Hi Friends, :lol:
I am trying to draft and implement the mechanisms ;
TO MINIMIZE DISCRIMINATION IN THE WORKPLACE, and
FOR PROTECTION AGAINST HARASSMENT AT THE WORKPLACE, INCLUDING SEXUAL HARASSMENT.
Plz do send your comments / suggestions to my ID:
< vijenderragidirediffmail.com >
It would be great if anybody would like to share the mechanism with me which they already have at their workplace.
Many thanks in advance,
VIJENDER RAGIDI.
98482 45108
From India, Secunderabad
10I am trying to draft and implement the mechanisms ;
TO MINIMIZE DISCRIMINATION IN THE WORKPLACE, and
FOR PROTECTION AGAINST HARASSMENT AT THE WORKPLACE, INCLUDING SEXUAL HARASSMENT.
Plz do send your comments / suggestions to my ID:
< vijenderragidirediffmail.com >
It would be great if anybody would like to share the mechanism with me which they already have at their workplace.
Many thanks in advance,
VIJENDER RAGIDI.
98482 45108
From India, Secunderabad
Dear HR Fraternity
"Sexual Harassment of women co-worker" in the work place includes
a. Physical contact and advances.
b. A demand or request for sexual favour.
c. Sexual coloured remarks.
d. Showing pronography.
e. any other unwelcome physical, verbal and non-verbal conduct of sexual nature.
I hope the above will be of some use to you.
With best regards,
N.Devarajan
HR-Consultant
From India, Madras
"Sexual Harassment of women co-worker" in the work place includes
a. Physical contact and advances.
b. A demand or request for sexual favour.
c. Sexual coloured remarks.
d. Showing pronography.
e. any other unwelcome physical, verbal and non-verbal conduct of sexual nature.
I hope the above will be of some use to you.
With best regards,
N.Devarajan
HR-Consultant
From India, Madras
Dear Mr. Devarajan,
Tks a lot for the information.
Can anybody tell me about the mechanism to prevent it, which is already established at your place and also how is it working.
you can also mail the information at <
>
best regards,
Vijender Ragidi.
From India, Secunderabad
Tks a lot for the information.
Can anybody tell me about the mechanism to prevent it, which is already established at your place and also how is it working.
you can also mail the information at <
best regards,
Vijender Ragidi.
From India, Secunderabad
Dear HR Fraternity
Policy on Discrimination/Human Rights
We are committed to ensuring that our associates represent the diversity of our customers and the community we serve. Our Company recognizes that cultural differences exist and different practices apply in various Jurisdictions, however, we believe that all terms and conditions of employment should be based on an individual's ability to do the job, not on the basis of personal characteristics or beliefs.
Our Company favors business relationship with people who have a social and political commitment to basic principles of human rights and who do not discriminate against their employees in hiring practices or any other term or condition of work, on the basis of race, color, age, sex, national origin, veteran status, marital status or any other legally protected status, gender, sexual orientation, religion, disability, ethnicity or other similar factors.
We will not tolerate any such discrimination in our work place. Those who violate such principles of the Company will be put to strictly disciplinary proceedings.
Things to Remember
•Review your own decisions to ensure that merit and business consideration, instead of prejudice, stereotyping or bias, drive your actions.
•Do not allow race, color, age, sex, sexual orientation, religion, disability, ethnicity, national origin, veteran status, or marital status to be a factor in hiring, evaluation, promotion, compensation or other employment related decisions.
•Immediately report any suspected acts of discrimination by or against any employee, associate, customer or supplier.
Policy on Harassment / abuse and Inappropriate Conduct:
Harassment of any type, whether directed at a co-worker, working partner, supplier, customer or anybody doing business with out Company will not be tolerated at all at any point of time.
Harassment broadly defined and includes conduct which negatively interferes with work performance, diminishes the dignity of any person or which creates an intimidating, hostile or otherwise offensive work environment.
Any thing which can be of verbal, visual or physical conduct of a sexual nature is inappropriate in the work place and may be unlawful sexual harassment examples include:
Sexual advances, requests for sexual favours, foul language, off-colour Jokes, remarks about a person’s body or sexual activities;
•Displaying sexually suggestive pictures or objects, suggestive looks or leering, or suggestive communication in any form; or
•Inappropriate touching.
Additionally our Company will not tolerate violent acts or threats of violence on our Company property or while engaged in our Company Business.
Things to remember:
•Do not make insulting or offensive remarks. If one of your comments or jokes offends someone else, it may be seen as harassing.
•If you are upset by a person’s choice of words, speak up and tell that person. Explain why the comments offend you, and ask the person to stop.
•Avoid making jokes or comments or asking nicknames if you question their appropriateness.
•Do not make sexual advances to another co-worker or person or associate with whom you work.
•Do not show favouritism on performance evaluations or in other actions based on personal relationships.
Any further help required do not hesitate to contact me.
With best regards,
N.Devarajan
HR - Consultant
From India, Madras
Policy on Discrimination/Human Rights
We are committed to ensuring that our associates represent the diversity of our customers and the community we serve. Our Company recognizes that cultural differences exist and different practices apply in various Jurisdictions, however, we believe that all terms and conditions of employment should be based on an individual's ability to do the job, not on the basis of personal characteristics or beliefs.
Our Company favors business relationship with people who have a social and political commitment to basic principles of human rights and who do not discriminate against their employees in hiring practices or any other term or condition of work, on the basis of race, color, age, sex, national origin, veteran status, marital status or any other legally protected status, gender, sexual orientation, religion, disability, ethnicity or other similar factors.
We will not tolerate any such discrimination in our work place. Those who violate such principles of the Company will be put to strictly disciplinary proceedings.
Things to Remember
•Review your own decisions to ensure that merit and business consideration, instead of prejudice, stereotyping or bias, drive your actions.
•Do not allow race, color, age, sex, sexual orientation, religion, disability, ethnicity, national origin, veteran status, or marital status to be a factor in hiring, evaluation, promotion, compensation or other employment related decisions.
•Immediately report any suspected acts of discrimination by or against any employee, associate, customer or supplier.
Policy on Harassment / abuse and Inappropriate Conduct:
Harassment of any type, whether directed at a co-worker, working partner, supplier, customer or anybody doing business with out Company will not be tolerated at all at any point of time.
Harassment broadly defined and includes conduct which negatively interferes with work performance, diminishes the dignity of any person or which creates an intimidating, hostile or otherwise offensive work environment.
Any thing which can be of verbal, visual or physical conduct of a sexual nature is inappropriate in the work place and may be unlawful sexual harassment examples include:
Sexual advances, requests for sexual favours, foul language, off-colour Jokes, remarks about a person’s body or sexual activities;
•Displaying sexually suggestive pictures or objects, suggestive looks or leering, or suggestive communication in any form; or
•Inappropriate touching.
Additionally our Company will not tolerate violent acts or threats of violence on our Company property or while engaged in our Company Business.
Things to remember:
•Do not make insulting or offensive remarks. If one of your comments or jokes offends someone else, it may be seen as harassing.
•If you are upset by a person’s choice of words, speak up and tell that person. Explain why the comments offend you, and ask the person to stop.
•Avoid making jokes or comments or asking nicknames if you question their appropriateness.
•Do not make sexual advances to another co-worker or person or associate with whom you work.
•Do not show favouritism on performance evaluations or in other actions based on personal relationships.
Any further help required do not hesitate to contact me.
With best regards,
N.Devarajan
HR - Consultant
From India, Madras
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Policy against Sexual Harassment-draf t.doc
DRAFT POLICY ON SEXUAL HARASSMENT ENGLISH.pdf