Shankar,
Yes. It is a very serious issue. I would suggest you, first enquire about the incident. Is there any evidence or eye witness who can come forward to raise the voice against him? With out any evidence or eye witness you can’t fight for justice. It will fire back to you people.
You have mentioned that he is a top most management person and he misbehaves with other female employee’s also. Talk with them, collect the evidence and collectively launch a compliant in the form of letter signed by all the female employees with your HR head.
If there is no action taken by your HR head, then you can approach the NCW or Human Rights. Remember to include your HR head also for not taking any action.
But keep in mind that it is a sensitive issue which has to be handled carefully.
From United States, Racine
6Yes. It is a very serious issue. I would suggest you, first enquire about the incident. Is there any evidence or eye witness who can come forward to raise the voice against him? With out any evidence or eye witness you can’t fight for justice. It will fire back to you people.
You have mentioned that he is a top most management person and he misbehaves with other female employee’s also. Talk with them, collect the evidence and collectively launch a compliant in the form of letter signed by all the female employees with your HR head.
If there is no action taken by your HR head, then you can approach the NCW or Human Rights. Remember to include your HR head also for not taking any action.
But keep in mind that it is a sensitive issue which has to be handled carefully.
From United States, Racine
Dn't Leave the Job, fight for it sensibly as suggested by taj sir.As there are hardly people like you in corporate world who takes such matters seriously.I read in an article HR people have become laughing stock as in most of the cases it's same story like yours.
HR head , how can they ignore such issues.... but this is the truth....
Try to fight ,something might change in that organisation & if after all your efforts nothing changes, then I am sure ,people like you will not continue in such organisation..
From India, Pune
HR head , how can they ignore such issues.... but this is the truth....
Try to fight ,something might change in that organisation & if after all your efforts nothing changes, then I am sure ,people like you will not continue in such organisation..
From India, Pune
Hi Shankar,
I agree to Mahesh & Tajsateesh on this.
Without getting judgemental or emotional, to deal with such issues forstly try to find the solution within the organisation, especially when a senior employee is involved.
At the same time, you need to approch the management & communicate in such a way whcih doesn't sound offensive, as their may the situation that mgt is already aware on the same as HR Head as upfrontly denied to take any action.
Approaching external bodies like NCW or Media only if you don't find any action within the Company. Frankly, I don't think police will be of any help if YOU approach them.
Regards
Hina
From India, Mumbai
I agree to Mahesh & Tajsateesh on this.
Without getting judgemental or emotional, to deal with such issues forstly try to find the solution within the organisation, especially when a senior employee is involved.
At the same time, you need to approch the management & communicate in such a way whcih doesn't sound offensive, as their may the situation that mgt is already aware on the same as HR Head as upfrontly denied to take any action.
Approaching external bodies like NCW or Media only if you don't find any action within the Company. Frankly, I don't think police will be of any help if YOU approach them.
Regards
Hina
From India, Mumbai
Hello Shankar,
I feel the need to explain/elaborate the line I mentioned in my earlier response: "Without getting judgemental or emotional".
The reason I mentioned this was with a very specific & clear purpose. unless you keep your emotions & judgements away for the facts of the case, there is every chance of your ability to be impartial to any possibility including an unlikely event--unlikely in the situation you are in, mind you, NOT impossible in general--that there COULD be a situation of frame-up by the lady concerned [for whatever reasons].
I know this statement could termed/labeled as 'preposterous, outrageous, etc'. But I did face such a situation a few years back [the reason I used the words 'NOT impossible']--which is where the 2 attributes that I mentioned become very important while you handle this situation:
1] Pl don't get judgemental or emotional.
2] carry out the Sting Operation--it will bring out the facts of the case-including the complicity of any other people in the situation, if any.
Rgds,
TS
From India, Hyderabad
I feel the need to explain/elaborate the line I mentioned in my earlier response: "Without getting judgemental or emotional".
The reason I mentioned this was with a very specific & clear purpose. unless you keep your emotions & judgements away for the facts of the case, there is every chance of your ability to be impartial to any possibility including an unlikely event--unlikely in the situation you are in, mind you, NOT impossible in general--that there COULD be a situation of frame-up by the lady concerned [for whatever reasons].
I know this statement could termed/labeled as 'preposterous, outrageous, etc'. But I did face such a situation a few years back [the reason I used the words 'NOT impossible']--which is where the 2 attributes that I mentioned become very important while you handle this situation:
1] Pl don't get judgemental or emotional.
2] carry out the Sting Operation--it will bring out the facts of the case-including the complicity of any other people in the situation, if any.
Rgds,
TS
From India, Hyderabad
Hi,
It is indeed a serious and sensitive matter and needs to be addressed in a proper manner and through proper channel.
Going by the designation, if the HR head is not paying any heed to this matter, I am afraid ther's not much that you can do on your own as you are ultimately reporting to her. Still, following options can be considered:
a) First of all, it needs to be ensured that there's enough evidence of the misbehavior; some concrete incidents / witnesses.
b)I suggest that the victim files a written complaint to the HR department and keep a copy of the same with her.
c)If it's a relatively smaller company, where the Top management (owner) is accessible, then the victim should directly contact him/her (if the HR fails to take any action on her complaint)
Moreover, whatever course you take, please ensure that the victim sticks to her statement and doesn't fall out on it because if it happens, then you would be left to cut a sorry figure in front of top management because for them, their goodwill and reputation will be more important than the interests of their employees.
Also, a sexual harassment policy should be framed for future purpose.
Regards..
Gunjan
From India, Patiala
It is indeed a serious and sensitive matter and needs to be addressed in a proper manner and through proper channel.
Going by the designation, if the HR head is not paying any heed to this matter, I am afraid ther's not much that you can do on your own as you are ultimately reporting to her. Still, following options can be considered:
a) First of all, it needs to be ensured that there's enough evidence of the misbehavior; some concrete incidents / witnesses.
b)I suggest that the victim files a written complaint to the HR department and keep a copy of the same with her.
c)If it's a relatively smaller company, where the Top management (owner) is accessible, then the victim should directly contact him/her (if the HR fails to take any action on her complaint)
Moreover, whatever course you take, please ensure that the victim sticks to her statement and doesn't fall out on it because if it happens, then you would be left to cut a sorry figure in front of top management because for them, their goodwill and reputation will be more important than the interests of their employees.
Also, a sexual harassment policy should be framed for future purpose.
Regards..
Gunjan
From India, Patiala
Hi there! After all the inputs received, do let us know what has been ur action plan and the result of the same...
From India, Manipal
From India, Manipal
Hello Shankar,
Priyanka18 has a point.
Do share the outcome with all of us--that's the basic purpose of this Forum--sharing not just problems but also the solutions each of us adopt in various situations so that all can benefit in the long-run.
Rgds,
TS
From India, Hyderabad
Priyanka18 has a point.
Do share the outcome with all of us--that's the basic purpose of this Forum--sharing not just problems but also the solutions each of us adopt in various situations so that all can benefit in the long-run.
Rgds,
TS
From India, Hyderabad
Dear all,
What my sugust is the particular guy will be punish. You may be given some worning letter, then you may be think about termination of the particular employee. Kinldy go through our appointment letter policy if thereis any sexual harassment or any vialotion of management policy. This is very serious issue to become very big headheckl.
Thanks
G Pandu
From India, Madras
What my sugust is the particular guy will be punish. You may be given some worning letter, then you may be think about termination of the particular employee. Kinldy go through our appointment letter policy if thereis any sexual harassment or any vialotion of management policy. This is very serious issue to become very big headheckl.
Thanks
G Pandu
From India, Madras
As an HR person first of all you need to conduct an enquiry about the same and gather facts before approaching the management about sexual harrassment. Once evidence is gather write a formal complaint to the MD / Director/ CEO etc. and also discuss the issue with the Head-HR before taking any steps. If you are not able to get justice from the Top Management then you can approach external sources like media, newspaper etc. and let them know about unethical practices going on in your organization.
Regards, Derek Gomes
From India, Mumbai
Regards, Derek Gomes
From India, Mumbai
Hi,
My stand onto this is to speak to that management guy directly and let him feel the intensity of his behavior and the consequences. Speak in front of the HR head & the employee. If the HR head herself is saying that she cannot do anything then you do the first step as the employee will feel that her approaching you is not wasted. The result can be
1. The culprit would react to his behavior and check it & if he has some values in his family then he will apologize.
2. The culprit will react baldly & next to this you can approach police or NWC
3. The Hr head will feel ashamed and do her job
4. Nothing happens then you can approach the police & ask the employee to go for a new job.
I would suggest before doing anything do the same in writing an e mail or hard copy complaint.
god luck
-jr
From India, Madras
My stand onto this is to speak to that management guy directly and let him feel the intensity of his behavior and the consequences. Speak in front of the HR head & the employee. If the HR head herself is saying that she cannot do anything then you do the first step as the employee will feel that her approaching you is not wasted. The result can be
1. The culprit would react to his behavior and check it & if he has some values in his family then he will apologize.
2. The culprit will react baldly & next to this you can approach police or NWC
3. The Hr head will feel ashamed and do her job
4. Nothing happens then you can approach the police & ask the employee to go for a new job.
I would suggest before doing anything do the same in writing an e mail or hard copy complaint.
god luck
-jr
From India, Madras
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