Team! Discipline is paramount, fair verification of fact & related action if allegations found to be true is must to strenghthen Organisation’s affirmation on discipline. Best regards, Rajeev
From India, New Delhi
From India, New Delhi
Mr SHAIK ABDUL KHADIR, I am really amazed by your level of clarity. what you said is 100% right. I want to know what other kinds of training do you do. could you email me your programs to - 
Thank u
From India, Madras
8Thank u
From India, Madras
Dear Mr. bharath
I am just an ordinary guy who is trying my best to acquire relevant knowledge and learning everyday by studying the Human Psychology associated with employees(including myself, my family members who are employed) at various levels.
I am grateful to you for only one reason "you understood whatever i was trying to convey to Mr. Alex". Well, there is lot more i want to convey as i feel like certain things need to be clarified/sorted out but, i want to limit myself and whatever i had learned, wish to reveal through training programs.
Past 3 and half years i am working on a assignment which is very tough to handle, though i understood everything but its taking time for me achieve 101% success/results. Hope, one fine day i will succeed as most of the time i wanted to be unique and i will succeed in my mission, Inshaa Allah.
Will mail you soon.
With profound regards
From India, Chennai
I am just an ordinary guy who is trying my best to acquire relevant knowledge and learning everyday by studying the Human Psychology associated with employees(including myself, my family members who are employed) at various levels.
I am grateful to you for only one reason "you understood whatever i was trying to convey to Mr. Alex". Well, there is lot more i want to convey as i feel like certain things need to be clarified/sorted out but, i want to limit myself and whatever i had learned, wish to reveal through training programs.
Past 3 and half years i am working on a assignment which is very tough to handle, though i understood everything but its taking time for me achieve 101% success/results. Hope, one fine day i will succeed as most of the time i wanted to be unique and i will succeed in my mission, Inshaa Allah.
Will mail you soon.
With profound regards
From India, Chennai
Hi Alex,
Sr. member had already told you what to do. You should check and take necessary action. It is serious issue and not taking or delay action will be of violation rules which can jeopardize the reputation of company. Which can also lead to legal action against company.
No matter accused is from top or middle mgt or high or low performer rules are same for all.
Sexual Harassment must not be tolerated in any form.
White Eagle
From India, Hyderabad
Sr. member had already told you what to do. You should check and take necessary action. It is serious issue and not taking or delay action will be of violation rules which can jeopardize the reputation of company. Which can also lead to legal action against company.
No matter accused is from top or middle mgt or high or low performer rules are same for all.
Sexual Harassment must not be tolerated in any form.
White Eagle
From India, Hyderabad
Dear Mr. Alex,
Based on the FACTS, with the support of your TOP MANAGEMENT, allow the employee who submitted her complaint to take final decision only if the allegations against your TEAM LEADER is/are GENUINE.
FALSE ALLEGATIONS can also be proved as GENUINE one.
Don't be among those who created a big issue out of nothing.
With profound regards
From India, Chennai
Based on the FACTS, with the support of your TOP MANAGEMENT, allow the employee who submitted her complaint to take final decision only if the allegations against your TEAM LEADER is/are GENUINE.
FALSE ALLEGATIONS can also be proved as GENUINE one.
Don't be among those who created a big issue out of nothing.
With profound regards
From India, Chennai
Dear Alex,
Call the man immediately and give a warning and take in writing which is for not repeat it again ,also call the women and clear the issue and investigate the matter.
Please take action on complain immediately because it is employer right to protect the ladies staff by law.
Also investigate,whether women is truth or lied on her statement.
From India, Delhi
Call the man immediately and give a warning and take in writing which is for not repeat it again ,also call the women and clear the issue and investigate the matter.
Please take action on complain immediately because it is employer right to protect the ladies staff by law.
Also investigate,whether women is truth or lied on her statement.
From India, Delhi
Hi Alex,
Some points of addition to earlier suggestions :
- do not unless necessary, disclose the name of the employees who have complained. You could have a bigger problem in your hands
- speak personally to the complainants (if not done already) to understand the exact nature of the problem. They may not have written everything.
- start an enquiry (official or unofficial) to figure out ifmthere is a problem. However, the fact that 2 of them gave written complaint indicates it's genuine. If you are doing an unofficial enquiry ensure your questions to others are in vague terms. Do not name the victims or the alleged perpetrator. Try to find out as if your are doing normal work and see if anyone has noted si liar behaviour.
- irrespective of your findings, have a counselling of the team leader, in presence of a senior matured member of the management. It could be that he has not realised that his behaviour is offensive. May be it's his way of work with male employees also. But either way it has to stop.
- if counselling can resolve this, then have the senior management speak to the complainants and explain the action taken and request them to give a letter withdrawing the complain on satisfactory resolution.
Remember, your company is a subsidiary of a global organisation. Repercussion will be wider if you fail to take appropriate action. The employee can actually file a complaint with the parent company or with authorities abroad leading to huge settlement costs.
Many such companies have strict rules against sexual harassment and violations of equal oppertunity employer norms. I know of a case where the HR and ops head were asked to leave for notmtaking action on a complaint.
Also noted that your parent company has already asked you to council and then remove the team leader. You have no choice unless your country head decides to defy them.
-
From India, Mumbai
Some points of addition to earlier suggestions :
- do not unless necessary, disclose the name of the employees who have complained. You could have a bigger problem in your hands
- speak personally to the complainants (if not done already) to understand the exact nature of the problem. They may not have written everything.
- start an enquiry (official or unofficial) to figure out ifmthere is a problem. However, the fact that 2 of them gave written complaint indicates it's genuine. If you are doing an unofficial enquiry ensure your questions to others are in vague terms. Do not name the victims or the alleged perpetrator. Try to find out as if your are doing normal work and see if anyone has noted si liar behaviour.
- irrespective of your findings, have a counselling of the team leader, in presence of a senior matured member of the management. It could be that he has not realised that his behaviour is offensive. May be it's his way of work with male employees also. But either way it has to stop.
- if counselling can resolve this, then have the senior management speak to the complainants and explain the action taken and request them to give a letter withdrawing the complain on satisfactory resolution.
Remember, your company is a subsidiary of a global organisation. Repercussion will be wider if you fail to take appropriate action. The employee can actually file a complaint with the parent company or with authorities abroad leading to huge settlement costs.
Many such companies have strict rules against sexual harassment and violations of equal oppertunity employer norms. I know of a case where the HR and ops head were asked to leave for notmtaking action on a complaint.
Also noted that your parent company has already asked you to council and then remove the team leader. You have no choice unless your country head decides to defy them.
-
From India, Mumbai
You may refer to the Visakha judgement and implement the guidelines. You need to constitute a committee I suppose which will look into the complaints of sexual harassment. You may also organize training programs of gender sensitization. The judgement may be seen on following link:
Vishakha Judgement’ <link updated to site home> ( Search On Cite | Search On Google )
From India, Coimbatore
Vishakha Judgement’ <link updated to site home> ( Search On Cite | Search On Google )
From India, Coimbatore
Dear Mr. Alex Would you mind letting us know the final status of your query... With profound regards
From India, Chennai
From India, Chennai
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SHe-Box Online Complaint Management System for working women to lodge complaints of sexual haras.pdf
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