Now that lot of water has already flown down the river. Belated action may not be in order. However observing the behavior of the accused may be taken into account and be brought to the notice of the superior who matter for further advice.
From India, New Delhi
3From India, New Delhi
The same problem happend in my organization also and the lady was not ready to give the complaint in written but that man has troubled other female employees also so we took the verbal statement from them ,we gathered the information and we presented in front of management finally management understood the situation and we took the action on that employee in a different way.
So its better you discuss with that lady make her comfortable to explain the things ,observe that person very closely.....take your time to take a decision but most of the cases people will never give written complaints as it matter of security (Both personal & professional)so you should deal this issue very carefully so that it should not affect your organization culture, female employee and that male employee also
From India, Bangalore
So its better you discuss with that lady make her comfortable to explain the things ,observe that person very closely.....take your time to take a decision but most of the cases people will never give written complaints as it matter of security (Both personal & professional)so you should deal this issue very carefully so that it should not affect your organization culture, female employee and that male employee also
From India, Bangalore
Dear Navdeep,
There are number of issues involved.
Lady does not want to give in writing a complaint.
No proof exits of any abnormal behaviour by Sr Co worker.
Apparently there is no past record of any complaint against person concerned.
In such circumstances, it will be difficult to take any concrete action,but if the lady is willing,take her to your Sr and ask her to narrate her complaint.
If she agrees to do so than,which in case does not seem likely,concerned person can be asked to explain ,verbally his side of the case.
Without the lady taking a stand, do not proceed.
Regards,
Col.Rathi
From India, Delhi
There are number of issues involved.
Lady does not want to give in writing a complaint.
No proof exits of any abnormal behaviour by Sr Co worker.
Apparently there is no past record of any complaint against person concerned.
In such circumstances, it will be difficult to take any concrete action,but if the lady is willing,take her to your Sr and ask her to narrate her complaint.
If she agrees to do so than,which in case does not seem likely,concerned person can be asked to explain ,verbally his side of the case.
Without the lady taking a stand, do not proceed.
Regards,
Col.Rathi
From India, Delhi
Before conducting session, if you can appraise your superior about the complaint and your action with a request of his advice, that may be better. Take your time and muster your courage to find out the details from the trainer very politely after normal exchange of pleasantries. You have to now take full charge of the case with full responsibility if approved by your superior.
From India, New Delhi
From India, New Delhi
Dear Navdeep,
I do not know the contents as spelled out in the complaint,so I am assuming that she has stated that coworker's actions tantamount to sexual harrasment.If this is true then it is a very serious charge.
Do issue a Show Cause Notice to the person.
In rare case of his accepting his fault,terminate his services.(This will not happen).
On getting his reply, appoint a neutral Enquiry Officer--if possible from other branch located in another city.Both parties be permitted to call witnesses to support their side of 'facts'.
Get statements recorded and take action as per your Co SOP.
This is, in nutshell, action to be taken but is not as simple as it seems.
Regards,
Col.Suresh Rathi
From India, Delhi
I do not know the contents as spelled out in the complaint,so I am assuming that she has stated that coworker's actions tantamount to sexual harrasment.If this is true then it is a very serious charge.
Do issue a Show Cause Notice to the person.
In rare case of his accepting his fault,terminate his services.(This will not happen).
On getting his reply, appoint a neutral Enquiry Officer--if possible from other branch located in another city.Both parties be permitted to call witnesses to support their side of 'facts'.
Get statements recorded and take action as per your Co SOP.
This is, in nutshell, action to be taken but is not as simple as it seems.
Regards,
Col.Suresh Rathi
From India, Delhi
hi this is lakshmi ,
i have read all the replies which are mentioned above.iam just a student i dont know whether iam right or wrong according to me iam giving my suggestion as below.
according to the above i observed that is the girls is not ready how you should react is the problem? frist you should motivate her i think she might be afraid of him that's why she is not ready to face this issue and one more thing is if you(mr.navdeep) dont have any avidence about this issue there is a chance finally u will be blamed because u dintlknow what really happen , sometimes the things go wrong even though you see the things by directly so motivate and talk to her personally (like u should be dare enough to face like this problems from this issue he will learn a lesson so that again this type of issue wont repeat).
there are so many people like this who behave wrongly with the girls because of that so many parents are afraid of sending their daughters to job.action should be taken up on him but mr navdeep you should be very careful if u know the whole issue then u can report to your head and u should have clarity about this issue.mr ram suggestion also very nice u can follow him.
if iam worng pls correct me .
From United States, Cambridge
i have read all the replies which are mentioned above.iam just a student i dont know whether iam right or wrong according to me iam giving my suggestion as below.
according to the above i observed that is the girls is not ready how you should react is the problem? frist you should motivate her i think she might be afraid of him that's why she is not ready to face this issue and one more thing is if you(mr.navdeep) dont have any avidence about this issue there is a chance finally u will be blamed because u dintlknow what really happen , sometimes the things go wrong even though you see the things by directly so motivate and talk to her personally (like u should be dare enough to face like this problems from this issue he will learn a lesson so that again this type of issue wont repeat).
there are so many people like this who behave wrongly with the girls because of that so many parents are afraid of sending their daughters to job.action should be taken up on him but mr navdeep you should be very careful if u know the whole issue then u can report to your head and u should have clarity about this issue.mr ram suggestion also very nice u can follow him.
if iam worng pls correct me .
From United States, Cambridge
Hi Navdeeep,
first of all congrats to u to speak out such and issue and ask for suggestions.
any kind of misbehavior with women is highly unethical and illegal.
If that guy who is distubin the girl is a junior to u, jus call him in person and threaten him by name of law.
say that girl was ready to file a complaint against him under eve teasing with attracts a heavy legal action and even imprisonment. also say that u ve asked her to with hold the complaint and given assurance for his behavior.
add " if u misbehave with that girl or any other girl in future, i would be the first person to file a complaint against u. your careeer wil be spoilt and you wil be behind the bars within no time."
the person wil surely change his behaviour.
Next, advise the girl to be bold enough and ignore his presence in any of the training sessions. she would have a bright future.
If the problem still persists, then go ahead with the police complaint and the police does not disclose the information of the girl who gives the complaint.
From United States, Chicago
first of all congrats to u to speak out such and issue and ask for suggestions.
any kind of misbehavior with women is highly unethical and illegal.
If that guy who is distubin the girl is a junior to u, jus call him in person and threaten him by name of law.
say that girl was ready to file a complaint against him under eve teasing with attracts a heavy legal action and even imprisonment. also say that u ve asked her to with hold the complaint and given assurance for his behavior.
add " if u misbehave with that girl or any other girl in future, i would be the first person to file a complaint against u. your careeer wil be spoilt and you wil be behind the bars within no time."
the person wil surely change his behaviour.
Next, advise the girl to be bold enough and ignore his presence in any of the training sessions. she would have a bright future.
If the problem still persists, then go ahead with the police complaint and the police does not disclose the information of the girl who gives the complaint.
From United States, Chicago
Dear Navadeep,
You have to act in the interest of the organization.
The female employee can not be let to keep grumbling and complaining without expressing her problems in writing. Request your project manager to have a personal chat with the training manager and probably he may have nothing in his mind (even if he has; he will decline) once he knows that people are watching his behaviour, ther are a few chances he may mend his ways. If your project manager does not want to chat with that person then you can tell him and the female employee that you can not work with ambiguity.
From United Kingdom, London
You have to act in the interest of the organization.
The female employee can not be let to keep grumbling and complaining without expressing her problems in writing. Request your project manager to have a personal chat with the training manager and probably he may have nothing in his mind (even if he has; he will decline) once he knows that people are watching his behaviour, ther are a few chances he may mend his ways. If your project manager does not want to chat with that person then you can tell him and the female employee that you can not work with ambiguity.
From United Kingdom, London
Hi,
If the female employee has bought this to your attention I believe as her HR its your duty to - Listen to her and ask - what or how exactly she would like this addressed. This could also give you a clue with regard to her comfort levels in taking things forward.
You need to ensure she feels - glad she has spoken out to someone & that someone being HR. THis is also a part of our job
She needs to feel secure that her talk will be kept confidential - if she wants to keep it that way. You cannot & should not force her to give it in writing. This only adds salt to the wounds. It would make her feel you dont trust her.
Next, explain to her the steps you plan to take. Some of the steps could be as under
a. You would need to update a superior of yours and keep them (the highest ranking person in HR) or the MD informed
b. You need to meet this trainer and inform him of the charges bought up and mention that this is a preliminary discussion. THe out come of this discussion would be informed to him after a few days.
c. His reaction and responses to this meet would help you understand whats the real issue. (I sincerely hope)
d. If not - have another discussion with a senior employee being present some days later
e. During the discussion - please explain to the trainer that his reaction to the female colleague is NOT TO change and there should be NO thoughts of revenge or reaction. Yes, the trainer needs to know who and when the issue was raised. We need to be fair to him too.
f. The trainer need to be informed that he is NOT to try and discuss this issue with the female separately or confront her in any way at all. Even after the the investigation is completed.
g. Lastly, please document the entire sequence of discussions and responses and store in a safe folder.
These issues - are expected to remain confidential with HR and unless proven guilty there is to be no word of a scandal at all.
If the trainer is guilty - i guess you will need to deal with the issue as per your policy guidelines.
If the charges bought against the trainer are proved to be false - you may need to initiate appropriate action against the female employee
Please note, the female employee could if she wished take things forward legally - the company did not help make the place a safe place to work - INSPITE of informing HR of the harrassment she faced.
Regards
Richard
From India, Mumbai
If the female employee has bought this to your attention I believe as her HR its your duty to - Listen to her and ask - what or how exactly she would like this addressed. This could also give you a clue with regard to her comfort levels in taking things forward.
You need to ensure she feels - glad she has spoken out to someone & that someone being HR. THis is also a part of our job
She needs to feel secure that her talk will be kept confidential - if she wants to keep it that way. You cannot & should not force her to give it in writing. This only adds salt to the wounds. It would make her feel you dont trust her.
Next, explain to her the steps you plan to take. Some of the steps could be as under
a. You would need to update a superior of yours and keep them (the highest ranking person in HR) or the MD informed
b. You need to meet this trainer and inform him of the charges bought up and mention that this is a preliminary discussion. THe out come of this discussion would be informed to him after a few days.
c. His reaction and responses to this meet would help you understand whats the real issue. (I sincerely hope)
d. If not - have another discussion with a senior employee being present some days later
e. During the discussion - please explain to the trainer that his reaction to the female colleague is NOT TO change and there should be NO thoughts of revenge or reaction. Yes, the trainer needs to know who and when the issue was raised. We need to be fair to him too.
f. The trainer need to be informed that he is NOT to try and discuss this issue with the female separately or confront her in any way at all. Even after the the investigation is completed.
g. Lastly, please document the entire sequence of discussions and responses and store in a safe folder.
These issues - are expected to remain confidential with HR and unless proven guilty there is to be no word of a scandal at all.
If the trainer is guilty - i guess you will need to deal with the issue as per your policy guidelines.
If the charges bought against the trainer are proved to be false - you may need to initiate appropriate action against the female employee
Please note, the female employee could if she wished take things forward legally - the company did not help make the place a safe place to work - INSPITE of informing HR of the harrassment she faced.
Regards
Richard
From India, Mumbai
Dear sir
The law is also settled now by the judgment of Vishakha vs state of rajasthan wherein the guidelines to be followed in case of sexual harassment are laid down. You need to form an enquiry panel of majority women and chaired by a woman to investigate the charges levelled against the employee indulging in such behaviour. First a chargesheet needs to be issued. The judgment also specifies which behaviour amounts to sexual harassment.
In addition please also form a sexual harassment committee in your organisation which is a legal requisite, wherein again half the members are women. Any complaints of sexual harassment by female employees are to be reported to this committee which shall take necessary steps from time to time.
9011075672
From India, Pune
The law is also settled now by the judgment of Vishakha vs state of rajasthan wherein the guidelines to be followed in case of sexual harassment are laid down. You need to form an enquiry panel of majority women and chaired by a woman to investigate the charges levelled against the employee indulging in such behaviour. First a chargesheet needs to be issued. The judgment also specifies which behaviour amounts to sexual harassment.
In addition please also form a sexual harassment committee in your organisation which is a legal requisite, wherein again half the members are women. Any complaints of sexual harassment by female employees are to be reported to this committee which shall take necessary steps from time to time.
9011075672
From India, Pune
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