5kindly guide me on given below matter...
we provide cab facility to our emp. one of our cab driver is employee itself. I got few complaints about cab environment from few days such as making indirect personal comments on others, playing vulger songs in presence of female employees (when there is only one female emp left in cab). it is being done by few emp and driver also involves in it. harassed emp has discussed it to me personally not in written.
what action should I take to stop all these??
should i talk to individuals or to driver..
please suggest me......
regards,
Nishu
From India, New Delhi
Dear Nishu,
This is a very sensitive and serious matter. You must be having policy on sexual harrasment, all the things mentioned above comes under that category. Ay kind of lewd remarks, jokes, actions, vulgar and/or suggestive language/comments/remarks be it direct or indirect in presence of female employee falls under that policy.
Discuss with the senior management and take stern action after confronting the culprit/s in presence of the female employee.
Before confornting the culprits you have to take the female employee in confidence, have everything in written and check also if there is any other employee who will support her allegations.
You will first have to establish the fact that this kind of incident did in fact happen in more than once and was deliberate.
You will also have to establish that this fedback is NOT because of any personal/professional grudge/grievance with the employees whom the female has allegeded.
You can put forward this matter and discuss with the senior management with the options you have in hand
1. Terminate the responsible employee/s making it an example for all the employees to ensure no such behaviour will be tolerated by the management, this will establish confidence in management for the safety/security/well being of female staff and also the reputation of the organisation as a whole.
2. Give written warning, deny cab facility for culprit/s, even the employee who is also the cab driver should be taken out of this role and put a copy of warning and incident in their employee file.
Make sure you scruitnise them hardly and make them understand that this feedback/warning will be their last and also that it would be in their employee records forever and can be shared with future/prospective employers during ref check and maybe mentioned on the releving letter/experience letter.
3. If there is another cab going on same route, change cab of female employee.
I presume there is already the policy for security of female employees which states that females can never be picked up first or dropped last due to security reasons.
Hope this might help you some.
regards
Sourabh
From India, Delhi
This is a very sensitive and serious matter. You must be having policy on sexual harrasment, all the things mentioned above comes under that category. Ay kind of lewd remarks, jokes, actions, vulgar and/or suggestive language/comments/remarks be it direct or indirect in presence of female employee falls under that policy.
Discuss with the senior management and take stern action after confronting the culprit/s in presence of the female employee.
Before confornting the culprits you have to take the female employee in confidence, have everything in written and check also if there is any other employee who will support her allegations.
You will first have to establish the fact that this kind of incident did in fact happen in more than once and was deliberate.
You will also have to establish that this fedback is NOT because of any personal/professional grudge/grievance with the employees whom the female has allegeded.
You can put forward this matter and discuss with the senior management with the options you have in hand
1. Terminate the responsible employee/s making it an example for all the employees to ensure no such behaviour will be tolerated by the management, this will establish confidence in management for the safety/security/well being of female staff and also the reputation of the organisation as a whole.
2. Give written warning, deny cab facility for culprit/s, even the employee who is also the cab driver should be taken out of this role and put a copy of warning and incident in their employee file.
Make sure you scruitnise them hardly and make them understand that this feedback/warning will be their last and also that it would be in their employee records forever and can be shared with future/prospective employers during ref check and maybe mentioned on the releving letter/experience letter.
3. If there is another cab going on same route, change cab of female employee.
I presume there is already the policy for security of female employees which states that females can never be picked up first or dropped last due to security reasons.
Hope this might help you some.
regards
Sourabh
From India, Delhi
Just inform to female employee to record all the things what that person talking with lady. then you will take next step.
From India, Gurgaon
From India, Gurgaon
Dear Eesu,
This is a very serious matter as mentioned by Sourabh. Additionally to what he has added I would like to mention that if not checked right now, these things tend to get out of hand & can have really serious repurcussions. If an employee has come to you asking for help, after ensuring that the complaint is genuine, please nip it in the bud. One untoward incident can affect the whole perception of the company internally as well as externally. Please understand the ramifications here & do the needful. As HR guys, it is our duty that we ensure the safety of each of the employees working for us & with us. That is a huge resposibility & it needs to be taken seriously. All the best. God bless.
With warm regards,
Ravi Tandon.
From India, Mumbai
This is a very serious matter as mentioned by Sourabh. Additionally to what he has added I would like to mention that if not checked right now, these things tend to get out of hand & can have really serious repurcussions. If an employee has come to you asking for help, after ensuring that the complaint is genuine, please nip it in the bud. One untoward incident can affect the whole perception of the company internally as well as externally. Please understand the ramifications here & do the needful. As HR guys, it is our duty that we ensure the safety of each of the employees working for us & with us. That is a huge resposibility & it needs to be taken seriously. All the best. God bless.
With warm regards,
Ravi Tandon.
From India, Mumbai
Hi Friends, Looking for suggestion regarding employee engagement... in Hospitality sector or clubbing sector with the employee strength about 1000 employees.
From India, New Delhi
From India, New Delhi
1. Record all the Proceedings while on Travel (With Everyone & Alone)
2. Take Feedback from all the employees travelling in the Cab
3. Take Feedback from 2-3 Drivers about him.
4. Record all the Statements
5. Do an Analysis
6. Seek Explanation from the Driver involved
7. Give Him 3 days to give explanation.
8. If he is not guilty or being framed, he will definitely come up with Proper Explanation or if he is Guilty, he will avoid giving Explanation.
9. Warn Him Orally, followed by Written Warning
10. If still the same continues,Take Action (Suspension to Dismissal)
11. Understand why he was made to like that, this is very much important,,,,
From India, Coimbatore
2. Take Feedback from all the employees travelling in the Cab
3. Take Feedback from 2-3 Drivers about him.
4. Record all the Statements
5. Do an Analysis
6. Seek Explanation from the Driver involved
7. Give Him 3 days to give explanation.
8. If he is not guilty or being framed, he will definitely come up with Proper Explanation or if he is Guilty, he will avoid giving Explanation.
9. Warn Him Orally, followed by Written Warning
10. If still the same continues,Take Action (Suspension to Dismissal)
11. Understand why he was made to like that, this is very much important,,,,
From India, Coimbatore
Hi All thanks for your suggestions. it will really help me to solve this matter, this is first time I got so many replies from the forum............. thanks again......... Nishu
From India, New Delhi
From India, New Delhi
Hi, Enquire the driver personally and explain the severe consequences of sexual harassment if logded as a complaint on him...... Prem
From India, Madras
From India, Madras
Throw the driver with immediate effect. There are 101 Drivers without job. Help them. Cheers~ Kavi
From India, Bangalore
From India, Bangalore
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