Hi all
Recently i came across an article in one of the blogs. It was about sexual harassment policy followed across by companies all over the world.
Would like the experts and seniors to throw some light as to how to handle such situations or how it should be handled.
If there occurs a situation wherein one of the senior members of the team by mistake (when not in senses) had tried to make inappropriate advance with another team member of the same sex. I am aware that this is an offense however if such an act happens not in an official environment but in a personal environment and it was purely an accident by the senior team member ( not done intentionally), can company management take strict actions on this. Also if company cannot take actions on this as it happened outside the offical environment, can the other team member sue the senior team member in court?
My apologies if my question has not been framed appropriately or if i missed out some important info required.
From United States, Palo Alto
1Recently i came across an article in one of the blogs. It was about sexual harassment policy followed across by companies all over the world.
Would like the experts and seniors to throw some light as to how to handle such situations or how it should be handled.
If there occurs a situation wherein one of the senior members of the team by mistake (when not in senses) had tried to make inappropriate advance with another team member of the same sex. I am aware that this is an offense however if such an act happens not in an official environment but in a personal environment and it was purely an accident by the senior team member ( not done intentionally), can company management take strict actions on this. Also if company cannot take actions on this as it happened outside the offical environment, can the other team member sue the senior team member in court?
My apologies if my question has not been framed appropriately or if i missed out some important info required.
From United States, Palo Alto
Hi Dear,
I didn't get your post completely. I assume you want to know the policy on sexual harassment and the procedure link with it.
Kindly elaborate your issue and these kinds of issues are common in offices.
From India, Bhubaneswar
I didn't get your post completely. I assume you want to know the policy on sexual harassment and the procedure link with it.
Kindly elaborate your issue and these kinds of issues are common in offices.
From India, Bhubaneswar
Hi
I completely agree and am aware that these kind of issues are common in office. Also as per Company law on sexual harassment, the company can take action on its employees only when an incident happens either in the company premises or at times where the concerned or involved people are still on company work or company trip wherein the company is solely responsible. (plz correct me if am wrong)
Let me rephrase my previous post. Lets say one of the teams had been out on personal outing. This a pure personal outing wherein old employees who had worked earlier with the company had also joined and went on their own expense.
While in outing, one of the senior employees behaved inappropriately with another colleague under the influence of alcohol. Later the person realised that what happened is completely wrong and hence apologized to the other team member (victim) for the deed. The person also quickly reported the same the very next day to the manager (once back in office) and apologised for the accident.
Under such situations, can company take any action against this person who made this mistake by accident?
From United States, Palo Alto
I completely agree and am aware that these kind of issues are common in office. Also as per Company law on sexual harassment, the company can take action on its employees only when an incident happens either in the company premises or at times where the concerned or involved people are still on company work or company trip wherein the company is solely responsible. (plz correct me if am wrong)
Let me rephrase my previous post. Lets say one of the teams had been out on personal outing. This a pure personal outing wherein old employees who had worked earlier with the company had also joined and went on their own expense.
While in outing, one of the senior employees behaved inappropriately with another colleague under the influence of alcohol. Later the person realised that what happened is completely wrong and hence apologized to the other team member (victim) for the deed. The person also quickly reported the same the very next day to the manager (once back in office) and apologised for the accident.
Under such situations, can company take any action against this person who made this mistake by accident?
From United States, Palo Alto
Hi dear,
By your post it is clearly understood that the outing is totally personal to all. Whatever happens there will also be considered as personal. So no one can sue or been sued by this act.
Moreover, once an employee left the company they will not be considered as employees, they are just friends. If anything happened between friends how could they bring it to management...............So company cannot take any legal action against both the parties.
Hope you understood....................:)
From India, Madras
By your post it is clearly understood that the outing is totally personal to all. Whatever happens there will also be considered as personal. So no one can sue or been sued by this act.
Moreover, once an employee left the company they will not be considered as employees, they are just friends. If anything happened between friends how could they bring it to management...............So company cannot take any legal action against both the parties.
Hope you understood....................:)
From India, Madras
Dear Friends,
The matter will have to be addressed by the management if a written complaint is made by the aggrieved party, even if the incident relates to a an event which did not happen during working hours and outside the office premises.
However, if no such complaint is reveived, then no action is warranted.
Vasant Nair
From India, Mumbai
The matter will have to be addressed by the management if a written complaint is made by the aggrieved party, even if the incident relates to a an event which did not happen during working hours and outside the office premises.
However, if no such complaint is reveived, then no action is warranted.
Vasant Nair
From India, Mumbai
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