hi
look into the eyes of both of them, when you call them together, changes will be seen on the face ,give the tight slap on the culprit. age and experience never matter in such type of cases, it will flare up, if not control now and teach lesson one of them.silence speak more, so take decision with cool mind.
From India, Ludhiana
look into the eyes of both of them, when you call them together, changes will be seen on the face ,give the tight slap on the culprit. age and experience never matter in such type of cases, it will flare up, if not control now and teach lesson one of them.silence speak more, so take decision with cool mind.
From India, Ludhiana
since we had faced these kind of situation we found the policies do not help for these kind of situation,
we conducted some in-direct training classes to the employees and solved these issues.
problems are same but people and the place differ..
so acting according to them and doing things without hurting anyone will make sense..
being a HR at the end we would like to have a smooth operation.
Regards
KIRU
From India, Mumbai
we conducted some in-direct training classes to the employees and solved these issues.
problems are same but people and the place differ..
so acting according to them and doing things without hurting anyone will make sense..
being a HR at the end we would like to have a smooth operation.
Regards
KIRU
From India, Mumbai
A domestic enquiry should be conducted constituting a presenting and a presiding officer, and a senior level female employee.
show cause notice should be given to that employee asking for explanation
Regards
vikas
From India, Gurgaon
show cause notice should be given to that employee asking for explanation
Regards
vikas
From India, Gurgaon
hi,
go into the truthful facts by calling both employees and cross checks from other employess of the firm. Also check out character of complaining employee because the accused employee is serving from 10 yrs. His character is well known to everyone in the firm. also keep a close watch on the issue but don't let both the employees know anything. keep the management informed about activiities of both employees.
From India, Jaipur
go into the truthful facts by calling both employees and cross checks from other employess of the firm. Also check out character of complaining employee because the accused employee is serving from 10 yrs. His character is well known to everyone in the firm. also keep a close watch on the issue but don't let both the employees know anything. keep the management informed about activiities of both employees.
From India, Jaipur
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
25From India
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 action accordingly.
From India, Lucknow
From India, Lucknow
The legal requirement is that you should report all cases of sexual harassment without delay. Of course this does a lot of damage for 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 it seems to be. They are usually highly charged with emotions and these emotional issues need to be addressed.
From India, Bangalore
From India, Bangalore
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 work places and other institutions to take action against sexual harassment. According to the Hon’ble Court:
“It shall be the duty of the employer or other responsible persons in work places 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 judgements, including the famous Vishaka and others V. State of Rajasthan and others [reported in AIR 1997 Supreme Court 3011], and code of conduct at work place, brought out by the National Commission for Women to deal with such matters.
Adesh Kumar
From India, Calcutta
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 work places and other institutions to take action against sexual harassment. According to the Hon’ble Court:
“It shall be the duty of the employer or other responsible persons in work places 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 judgements, including the famous Vishaka and others V. State of Rajasthan and others [reported in AIR 1997 Supreme Court 3011], and code of conduct at work place, brought out by the National Commission for Women to deal with such matters.
Adesh Kumar
From India, Calcutta
sexual harassment case solution
one solution to this problem could be:
From Bhutan
one solution to this problem could be:
- to have good orientation and employees induction to the company to improve good interpersonal relationship] this is because if the had been good interpersonal relationship among the concern employees, such things will be minimized
- there should be good rules and regulations regarding the consequences regarding any kind of harassment in the company, i.e., service rule book should reflect such consequences
- indirectly initiates some seminar or other activities and remind your employees about the consequences of Sexual Harassment rather then telling them directly
- Motivate the victim, assure her and that this things will away soon and tell her that you are going to talk with him.,,,,,,,,(Thank)
From Bhutan
hi
this matter is sensitive to the company and both the employees. therefore know the facts from both.thie rbackground, thier history,and any such incidence in the company.
take a complaint from the employee( so many times the female employee will tell orally, but when it comes to putting it in writing, the version changes.
take an explanation from the employee also.
try to sort out between you three, otherwise the course will be as per the discipplinary rules of the company.
as somebody suggested, tha matter should be handled with silken hands
nagaraj
From India, Bangalore
this matter is sensitive to the company and both the employees. therefore know the facts from both.thie rbackground, thier history,and any such incidence in the company.
take a complaint from the employee( so many times the female employee will tell orally, but when it comes to putting it in writing, the version changes.
take an explanation from the employee also.
try to sort out between you three, otherwise the course will be as per the discipplinary rules of the company.
as somebody suggested, tha matter should be handled with silken hands
nagaraj
From India, Bangalore
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Sexual Harrasment Policy Must Include.docx