Hello Veet, 1.If you harrsaed by oneperson means you are effiecient in job coz other all others are happy withyour work....and its something personal btw you and ths managemnet staff.then why are you not asking to your boss abt this matter and sorted out...andif your boss cant do then leave it and look for new job ..simple and best procedure....wrking smewhere and you are not satisfied ..like a hell yaar.....leave it asap.....self satisfaction is frst so dont do wrk in frustration and all,,,,be confident in yourself..,,, 2.Transfer : genrally compnay are doing this so not to worry ..start your search find out the new job.....changing the mindset of your managemnt is difficult.....u can not change them in one day and and it will effect in performnace on ur effiecieny and confidence level.... 3. Legal concern:Go to your nearest labour office and ask to concern authorities what to do ? but one thing i will suggest you,before consuling and doing anything agaisnt them you should have strong proof about this...so why are you not collecting some proof against them..why are you not taking some person in your favour/confidence....see if you are looking legal way then its req. proper proof ...hope you are getting my point....
From India, Pune
72From India, Pune
I think Ash is ryt ...may be his performance has not been communicated ..then its the prob of his boss..who dont have good communication skill.. and his boss wu'd not highlight his own prob..coz he knows if he will say abt Veet is good performer ..his seniors wil be fire on him….thats y he kept silent…BAD ,SCARED & SKILL LESS BOSS....
From India, Pune
From India, Pune
Dont Say Sorry dear its natural....., coz we know that she is very effiecient in office as well at cite hr also....and person like you dont have that kinda skill to convey the msg to share th eknowldge and satisfyig himself by saying """"sorry to say that you have enough time (if you are from HR ?)for post long worthless advice for each and evry topic.""""" but its not ur prob ..its a humanebing... I am also sorry Dada but its true..as u spent ur two mins here in writing these nonsense things in the same time u can give some advise also......dint u find pepole like ASH,Simhan,Peer Mohammed and Malik ji are giving free advise .....ohhhh its also the one humanbeing ..pepole dont give the value of free advise...I wil suggest them they shuld start charging on every advise.......
From India, Pune
From India, Pune
I agree with wat abhi has said... at times the bosses develop personal rifts or are themselves not good leaders so they want eveybody to follow them n not come to limelight.. so in such a case either put up a brave fight by talking to some other senior,tell them ur grievance and asking them to give u a chance to perform orr look for better opportunity ur knowledge n ur skills will always get u somewhere good right time always comes. Be bold.:)
From India, Chandigarh
From India, Chandigarh
Oh Dada no need to be sorry! I really have enough time (good with time management). And trust me - I need to keep away from so many dadas at work. Atleast handling one dada on citehr is much better :-D They are really a waste of time!
From India, Madras
From India, Madras
THAT'S HOW "HIRE & FIRE" POLICY WORKS: Well, that is the way many family owned, closely held private sector companies in India function. One should not seek justification, coz an individual employee's term is based on the same principle as Governors of Indian states ; so it is entirely at the pleasure of your business owner. The methodology adopted in this case is the typical methodology, wherein there is least risk involved, coz when an employee resigns, he does it (apparently & in the courts of law) at his own sweet will, which saves the company from any contingent compensation (like if the poor ex-employee commits suicide, his widow can not haul the employers to the court). Believe me friend, the dice is loaded heavily in favor of the employer (and that is the reason that Labour Courts try to favor the employee in their attempt to correct the injustice). Regards.
From India, Delhi
From India, Delhi
hai, As your post,i would like to give my best advice is to leave the company.as you mentioned you are efficient worker, you find good opportunity some where where else.In most of Indian companies there is no stringent polices on "welfare of women" applicable only to four square room. be challenge all the time to fight against such a stupid boss. with regards naresh
From India, Hyderabad
From India, Hyderabad
Hi Veet I dont know your gender, I am writing this w.r.t women mainly and gender harrassement. Take away all genders and it can be used as neutral : ) In case if you have not given up to harassment, there are various laws applicable to working women's protection in India which can come to your aid. It’s your employer’s responsibility to ensure that employees are not harassed. One of the Laws applicable could be Sexual Harassment of Women at their Workplace (Prevention) Act, 2003. And its important for all organizations to have a written down harassment policy. Each and every HR professional has to make sure that his or her company has this in place and also it is communicated to all employees during induction itself. Few things which I can point out w.r.t. to Sexual harassment are : Sexual Harassment -Quid pro quo -Hostile environment Examples of actions include Leering, i.e., staring in a sexually suggestive manner Making offensive remarks about looks, clothing, body parts Touching in a way that may make an employee feel uncomfortable, such as patting, pinching or intentional brushing against another’s body Telling sexual or lewd jokes, hanging sexual posters, making sexual gestures, etc. Sending, forwarding or soliciting sexually suggestive letters, notes, emails, or images Other actions Use of racially derogatory words, phrases, epithets Demonstrations of a racial or ethnic nature Comments about an individual’s skin color or other racial/ethnic characteristics Making disparaging remarks about an individual’s gender that are not sexual in nature What you are facing is hostile environment. Please take up this matter with your Ombud person9if there is any) else speak to HR Boss, if your HR Team is incompetent and then may be to someone senior in the company. In all cases please bring this into limelight so that the person refrains from his/her actions and now and also in future. This will help your organisation to build a good culture. Few More tips: (I got this from net) Speaking out: Speaking about sexual harassment is an effective tool in combating it. While speaking about it, the problem becomes visible, it is acknowledged that it exists, and this in turn leads one to take effective measures against it. Speaking about sexual harassment also gives an opportunity to clarify by this about it. It helps in changing attitudes of people towards this issue. Speaking about it creates an enabling environment for the victim to speak out. It mobilizes public opinion against it. It makes it difficult for a potential harasser to commit the crime. It equips people with information as to what is to be done in such a case. Speak up at the time: Be sure to say "NO" clearly, firmly and without smiling as that is the best way to let the harasser know that his behavior is offensive. Objecting to the behavior when it occurs helps if you decide to file charges later. Keep records: Keep track of what happens in a journal or diary and keep any letters or notes or other documents you receive. Write down the dates, times, places, and an account of what happened. Write down the names of any witnesses. Write a letter. People have successfully stopped sexual harassment by writing a letter detailing the behavior that is offensive and asking the person who is harassing them to stop the behavior. The letter should be polite, unemotional, and detailed. Such a letter seems to be more powerful than a verbal request. The recipient of the letter seldom writes back; the person usually just stops the behavior. Set your own boundaries: Say "NO" emphatically and clearly when you are asked to go places, do things, and respond to questions, or engage in situations that make you uncomfortable. Do not worry about offending the other person or hurting his or her ego. Take care of yourself first. Be aware of situations and people who may harm you: Don't ignore other's warnings about particular people or social settings. Acknowledge their concern for you and for themselves. Trust your own instincts about possible danger: In an uncomfortable situation, be direct and honest, and remove yourself from the situation immediately. Regardless of your previous behavior or signals you may have given earlier, you have the absolute right to halt any sexual exchange at any time. Accept this right and act on it. Tell someone: Being quiet or stoic about sexual harassment lets it continue. Talk to other co-workers; you may not be the only one harassed by this person. Do not blame yourself and do not delay. Create a Witness to the behavior: Inform a trusted colleague and try to insure that s/he is an eye or ear witness to an situation where you are being sexually harassed. This will be useful later if you chose to file a formal complaint. Send a copy of sexual harassment policy / rules to the harasser. If your workplace already has an anti sexual harassment policy or the conduct rules of your institution prohibit sexual harassment, send a copy of the institution policy/conduct rules to the harasser with the appropriate sections underlined. Talk to a union: If you are a member of a Labour union, talk to your union representative. Get a medical check-up: If you have been raped or physically assaulted, go for a medical check-up. Obtain a medical report. This is important, should you decide to pursue a legal case. Report sexual harassment to the appropriate person in the organization: Explore the different avenues available to you and file a formal complaint if necessary. If your organisation does not have a policy, ensure that your employer formulates an anti-sexual harassment policy and carries out all the connected tasks. Documenting Harassment Documenting the harassment is important for use as evidence in a case or complaint. You should: Photograph or keep copies of any offensive material at the workplace. Keep a journal with detailed information on instances of sexual harassment. Note the dates, conversation, frequency of offensive encounters, etc. Obtain copies of your work records (including performance evaluations) and keep these copies at home Other documents that you should have: A company policy and procedure manual is very important to have. The company's documented policies on sexual harassment, discrimination, performance appraisals, termination, affirmative action plans can be very important to show their stated policies versus their actions. Company newspapers, annual reports, pictures of its top executives, posters, company credo, company surveys are important to show the environment and its hostility towards women. Take all letters of commendation, awards, thanks you's and anything at all that will corroborate your positive job performance. Pay special attention to documents that your superiors have provided lauding you and your work. If possible, ask your clients, staff, and peers for letters of commendation. Every document that you use during trial must be authenticated by a witness. Keep this in mind during your depositions when the defense asks you where you obtained a document. If you are not clear about where you got the document, and who can authenticate it, you will not be able to use it during your trial. Also please read through Vishaka guidelines and ask your HR guys to brief you on Harassment Policy, in case if your organisation doesn’t have any such policy, they anyways are not worth working for! Having said that its our basic responsibility to stand up and speak for unfair practices. In 2007, there was an interesting case study in Human Capital on settling scores where the boss tried to settle scores with junior by not giving work and sidelining the person. Grab a copy if possible, a lady called Sonal Mattoo had given her comments there. If this is getting worse, please involve third party like her. She is the Director of ‘Helping Hands’ might be able to intervene. Regards Celina
From India, Delhi
From India, Delhi
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