Dear Parul Makkar
Good contribution. I feel your Hotel has handled the issue rightly. The problem of female staff is acute in hospitality industry. I will recommend you to read the well known judgement of Supreme Court in Vishakha case, which is available in the net. Labour Commissioners have issued direction based on that judgement and it is necessary to follow those direction also, even if you are handling the situation excellently.
O Abdul Hameed
Formerly Addl.Commissioner
ESI Corporation New Delhi
From India, Coimbatore
54Good contribution. I feel your Hotel has handled the issue rightly. The problem of female staff is acute in hospitality industry. I will recommend you to read the well known judgement of Supreme Court in Vishakha case, which is available in the net. Labour Commissioners have issued direction based on that judgement and it is necessary to follow those direction also, even if you are handling the situation excellently.
O Abdul Hameed
Formerly Addl.Commissioner
ESI Corporation New Delhi
From India, Coimbatore
hello Navdeep
what happen to you? Don't take any problem within you? It may create so many problems to you.Just present your findings to the top management.Before that ensure your findings are correct or not.Collect every details very carefully.Don't make panic.
All the Best!!!!
Regards,
Venkat
From India, Salai
what happen to you? Don't take any problem within you? It may create so many problems to you.Just present your findings to the top management.Before that ensure your findings are correct or not.Collect every details very carefully.Don't make panic.
All the Best!!!!
Regards,
Venkat
From India, Salai
Dear Shaik She told me because i am in HR department & she is not comfortble because he is sometime getting extra helpful to her. Regards: Navdeep
From India, Chandigarh
From India, Chandigarh
[QUOTE=sargi;1821371]Dear All,
This is Navdeep from xxxxx. We are dealing into software development. There is an issue came up in our organisation.
I was conducting session of one of our female employee and in the session she told me the senior male person who is giving her trainings she is not comfortable with him. he was calling her in the past month everyday but she was ignoring him. How can i solve this problem because he is not disturbing her right now but she is not comfortable with him whenever he is giving trainings
and the other problem is how can i represent this problem in fromt of my seniors as one of our senior is very agressive.
Please help me asap.
thanx
Navdeep
navdeep dont action again manager , first of all you know about previous experince then, now you find in Hide what is going on both , female is doing wrong complient are manger is wrong behavior
then you take action only hand writing complient
Do as per avidance only
thanks&besafe
mdsafi
From India, Gurgaon
This is Navdeep from xxxxx. We are dealing into software development. There is an issue came up in our organisation.
I was conducting session of one of our female employee and in the session she told me the senior male person who is giving her trainings she is not comfortable with him. he was calling her in the past month everyday but she was ignoring him. How can i solve this problem because he is not disturbing her right now but she is not comfortable with him whenever he is giving trainings
and the other problem is how can i represent this problem in fromt of my seniors as one of our senior is very agressive.
Please help me asap.
thanx
Navdeep
navdeep dont action again manager , first of all you know about previous experince then, now you find in Hide what is going on both , female is doing wrong complient are manger is wrong behavior
then you take action only hand writing complient
Do as per avidance only
thanks&besafe
mdsafi
From India, Gurgaon
Dear Mr. Navdeep,
Thanks for your prompt reply.
Please pay attention to my views below.
1) If she is getting ADDITIONAL HELP, she has RIGHT to ACCEPT or REJECT it. She could have either COMMUNICATED to him BOLDLY or WARNED him not to REPEAT it in the NEAREST FUTURE. I wonder if she had done this or not
2) If she can sort out her issue on her own, there is NO RIGHT for anyone to ignite this issue and compel her to take SERIOUS ACTION.
3) If you are the AUTHORITY, only then you have right to call both employees for DISCUSSIONS if the MATTER IS GETTING WORSE.
4) FOCUS on the ISSUE/PROBLEM BEING FACED/EXPERIENCED and the LOSS INCURRED by her but, DON'T TAKE ANYTHING FOR GRANTED UNLESS THERE IS EVIDENCE ENOUGH TO PROVE HIM/HER GUILTY because at times FEMALE EMPLOYEES ARE HABITUAL OF MAKING A ISSUE OUT OF NOTHING. This is proportional to their LIVING STYLE, BOLDNESS and DECISION MAKING
5) Except these two employees, no one knows what happened initially. Might be there was a HEALTHY RELATION and later on it might have converted into CONFLICT. I am not sure about this but some times there might be instances of someone taking REVENGE by registering FAKE COMPLAINTS. Be careful about such behaviors.
6) Last but not the least. I am repeating this again. To my knowledge, if she is ASSERTIVE & BOLD EMPLOYEE, she could have dealt this problem by herself without disclosing it to you. But, why did she reveal to you when he had stopped offering additional support instead of REPORTING IT WHEN THE IRON WAS HOT.
Because of the BLIND LAW WHICH IS ALWAYS IN FAVOUR OF FEMALES, any issues related to FEMALE EMPLOYEES need to be dealt WISELY. Since we are EDUCATED MATURED PROFESSIONALS, I advise not to REACT or TAKE HER SIDE whenever a FEMALE EMPLOYEE registered her complains without carrying out PROPER INVESTIGATION.
Take support of your management and sort out the ISSUE/PROBLEM and see to that there won't be any such issues in future.
With profound regards
From India, Chennai
Thanks for your prompt reply.
Please pay attention to my views below.
1) If she is getting ADDITIONAL HELP, she has RIGHT to ACCEPT or REJECT it. She could have either COMMUNICATED to him BOLDLY or WARNED him not to REPEAT it in the NEAREST FUTURE. I wonder if she had done this or not
2) If she can sort out her issue on her own, there is NO RIGHT for anyone to ignite this issue and compel her to take SERIOUS ACTION.
3) If you are the AUTHORITY, only then you have right to call both employees for DISCUSSIONS if the MATTER IS GETTING WORSE.
4) FOCUS on the ISSUE/PROBLEM BEING FACED/EXPERIENCED and the LOSS INCURRED by her but, DON'T TAKE ANYTHING FOR GRANTED UNLESS THERE IS EVIDENCE ENOUGH TO PROVE HIM/HER GUILTY because at times FEMALE EMPLOYEES ARE HABITUAL OF MAKING A ISSUE OUT OF NOTHING. This is proportional to their LIVING STYLE, BOLDNESS and DECISION MAKING
5) Except these two employees, no one knows what happened initially. Might be there was a HEALTHY RELATION and later on it might have converted into CONFLICT. I am not sure about this but some times there might be instances of someone taking REVENGE by registering FAKE COMPLAINTS. Be careful about such behaviors.
6) Last but not the least. I am repeating this again. To my knowledge, if she is ASSERTIVE & BOLD EMPLOYEE, she could have dealt this problem by herself without disclosing it to you. But, why did she reveal to you when he had stopped offering additional support instead of REPORTING IT WHEN THE IRON WAS HOT.
Because of the BLIND LAW WHICH IS ALWAYS IN FAVOUR OF FEMALES, any issues related to FEMALE EMPLOYEES need to be dealt WISELY. Since we are EDUCATED MATURED PROFESSIONALS, I advise not to REACT or TAKE HER SIDE whenever a FEMALE EMPLOYEE registered her complains without carrying out PROPER INVESTIGATION.
Take support of your management and sort out the ISSUE/PROBLEM and see to that there won't be any such issues in future.
With profound regards
From India, Chennai
yeah as per khadir, they might have earlier been in some affair and had good times then something must have happened wrong, so we cant tell if that female is totally innocent like cow
From India, Madras
From India, Madras
Hi friends ,
I think a very simple matter is dragged for very long.
A woman has to be very courageous jn this world to
survive . The lady in question should directly face
the oppressor , point out his wrong doings and at
the same time make it clear to him that she will not
only bring his misadventures to the notice of company
management but also law enforcing authorities if he
does not behave himself . Matter will be solved and
still if the concerned person continues same way ,
she should do whatever possible to teach him a
lesson so that he does not try his antics with others.
Suffering in silence , fearing losing job or 'what will
people say ' will not take her anywhere. However ,
seniors have given ample suggestins for her comfort.
Best wishes ,
Aspirations
From India, Bangalore
I think a very simple matter is dragged for very long.
A woman has to be very courageous jn this world to
survive . The lady in question should directly face
the oppressor , point out his wrong doings and at
the same time make it clear to him that she will not
only bring his misadventures to the notice of company
management but also law enforcing authorities if he
does not behave himself . Matter will be solved and
still if the concerned person continues same way ,
she should do whatever possible to teach him a
lesson so that he does not try his antics with others.
Suffering in silence , fearing losing job or 'what will
people say ' will not take her anywhere. However ,
seniors have given ample suggestins for her comfort.
Best wishes ,
Aspirations
From India, Bangalore
Dear Navdeep,
You seem to be having two problems one that one of your female employees is not comfortable with a male trainer/officer of your company, and that this or similar incident may not recur with another female employee.
Long back, say about 15 years ago the Govt. of India had issued instructions to all departments and industrial organisation to notify a women's grievance redressal cell which may be headed by a woman officer of the organisation along with a few other officers to go through the complaint(s) , if any, made by a female employee against a male officer/employee for having made indecent remarks/expressions/gestures.As making indecent remarks/expressions/gestures was declared one of the major misconducts.
In view of the above position, it is incumbent upon the employee concerned to make a formal complaint to her controlling oficer/HR Officer towards the sexual harassment she suffered at the hands of the other officer concerned. The complaint has to have a verbatim/clear narrationof the act on the part of the male officer which caused her harrasment. As the HR Oficer you should have the case enquired into by a committee consisting of a female officer and a male officer and submit your report to the Headof the organisation for taking suitable action in the matter. Please ensure that the complete enquiry proceedings have to be held in camera.
In case the affected employee does not want to rake up the issue formally, please find out:
a. whether the complainant is not trying to implicate the other officer for some other reasons?
b. why does she not like to make /pursue with her complaint, reasons therefor?
However, in any case, you may like to have notified conspicuously the composition of the Womens Grievance Redressal Committee and name of the nodal officer, this should good to avoid recurrence of such incidents.
In case you are unable to lay your hands on the instructions as referred to above, pl. come back I try to find out the same for you.
Regards
S.K.Johri
From India, Delhi
You seem to be having two problems one that one of your female employees is not comfortable with a male trainer/officer of your company, and that this or similar incident may not recur with another female employee.
Long back, say about 15 years ago the Govt. of India had issued instructions to all departments and industrial organisation to notify a women's grievance redressal cell which may be headed by a woman officer of the organisation along with a few other officers to go through the complaint(s) , if any, made by a female employee against a male officer/employee for having made indecent remarks/expressions/gestures.As making indecent remarks/expressions/gestures was declared one of the major misconducts.
In view of the above position, it is incumbent upon the employee concerned to make a formal complaint to her controlling oficer/HR Officer towards the sexual harassment she suffered at the hands of the other officer concerned. The complaint has to have a verbatim/clear narrationof the act on the part of the male officer which caused her harrasment. As the HR Oficer you should have the case enquired into by a committee consisting of a female officer and a male officer and submit your report to the Headof the organisation for taking suitable action in the matter. Please ensure that the complete enquiry proceedings have to be held in camera.
In case the affected employee does not want to rake up the issue formally, please find out:
a. whether the complainant is not trying to implicate the other officer for some other reasons?
b. why does she not like to make /pursue with her complaint, reasons therefor?
However, in any case, you may like to have notified conspicuously the composition of the Womens Grievance Redressal Committee and name of the nodal officer, this should good to avoid recurrence of such incidents.
In case you are unable to lay your hands on the instructions as referred to above, pl. come back I try to find out the same for you.
Regards
S.K.Johri
From India, Delhi
Why Discomfort
What did she do, when he was calling her continuously
Why it was not reported to the management or HR at that time
Did u ever speak to the concerned trainer
Is the same sense of feeling prevailing among other female employees who are undergoing training
Is this female employee has discomfort in the content or with the person
Why the hesitation in giving written complaint
What is ur problem if ur senior are agressive
If action has to be taken, then it has to be taken, why bother about aggressiveness
As HR why this much hesitation/dilemma from your side
Please answer the above to yourself, you will get an answer....
From India, Coimbatore
What did she do, when he was calling her continuously
Why it was not reported to the management or HR at that time
Did u ever speak to the concerned trainer
Is the same sense of feeling prevailing among other female employees who are undergoing training
Is this female employee has discomfort in the content or with the person
Why the hesitation in giving written complaint
What is ur problem if ur senior are agressive
If action has to be taken, then it has to be taken, why bother about aggressiveness
As HR why this much hesitation/dilemma from your side
Please answer the above to yourself, you will get an answer....
From India, Coimbatore
Hi Navdeep,
I am very perturbed but not surprised to learn about the incident.
Sexual harassment in different forms takes place at a lot of places.
THE REPLIES of a lot of members reflects the Male Dominant attitude of our Society
# Blame the Victim(woman)
# Why doesn't she put it in writing
# She must have had an affair
My suggestions are >
1. Ask her for specifics.
2. Tell her to be bold and be firm with that guy.
3. In case he still persists, report to your higher manager with the details.
4. In case there is a problem with the training manager it needs to be sorted out at the earliest.
lest he gets bolder and bolder with subsequent acts.
5. Creating a positive and safe environment for women is the responsibility of every company & HR persons.
6. Be bold and take appropriate steps, someone should bell the cat.
From India, Delhi
I am very perturbed but not surprised to learn about the incident.
Sexual harassment in different forms takes place at a lot of places.
THE REPLIES of a lot of members reflects the Male Dominant attitude of our Society
# Blame the Victim(woman)
# Why doesn't she put it in writing
# She must have had an affair
My suggestions are >
1. Ask her for specifics.
2. Tell her to be bold and be firm with that guy.
3. In case he still persists, report to your higher manager with the details.
4. In case there is a problem with the training manager it needs to be sorted out at the earliest.
lest he gets bolder and bolder with subsequent acts.
5. Creating a positive and safe environment for women is the responsibility of every company & HR persons.
6. Be bold and take appropriate steps, someone should bell the cat.
From India, Delhi
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