Hi!!!
Can anyone help me with the sample complaint letter to my MD regarding misbehavior of staff with female employees.
Actually, the case is that this employee takes female staff for granted & misbehaves with every female employees. Every female staff have a complaint about him. But, till yet no one have written officially to my MD which I wish to do it. Recently, he touched my female subordinate inappropriately & that's the limit now I just cannot tolerate it.
Hence guys please reply my post asap.
Thanks
Nilam
From India, Mumbai
Can anyone help me with the sample complaint letter to my MD regarding misbehavior of staff with female employees.
Actually, the case is that this employee takes female staff for granted & misbehaves with every female employees. Every female staff have a complaint about him. But, till yet no one have written officially to my MD which I wish to do it. Recently, he touched my female subordinate inappropriately & that's the limit now I just cannot tolerate it.
Hence guys please reply my post asap.
Thanks
Nilam
From India, Mumbai
Dear Nilam,
What is happening in your company is unfortunate nevertheless what is surprising is that women are tolerating this nonsense. Why women never felt to take up cudgels against him?
Anyway, you know the incident best, therefore, it is better you draft the letter on your own and post it here. Some senior like me will correct it. While writing the draft, you may include the following:
a) What happened?
b) When happened (date, time etc)
c) Where happened?
d) Who were the parties involved in the incident?
e) Were there any witnesses?
f) What was the reaction of the woman when she was groped?
g) What was the reaction of the man who groped?
h) Do we have material evidence? Do we have circumstantial evidence?
While reporting incident, it is important to report only the facts and not the logic or anyone's interpretation. Tell your subordinate to write the application because she is the victim of sexual harassment. If you have witnessed the incident then you be the witness.
Thanks,
Dinesh Divekar
From India, Bangalore
7879What is happening in your company is unfortunate nevertheless what is surprising is that women are tolerating this nonsense. Why women never felt to take up cudgels against him?
Anyway, you know the incident best, therefore, it is better you draft the letter on your own and post it here. Some senior like me will correct it. While writing the draft, you may include the following:
a) What happened?
b) When happened (date, time etc)
c) Where happened?
d) Who were the parties involved in the incident?
e) Were there any witnesses?
f) What was the reaction of the woman when she was groped?
g) What was the reaction of the man who groped?
h) Do we have material evidence? Do we have circumstantial evidence?
While reporting incident, it is important to report only the facts and not the logic or anyone's interpretation. Tell your subordinate to write the application because she is the victim of sexual harassment. If you have witnessed the incident then you be the witness.
Thanks,
Dinesh Divekar
From India, Bangalore
this falls under the category of sexual harassment and even a verbal complaint to the chairperson of ICC of your organisation is sufficient. Do not wait for any format just write when and how it happened and complain
From India, Mumbai
From India, Mumbai
Dear Hopegovind,
Section 9 of Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 says, any aggrieved woman may make, in writing, a complaint of sexual harassment at work place to the Internal Committee.
The Act further says that where such complaint cannot be made in writing, the Presiding Officer or any Member of the Internal Committee or the Chairperson or any Member of the Local Committee, as the case may be, shall render all reasonable assistance to the woman for making the complaint in writing.
What is important is, whether the queriest company has constituted ICC or not, if number of employees are 10 and more. And in case employees are not more than 10, whether Local Committee is constituted by the Government in that locality.
How many such Local Committees are constituted up till now in entire country, one should ask this question to the Government. We will come to know about the implementation of this Act.
Government is bringing Law after Law but do not see whether the Laws are implemented by it or not. I am sorry to say this.
From India, Mumbai
Section 9 of Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 says, any aggrieved woman may make, in writing, a complaint of sexual harassment at work place to the Internal Committee.
The Act further says that where such complaint cannot be made in writing, the Presiding Officer or any Member of the Internal Committee or the Chairperson or any Member of the Local Committee, as the case may be, shall render all reasonable assistance to the woman for making the complaint in writing.
What is important is, whether the queriest company has constituted ICC or not, if number of employees are 10 and more. And in case employees are not more than 10, whether Local Committee is constituted by the Government in that locality.
How many such Local Committees are constituted up till now in entire country, one should ask this question to the Government. We will come to know about the implementation of this Act.
Government is bringing Law after Law but do not see whether the Laws are implemented by it or not. I am sorry to say this.
From India, Mumbai
dear friend with out written dc don't listen other words, 1st u have to observb and take a action............................................ .................................................. .................................................. .................................................. ...............................
From India, Bangalore
From India, Bangalore
Hello Nilam,
You wanted replies ASAP on 27 July but haven't responded to any of the replies posted so far.
Not sure IF this is for real.....
Assuming the incidents did happen, pl also give more details about your Company......like other members pointed-out, the number of employees etc.
Also, do you have any HR, if not an ICC? If Yes, has this been raised with HR? What's the result?
While there's no bar on taking this issue to your MD, the obvious question from him/her would be what I raised above.....was this raised with HR?
Suggest give more details....to the extent you are comfortable with in sharing in such a public Forum......that will enable the members to give actionable suggestions. Pl note that giving a written complaint is when you want to put things on record & EXPECT things to go legal.
Quite often, for a solution to emerge and/or action to be taken, written complaint may NOT always be needed. Just the fact that you are ready to give a written complaint SHOULD SUFFICE.
Rgds,
TS
From India, Hyderabad
You wanted replies ASAP on 27 July but haven't responded to any of the replies posted so far.
Not sure IF this is for real.....
Assuming the incidents did happen, pl also give more details about your Company......like other members pointed-out, the number of employees etc.
Also, do you have any HR, if not an ICC? If Yes, has this been raised with HR? What's the result?
While there's no bar on taking this issue to your MD, the obvious question from him/her would be what I raised above.....was this raised with HR?
Suggest give more details....to the extent you are comfortable with in sharing in such a public Forum......that will enable the members to give actionable suggestions. Pl note that giving a written complaint is when you want to put things on record & EXPECT things to go legal.
Quite often, for a solution to emerge and/or action to be taken, written complaint may NOT always be needed. Just the fact that you are ready to give a written complaint SHOULD SUFFICE.
Rgds,
TS
From India, Hyderabad
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