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
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From India, New Delhi
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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 you do. Could you email me your programs at 
?
Thank you.
From India, Madras
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8Thank you.
From India, Madras
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Dear Mr. Bharath,
I am just an ordinary guy who is trying my best to acquire relevant knowledge and learn every day by studying the human psychology associated with employees (including myself and 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 a 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 reveal whatever I have learned through training programs.
For the past three and a half years, I have been working on an assignment that is very tough to handle. Although I understand everything, it is taking time for me to achieve 101% success/results. I hope that one fine day I will succeed, as most of the time I want to be unique and I will succeed in my mission, Inshaa Allah.
I will mail you soon.
With profound regards
From India, Chennai
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I am just an ordinary guy who is trying my best to acquire relevant knowledge and learn every day by studying the human psychology associated with employees (including myself and 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 a 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 reveal whatever I have learned through training programs.
For the past three and a half years, I have been working on an assignment that is very tough to handle. Although I understand everything, it is taking time for me to achieve 101% success/results. I hope that one fine day I will succeed, as most of the time I want to be unique and I will succeed in my mission, Inshaa Allah.
I will mail you soon.
With profound regards
From India, Chennai
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Hi Alex,
Senior members have already informed you of what needs to be done. You should review and take the necessary actions promptly. This is a serious issue, and failing to act promptly or delaying action could result in a violation of rules, potentially jeopardizing the company's reputation and leading to legal repercussions.
It is essential to uphold the same standards for everyone, regardless of their position in the company - whether they are in top management, middle management, high performers, or low performers. Sexual harassment, in any form, must not be tolerated.
[White Eagle](http://kuldeeprathore.blogspot.com/)
From India, Hyderabad
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Senior members have already informed you of what needs to be done. You should review and take the necessary actions promptly. This is a serious issue, and failing to act promptly or delaying action could result in a violation of rules, potentially jeopardizing the company's reputation and leading to legal repercussions.
It is essential to uphold the same standards for everyone, regardless of their position in the company - whether they are in top management, middle management, high performers, or low performers. Sexual harassment, in any form, must not be tolerated.
[White Eagle](http://kuldeeprathore.blogspot.com/)
From India, Hyderabad
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Dear Mr. Alex,
Based on the facts, with the support of your top management, allow the employee who submitted her complaint to make the final decision only if the allegations against your team leader are genuine. False allegations can also be proven genuine. Don't be among those who create a big issue out of nothing.
With profound regards
From India, Chennai
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Based on the facts, with the support of your top management, allow the employee who submitted her complaint to make the final decision only if the allegations against your team leader are genuine. False allegations can also be proven genuine. Don't be among those who create a big issue out of nothing.
With profound regards
From India, Chennai
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Dear Alex,
Please call the man immediately, give him a warning, and take a written statement to ensure he does not repeat the offense. Additionally, contact the woman to clarify the issue and conduct an investigation into the matter.
Kindly take prompt action on the complaint as it is the employer's duty to protect female staff by law.
Also, investigate whether the woman is telling the truth or if she has lied in her statement.
Thank you.
From India, Delhi
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Please call the man immediately, give him a warning, and take a written statement to ensure he does not repeat the offense. Additionally, contact the woman to clarify the issue and conduct an investigation into the matter.
Kindly take prompt action on the complaint as it is the employer's duty to protect female staff by law.
Also, investigate whether the woman is telling the truth or if she has lied in her statement.
Thank you.
From India, Delhi
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Hi Alex,
Some points to add to the earlier suggestions:
- Do not disclose the names of the employees who have complained unless necessary. You could have a bigger problem on 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 inquiry (official or unofficial) to figure out if there is a problem. However, the fact that 2 of them gave written complaints indicates it's genuine. If you are conducting an unofficial inquiry, ensure your questions to others are in vague terms. Do not name the victims or the alleged perpetrator. Try to find out as if you are performing normal work and see if anyone has noted similar behavior.
- Regardless of your findings, have a counseling session with the team leader, in the presence of a senior, mature member of the management. It could be that he has not realized that his behavior is offensive. Maybe it's his way of working with male employees also. But either way, it has to stop.
- If counseling can resolve this, then have the senior management speak to the complainants and explain the action taken, and request them to withdraw the complaint upon satisfactory resolution.
Remember, your company is a subsidiary of a global organization. The repercussions 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 opportunity employer norms. I know of a case where the HR and ops head were asked to leave for not taking action on a complaint.
Also, note that your parent company has already asked you to counsel and then remove the team leader. You have no choice unless your country head decides to defy them.
From India, Mumbai
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Some points to add to the earlier suggestions:
- Do not disclose the names of the employees who have complained unless necessary. You could have a bigger problem on 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 inquiry (official or unofficial) to figure out if there is a problem. However, the fact that 2 of them gave written complaints indicates it's genuine. If you are conducting an unofficial inquiry, ensure your questions to others are in vague terms. Do not name the victims or the alleged perpetrator. Try to find out as if you are performing normal work and see if anyone has noted similar behavior.
- Regardless of your findings, have a counseling session with the team leader, in the presence of a senior, mature member of the management. It could be that he has not realized that his behavior is offensive. Maybe it's his way of working with male employees also. But either way, it has to stop.
- If counseling can resolve this, then have the senior management speak to the complainants and explain the action taken, and request them to withdraw the complaint upon satisfactory resolution.
Remember, your company is a subsidiary of a global organization. The repercussions 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 opportunity employer norms. I know of a case where the HR and ops head were asked to leave for not taking action on a complaint.
Also, note that your parent company has already asked you to counsel and then remove the team leader. You have no choice unless your country head decides to defy them.
From India, Mumbai
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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
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Vishakha Judgement’ <link updated to site home> ( Search On Cite | Search On Google )
From India, Coimbatore
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Dear Mr. Alex Would you mind letting us know the final status of your query... With profound regards
From India, Chennai
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From India, Chennai
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Dear Mr. Alex,
Let there be an open warning that will prevent others and send a message of the organization's approach to such issues. Immediately remove him from the shift and ask if it is necessary for him to go on leave. Also, there is a need to analyze the percentage of accuracy and the actual issue in this matter.
Bye
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Let there be an open warning that will prevent others and send a message of the organization's approach to such issues. Immediately remove him from the shift and ask if it is necessary for him to go on leave. Also, there is a need to analyze the percentage of accuracy and the actual issue in this matter.
Bye
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