Hi,
Before making any decision, you must consider both sides and their perspectives. I would not always agree with what a woman says. It could even be due to personal animosity that they are behaving this way. If you have not installed CCTV with audio in your office, please do so. CCTV is not intended to invade privacy, as the office is not a private space. Monitoring through CCTV provides comfort and security. It will always be useful for reviewing past events during playback sessions.
Make decisions based on who would be good or bad without hesitation, even if it means losing a good employee in work performance but not in ethical standards.
Regards,
Vasu
From India, Madras
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Before making any decision, you must consider both sides and their perspectives. I would not always agree with what a woman says. It could even be due to personal animosity that they are behaving this way. If you have not installed CCTV with audio in your office, please do so. CCTV is not intended to invade privacy, as the office is not a private space. Monitoring through CCTV provides comfort and security. It will always be useful for reviewing past events during playback sessions.
Make decisions based on who would be good or bad without hesitation, even if it means losing a good employee in work performance but not in ethical standards.
Regards,
Vasu
From India, Madras
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Hi Vasu,
Alex, in his query, mentioned that management had received complaints from a couple of female employees accusing someone of engaging in such activities. Therefore, management must investigate and take necessary action. If sexual harassment (SH) is proven, strict action must be taken. Sexual harassment is not just a normal disciplinary issue; it is a legal and social crime, so there must be real consequences.
While installing CCTV cameras is a good idea, it may not be feasible to have them everywhere, as the accused can still engage in inappropriate behavior outside the office premises.
[White Eagle](http://kuldeeprathore.blogspot.com/)
From India, Hyderabad
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24Alex, in his query, mentioned that management had received complaints from a couple of female employees accusing someone of engaging in such activities. Therefore, management must investigate and take necessary action. If sexual harassment (SH) is proven, strict action must be taken. Sexual harassment is not just a normal disciplinary issue; it is a legal and social crime, so there must be real consequences.
While installing CCTV cameras is a good idea, it may not be feasible to have them everywhere, as the accused can still engage in inappropriate behavior outside the office premises.
[White Eagle](http://kuldeeprathore.blogspot.com/)
From India, Hyderabad
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Please lodge an F.I.R. against the recently promoted team leader, and your management should also be held accountable for neglecting the written complaints of female workers regarding sexual harassment. This action should be taken immediately.
From India, New Delhi
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From India, New Delhi
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Dear MajorPal,
Please don't conclude or rush without evaluating the situation. Even the court doesn't follow the same procedure. How sure are you that the given complaint is 101% genuine? Kindly, don't compel anybody to take biased decisions (forged). You are making people react rather than respond.
With profound regards,
From India, Chennai
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Please don't conclude or rush without evaluating the situation. Even the court doesn't follow the same procedure. How sure are you that the given complaint is 101% genuine? Kindly, don't compel anybody to take biased decisions (forged). You are making people react rather than respond.
With profound regards,
From India, Chennai
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Can someone please share their sexual harassment policy as applicable in India? I am in the process of developing the same for our organization. Thanks Varshita
From India, Mumbai
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From India, Mumbai
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Dear Friend,
Please suspend the team leader pending investigation and complete the inquiry within 48 hours. Record statements of all witnesses in writing and verify his character from his previous companies. If this behavior is habitual, he may have acted similarly in the past.
If more than one female employee has reported against the team leader, it is a major cause for concern.
Give the delinquent team leader a sternly worded warning in writing as a final opportunity to improve.
Place him under regular scrutiny and monitor his behavior closely. If there are even the slightest signs of recurrence, terminate his services promptly to protect your team and the company. Failure to do so could result in serious consequences.
Alternatively, terminate his employment immediately.
As an HR Head in my career, I have employed a similar strategy.
Warm Regards,
Bharat Gera
HR Consultant
From India, Thane
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Please suspend the team leader pending investigation and complete the inquiry within 48 hours. Record statements of all witnesses in writing and verify his character from his previous companies. If this behavior is habitual, he may have acted similarly in the past.
If more than one female employee has reported against the team leader, it is a major cause for concern.
Give the delinquent team leader a sternly worded warning in writing as a final opportunity to improve.
Place him under regular scrutiny and monitor his behavior closely. If there are even the slightest signs of recurrence, terminate his services promptly to protect your team and the company. Failure to do so could result in serious consequences.
Alternatively, terminate his employment immediately.
As an HR Head in my career, I have employed a similar strategy.
Warm Regards,
Bharat Gera
HR Consultant
From India, Thane
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First, let us be clear that discipline comes before performance in a workplace. By not taking action against a high performer, you may lose the trust of many good performers whose morale decreases. In all PSUs, there is a Committee Against Sexual Harassment in the Workplace, which receives complaints from affected employees, investigates the complaints, including interviewing other colleagues. Once the Committee is convinced of the harassment, the culprit is issued a caution letter and transferred because keeping them in the same place would be uncomfortable for both the culprit and the harassed individual. This way, you can ensure no drop in performance. The existence of a Committee to address such grievances acts as a warning and deterrent to those who may be susceptible to their basic instincts. A circular about the Committee's existence should be issued to all branches/units and prominently displayed. Visiting/inspecting officials should ensure such a display. It is also beneficial to have an HR Audit conducted by officials from the Head Office/Controlling Office at least once a year.
From India, New Delhi
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From India, New Delhi
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