Dear HR Members,
We need the draft of a sexual harassment policy for a software company. Any member who has the same, please forward it to me. Thanks in advance.
Also, advise on all other requirements needed for implementation.
Thanks & Regards,
Venkatesan L (venkicbe@gmail.com)
Placement Director
Mobile: 09363209839
CIET, CIMAT, KKCAS
Coimbatore TN 641 106
From India, Mumbai
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We need the draft of a sexual harassment policy for a software company. Any member who has the same, please forward it to me. Thanks in advance.
Also, advise on all other requirements needed for implementation.
Thanks & Regards,
Venkatesan L (venkicbe@gmail.com)
Placement Director
Mobile: 09363209839
CIET, CIMAT, KKCAS
Coimbatore TN 641 106
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Venki, Check the file attached. Hope it is usefull. Regards
From India, Madras
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14From India, Madras
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Dear My Friend,
I am very grateful for your quick and early reply. It is very timely. I am very proud to be a part of the e-group. Whenever any help is needed by our members, we are there to assist you all. Thanks a million.
Regards,
Venkatesan L (venkicbe@gmail.com)
Placement Director
CIET, CIMAT & KKCAS, Narasipuram
Coimbatore, Tamil Nadu 641106
India
Mobile: +91 9363209839
😊
From India, Mumbai
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I am very grateful for your quick and early reply. It is very timely. I am very proud to be a part of the e-group. Whenever any help is needed by our members, we are there to assist you all. Thanks a million.
Regards,
Venkatesan L (venkicbe@gmail.com)
Placement Director
CIET, CIMAT & KKCAS, Narasipuram
Coimbatore, Tamil Nadu 641106
India
Mobile: +91 9363209839
😊
From India, Mumbai
Acknowledge(0)Amend(0)
Hi,
This is one of the inputs received from Arif on HR-One [a Yahoo group].
It is a violation of the law for any employee to harass another employee on the basis of sex, race, caste, creed, religion, etc.
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical contact of a sexual nature constitute sexual harassment when:
Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, or
Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such an individual, or
Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.
Racial harassment may also take many forms and may include: insensitive jokes, pranks, deliberate exclusion from conversation, abusive, threatening or insulting words or behavior, or displaying abusive writing and pictures related to race.
Therefore, it is our policy that sexual and racial harassment are prohibited. Employees who believe that they or another employee have been subjected to sexual or racial harassment are requested to immediately contact Human Resources or their manager (unless, of course, the manager is involved in such harassment). Investigation of all complaints will be undertaken promptly and will be handled with discretion, maintaining confidentiality at all times.
We recognize that the question of whether or not a particular action or incident constitutes sexual or racial harassment affecting the employment of an individual requires a determination based on all facts in the matter. We will evaluate our response to an allegation of sexual or racial harassment based on the facts we gather during our investigation of the complaint. At the time of the investigation, witnesses will be encouraged to appear if requested by either party. The complainant may, if he or she wishes, be accompanied throughout the investigation by a colleague of his or her choice. The result of the hearing shall be confirmed in writing to both parties. The severity of the penalty imposed upon a member guilty of harassment will be consistent compared with previous cases, if any. An employee who receives a warning or is dismissed for sexual or racial harassment may appeal against such a penalty.
If the complainant is not satisfied with the way his or her complaint has been handled, he or she may ask it to be reconsidered by the company. In such a case, the decision of the second hearing shall be final. The complainant shall not suffer victimization; however, if the complaint is untrue and has been brought in bad faith, the company reserves the right to take disciplinary action against the complainant.
All employees of the company are expected to continue to act responsibly to maintain a pleasant working environment free of sexual or racial harassment.
Hope it served some purpose.
Regards,
Soumya Shankar
From India, Bangalore
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This is one of the inputs received from Arif on HR-One [a Yahoo group].
It is a violation of the law for any employee to harass another employee on the basis of sex, race, caste, creed, religion, etc.
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical contact of a sexual nature constitute sexual harassment when:
Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, or
Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such an individual, or
Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.
Racial harassment may also take many forms and may include: insensitive jokes, pranks, deliberate exclusion from conversation, abusive, threatening or insulting words or behavior, or displaying abusive writing and pictures related to race.
Therefore, it is our policy that sexual and racial harassment are prohibited. Employees who believe that they or another employee have been subjected to sexual or racial harassment are requested to immediately contact Human Resources or their manager (unless, of course, the manager is involved in such harassment). Investigation of all complaints will be undertaken promptly and will be handled with discretion, maintaining confidentiality at all times.
We recognize that the question of whether or not a particular action or incident constitutes sexual or racial harassment affecting the employment of an individual requires a determination based on all facts in the matter. We will evaluate our response to an allegation of sexual or racial harassment based on the facts we gather during our investigation of the complaint. At the time of the investigation, witnesses will be encouraged to appear if requested by either party. The complainant may, if he or she wishes, be accompanied throughout the investigation by a colleague of his or her choice. The result of the hearing shall be confirmed in writing to both parties. The severity of the penalty imposed upon a member guilty of harassment will be consistent compared with previous cases, if any. An employee who receives a warning or is dismissed for sexual or racial harassment may appeal against such a penalty.
If the complainant is not satisfied with the way his or her complaint has been handled, he or she may ask it to be reconsidered by the company. In such a case, the decision of the second hearing shall be final. The complainant shall not suffer victimization; however, if the complaint is untrue and has been brought in bad faith, the company reserves the right to take disciplinary action against the complainant.
All employees of the company are expected to continue to act responsibly to maintain a pleasant working environment free of sexual or racial harassment.
Hope it served some purpose.
Regards,
Soumya Shankar
From India, Bangalore
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Sexual Harassment Policy.doc