Hi,
Look into the eyes of both of them when you call them together. Changes will be seen on the face. Give a tight slap to the culprit. Age and experience never matter in such cases; it will flare up if not controlled now and teach a lesson to one of them. Silence speaks more, so make decisions with a cool mind.
From India, Ludhiana
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Look into the eyes of both of them when you call them together. Changes will be seen on the face. Give a tight slap to the culprit. Age and experience never matter in such cases; it will flare up if not controlled now and teach a lesson to one of them. Silence speaks more, so make decisions with a cool mind.
From India, Ludhiana
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Since we had faced this kind of situation, we found that the policies do not help in these situations. We conducted some indirect training classes for the employees and resolved these issues. The problems may be the same, but the people and the places differ. Therefore, acting according to them and handling things without causing harm to anyone will make sense. As an HR professional, we aim to ensure smooth operations.
Regards,
KIRU
From India, Mumbai
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Regards,
KIRU
From India, Mumbai
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A domestic enquiry should be conducted constituting a presenting and a presiding officer, and a senior-level female employee. A show-cause notice should be given to that employee asking for an explanation.
Regards,
Vikas
From India, Gurgaon
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Regards,
Vikas
From India, Gurgaon
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Hi,
Please delve into the truthful facts by interviewing both employees and cross-checking with other employees of the firm. Additionally, assess the character of the complaining employee as the accused employee has been with the company for 10 years. His character is well-known to everyone in the firm. Keep a close watch on the issue but do not let either employee know anything. Keep the management informed about the activities of both employees.
Thank you.
From India, Jaipur
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Please delve into the truthful facts by interviewing both employees and cross-checking with other employees of the firm. Additionally, assess the character of the complaining employee as the accused employee has been with the company for 10 years. His character is well-known to everyone in the firm. Keep a close watch on the issue but do not let either employee know anything. Keep the management informed about the activities of both employees.
Thank you.
From India, Jaipur
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Hi, The problem is not extra ordinary just need to tackle with due procedures and taking top managemnt in consultation becoz this is a senior person. P K MISHRA
From India
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25From India
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There is a provision laid down by the Hon'ble Supreme Court in Vishakha vs Government of Rajasthan case. These guidelines are binding on all. Please go through it and take action accordingly.
From India, Lucknow
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From India, Lucknow
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The legal requirement is that you should report all cases of sexual harassment without delay. Of course, this does a lot of damage to your organization. Hence, the best thing would be to call the person and work towards a satisfactory solution. When I say satisfactory, it means a solution where the victim feels that her issues have been taken care of. Sexual harassment cases are never what they seem to be. They are usually highly charged with emotions, and these emotional issues need to be addressed.
From India, Bangalore
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From India, Bangalore
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Hi friends,
The Supreme Court of India in Vishaka case laid down guidelines to deal with such matters and has made it mandatory for the employer and other responsible persons in workplaces and other institutions to take action against sexual harassment. According to the Honorable Court: "It shall be the duty of the employer or other responsible persons in workplaces or other institutions to prevent or deter the commission of acts of sexual harassment and to provide the procedures for the resolution, settlement, or prosecution of acts of sexual harassment by taking all steps required."
Here is a compilation of different judgments, including the famous Vishaka and others v. State of Rajasthan and others [reported in AIR 1997 Supreme Court 3011], and a code of conduct at the workplace brought out by the National Commission for Women to deal with such matters.
Adesh Kumar
From India, Calcutta
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The Supreme Court of India in Vishaka case laid down guidelines to deal with such matters and has made it mandatory for the employer and other responsible persons in workplaces and other institutions to take action against sexual harassment. According to the Honorable Court: "It shall be the duty of the employer or other responsible persons in workplaces or other institutions to prevent or deter the commission of acts of sexual harassment and to provide the procedures for the resolution, settlement, or prosecution of acts of sexual harassment by taking all steps required."
Here is a compilation of different judgments, including the famous Vishaka and others v. State of Rajasthan and others [reported in AIR 1997 Supreme Court 3011], and a code of conduct at the workplace brought out by the National Commission for Women to deal with such matters.
Adesh Kumar
From India, Calcutta
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Sexual Harassment Case Solution
One solution to this problem could be:
1. To have a good orientation and employee induction to the company to improve good interpersonal relationships. This is because if there had been good interpersonal relationships among the concerned employees, such incidents would be minimized.
2. There should be good rules and regulations regarding the consequences of any kind of harassment in the company, i.e., the service rule book should reflect such consequences.
3. Indirectly initiate some seminars or other activities and remind your employees about the consequences of sexual harassment rather than telling them directly.
4. Motivate the victim, assure her that things will get better soon, and tell her that you are going to talk with him.
Thank you.
From Bhutan
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One solution to this problem could be:
1. To have a good orientation and employee induction to the company to improve good interpersonal relationships. This is because if there had been good interpersonal relationships among the concerned employees, such incidents would be minimized.
2. There should be good rules and regulations regarding the consequences of any kind of harassment in the company, i.e., the service rule book should reflect such consequences.
3. Indirectly initiate some seminars or other activities and remind your employees about the consequences of sexual harassment rather than telling them directly.
4. Motivate the victim, assure her that things will get better soon, and tell her that you are going to talk with him.
Thank you.
From Bhutan
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Hi,
This matter is sensitive to the company and both the employees. Therefore, know the facts from both - their background, their history, and any such incidents in the company. Take a complaint from the employee. Many times the female employee will speak orally, but when it comes to putting it in writing, the version changes. Also, take an explanation from the employee. Try to sort it out among the three of you; otherwise, the course will follow the disciplinary rules of the company. As somebody suggested, the matter should be handled with gentle hands.
Nagaraj
Email: nagaraj1946@gmail.com
From India, Bangalore
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This matter is sensitive to the company and both the employees. Therefore, know the facts from both - their background, their history, and any such incidents in the company. Take a complaint from the employee. Many times the female employee will speak orally, but when it comes to putting it in writing, the version changes. Also, take an explanation from the employee. Try to sort it out among the three of you; otherwise, the course will follow the disciplinary rules of the company. As somebody suggested, the matter should be handled with gentle hands.
Nagaraj
Email: nagaraj1946@gmail.com
From India, Bangalore
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