Hi Neha! Keep it simple. Mention these acts of misbehavior or eve-teasing in your company policy, stating that if anyone is found engaged in such behavior, their services will be terminated immediately. In the future, if it reoccurs, seek the consultation of seniors/managers and just fire them. In my view, no compromise!
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Hi Manoj,
You are right. However, everyone needs to know this. Therefore, I suggest that when the HR person is preparing this policy, they should display it on the notice board and send an email to every employee. This way, all employees will be informed about it.
Thanks & Regards,
NEHA SHARMA
Asst. Manager-HR
9953613996
From India, Delhi
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You are right. However, everyone needs to know this. Therefore, I suggest that when the HR person is preparing this policy, they should display it on the notice board and send an email to every employee. This way, all employees will be informed about it.
Thanks & Regards,
NEHA SHARMA
Asst. Manager-HR
9953613996
From India, Delhi
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Hi Sanika,
I am not that experienced to suggest you, but you know that all HR policies should include the implementation of a sexual harassment policy in your company. Formally inform all the employees about this policy, and if any incidents occur, take appropriate action. You should outline the various actions you will take in such situations.
From India, Hyderabad
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I am not that experienced to suggest you, but you know that all HR policies should include the implementation of a sexual harassment policy in your company. Formally inform all the employees about this policy, and if any incidents occur, take appropriate action. You should outline the various actions you will take in such situations.
From India, Hyderabad
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Hello,
Can someone please suggest how we can handle a fake dowry case filed by a woman who is neglectful of her children but desires a luxurious lifestyle? Is there any law or NGO that can protect the childhood of these innocent children?
Please advise.
Rajeev Kumar
9718466805
From India, Delhi
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Can someone please suggest how we can handle a fake dowry case filed by a woman who is neglectful of her children but desires a luxurious lifestyle? Is there any law or NGO that can protect the childhood of these innocent children?
Please advise.
Rajeev Kumar
9718466805
From India, Delhi
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Hi Sanika,
I agree with Samvedan. First, you have to send a common message to all your employees that some complaints have been received regarding harassment. Without disturbing your organization's environment, you have to handle that situation. After sending a message to everyone by mail or notice board, put those places under surveillance to monitor and identify those involved (without pointing out anybody) in the incidents. Just send a message that the offenders have been identified.
Also, boost the confidence of your female employees by assuring them that you support them and will work to prevent such incidents in the future. Avoid taking any actions that may widen the gap between men and women as it could negatively impact your organization. Only resort to issuing warning letters or other legal actions if necessary.
As an HR professional, you need to control the situation without disrupting daily work and the work environment.
From India, Pune
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I agree with Samvedan. First, you have to send a common message to all your employees that some complaints have been received regarding harassment. Without disturbing your organization's environment, you have to handle that situation. After sending a message to everyone by mail or notice board, put those places under surveillance to monitor and identify those involved (without pointing out anybody) in the incidents. Just send a message that the offenders have been identified.
Also, boost the confidence of your female employees by assuring them that you support them and will work to prevent such incidents in the future. Avoid taking any actions that may widen the gap between men and women as it could negatively impact your organization. Only resort to issuing warning letters or other legal actions if necessary.
As an HR professional, you need to control the situation without disrupting daily work and the work environment.
From India, Pune
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Dear Sanika,
All members give you the best suggestions for your case. You may build a committee for Sexual Harassment in which an equal number of men and women employees participate for your future prevention.
With Regards,
Vineet Deshmukh
From India, Yavatmal
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All members give you the best suggestions for your case. You may build a committee for Sexual Harassment in which an equal number of men and women employees participate for your future prevention.
With Regards,
Vineet Deshmukh
From India, Yavatmal
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Dear Kamal,
This is true - many complaints come anonymously. This is commonly attributed to a weak prevention policy. An effective policy, awareness-raising, and orientation are key ways to take the taboo out of "sexual harassment". Everyone wants to work in a culture free from inappropriate behavior. HR and Management need to create this buy-in from their stakeholders through concrete processes. In the absence of any effective visibility or discussion on the issue at the workplace, many complainants hesitate and opt for silence. Preventive processes are the first step out of such anonymity. In any event, the policy can provide (within reason) for anonymous complaints.
Regards,
Naina Kapur
From India, Delhi
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This is true - many complaints come anonymously. This is commonly attributed to a weak prevention policy. An effective policy, awareness-raising, and orientation are key ways to take the taboo out of "sexual harassment". Everyone wants to work in a culture free from inappropriate behavior. HR and Management need to create this buy-in from their stakeholders through concrete processes. In the absence of any effective visibility or discussion on the issue at the workplace, many complainants hesitate and opt for silence. Preventive processes are the first step out of such anonymity. In any event, the policy can provide (within reason) for anonymous complaints.
Regards,
Naina Kapur
From India, Delhi
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Dear Amit,
The policy should be the same for all categories of employees. Being a valuable asset to the organization is not a license to indulge in immoral activity.
I would suggest that more serious action should be taken if someone in a senior position indulges in immoral activity by invading the privacy of a female employee.
You should know that Infosys terminated the service of its Europe marketing/sales head, Mr. Phanish Narayan Murthi, due to allegations of molestation involving one of its employees in the US. At that time, the Chairman of Infosys, Mr. N. Narayana Murthy, did not wait for the investigation to complete and asked Mr. Phanish to resign immediately until he proved innocent. Mr. Phanish pleaded innocence, requested the Chairman to allow the investigation to be completed by the US police, and refused to resign, but he was dismissed from his service.
The moral code of conduct should be stricter for very senior people because they are supposed to be role models for other employees.
In India, the Chairman of the Apparel Export Promotion Council was dismissed from his service because he tried to molest his private secretary at Hotel Taj in Mumbai. This matter was ultimately decided by the Supreme Court of India, which upheld the dismissal from the service.
Any action of a superior against a female employee that goes against moral standards, decency, and modesty should be treated as sexual harassment, and strict action should be taken against the accused.
Regards,
Kamal
From India, Pune
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The policy should be the same for all categories of employees. Being a valuable asset to the organization is not a license to indulge in immoral activity.
I would suggest that more serious action should be taken if someone in a senior position indulges in immoral activity by invading the privacy of a female employee.
You should know that Infosys terminated the service of its Europe marketing/sales head, Mr. Phanish Narayan Murthi, due to allegations of molestation involving one of its employees in the US. At that time, the Chairman of Infosys, Mr. N. Narayana Murthy, did not wait for the investigation to complete and asked Mr. Phanish to resign immediately until he proved innocent. Mr. Phanish pleaded innocence, requested the Chairman to allow the investigation to be completed by the US police, and refused to resign, but he was dismissed from his service.
The moral code of conduct should be stricter for very senior people because they are supposed to be role models for other employees.
In India, the Chairman of the Apparel Export Promotion Council was dismissed from his service because he tried to molest his private secretary at Hotel Taj in Mumbai. This matter was ultimately decided by the Supreme Court of India, which upheld the dismissal from the service.
Any action of a superior against a female employee that goes against moral standards, decency, and modesty should be treated as sexual harassment, and strict action should be taken against the accused.
Regards,
Kamal
From India, Pune
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Dear Sanika,
You just need to try to find the cause as to why he did it. Is he habitual in doing this, or did he do it only to you? Please check if there is anything unknowingly done by you that might have hurt him. If he has been working with you for a long time and this is the first time, it indicates there might be some misunderstanding between you two, or someone may have misguided him against you. Otherwise, it is quite certain that the male coworker is very cooperative with ladies. This is my view. By thinking negatively, there may be more disturbance in his mind. Stay calm and try to understand why he acted that way.
Rajeev Kumar
9718466805
From India, Delhi
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You just need to try to find the cause as to why he did it. Is he habitual in doing this, or did he do it only to you? Please check if there is anything unknowingly done by you that might have hurt him. If he has been working with you for a long time and this is the first time, it indicates there might be some misunderstanding between you two, or someone may have misguided him against you. Otherwise, it is quite certain that the male coworker is very cooperative with ladies. This is my view. By thinking negatively, there may be more disturbance in his mind. Stay calm and try to understand why he acted that way.
Rajeev Kumar
9718466805
From India, Delhi
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[QUOTE=mani_pooja;1653551]
Hi Neha! Keep it simple. Mention these acts of misbehavior or eve teasing in your company policy, stating that if anyone is found there, services will be terminated immediately. In the future, if it repeats, seek the consultation of seniors/managers and just FIRE them. As per my view, No COMPROMISE!!!!
Dear Manoj,
"Just FIRE" is not the ultimate solution; she has to work there, and she is not aware of the background of that person. So, suggest her to solve this matter intelligently. Don't give her such ideas.
Thanks,
R.K.
From India, Delhi
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Hi Neha! Keep it simple. Mention these acts of misbehavior or eve teasing in your company policy, stating that if anyone is found there, services will be terminated immediately. In the future, if it repeats, seek the consultation of seniors/managers and just FIRE them. As per my view, No COMPROMISE!!!!
Dear Manoj,
"Just FIRE" is not the ultimate solution; she has to work there, and she is not aware of the background of that person. So, suggest her to solve this matter intelligently. Don't give her such ideas.
Thanks,
R.K.
From India, Delhi
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