Dear Members,
This attachment talks about:In India, it has been only six years since sexual harassment was for the first time recognised by The Supreme Court as human rights violation and gender based systemic discrimination that affects women?s Right to Life and Livelihood. The Court defined sexual harassment very clearly as well as provided guidelines for employers to redress and prevent sexual harassment at workplace.
SEXUAL HARASSMENT POLICY
I] Adopting Sexual Harassment Policy:
What should be included in an anti-harassment policy? A basic policy should set forth the following:
an express commitment to eradicate and prevent sexual harassment and express prohibition of sexual harassment;
a definition of sexual harassment including both quid pro quo and hostile work environment giving examples;
an explanation of penalties (including termination) the employer will impose for substantiated sexual harassment conduct;
a detailed outline of the grievance procedure employees should use;
a clear statement that anyone found guilty of harassment after investigation will be subject to immediate and appropriate disciplinary action
a clear understanding and strict rules regarding harassment of or by third parties like clients, customers etc.
additional resource or contact persons available for support and consultation;
an express commitment to keep all sexual harassment complaints and procedures confidential and time bound;
provisions for training of employees at all levels.
an anti retaliation policy providing protection against retaliation to complainants, witnesses, Complaints Committee members and other employees involved in prevention and complaints resolution.
Policies and procedures should be adopted after consultation or negotiation with employee representatives. Experience suggests that strategies to create and maintain a working environment in which the dignity of employees is respected are most likely to be effective where they are jointly agreed.
Regards
Chennai.Ibrahim
From India, Hyderabad
35This attachment talks about:In India, it has been only six years since sexual harassment was for the first time recognised by The Supreme Court as human rights violation and gender based systemic discrimination that affects women?s Right to Life and Livelihood. The Court defined sexual harassment very clearly as well as provided guidelines for employers to redress and prevent sexual harassment at workplace.
SEXUAL HARASSMENT POLICY
I] Adopting Sexual Harassment Policy:
What should be included in an anti-harassment policy? A basic policy should set forth the following:
an express commitment to eradicate and prevent sexual harassment and express prohibition of sexual harassment;
a definition of sexual harassment including both quid pro quo and hostile work environment giving examples;
an explanation of penalties (including termination) the employer will impose for substantiated sexual harassment conduct;
a detailed outline of the grievance procedure employees should use;
a clear statement that anyone found guilty of harassment after investigation will be subject to immediate and appropriate disciplinary action
a clear understanding and strict rules regarding harassment of or by third parties like clients, customers etc.
additional resource or contact persons available for support and consultation;
an express commitment to keep all sexual harassment complaints and procedures confidential and time bound;
provisions for training of employees at all levels.
an anti retaliation policy providing protection against retaliation to complainants, witnesses, Complaints Committee members and other employees involved in prevention and complaints resolution.
Policies and procedures should be adopted after consultation or negotiation with employee representatives. Experience suggests that strategies to create and maintain a working environment in which the dignity of employees is respected are most likely to be effective where they are jointly agreed.
Regards
Chennai.Ibrahim
From India, Hyderabad
Dear Mr Ibrahim,
This is an excellent post but we should agree that the level of awareness on Sexual Harassment Committee is very low.
It is not surprising that many of the Companies either do not have or do not adhere to these guidelines.
Meraj
This is an excellent post but we should agree that the level of awareness on Sexual Harassment Committee is very low.
It is not surprising that many of the Companies either do not have or do not adhere to these guidelines.
Meraj
But what if a male employee is harassed up to the limit to withdrew from the job if he has refused to provide some entertainment? I don't want to reveal the unclear part of incident but think the sentence in itself has provided what sort of entertainment he would have been asked.
Can anyone highlight some more aspect on this point.
From India, Jaipur
Can anyone highlight some more aspect on this point.
From India, Jaipur
The Supreme Court guidelines and the The Sexual Harassment of Women at the Workplace (Prevention and Redressal) Bill, 2004 (later revised in 2006) have made it explicit that it is mandatory on the part of an employer to ensure an environment free from the threat of any kind of sexual harassment and exploitation.
The Supreme Court has mandated every organisation to have a committee to address incidents of sexual harassment in the workplace. However, a Committee alone will not solve the issue in its entirety, as its presence does not address the issue from the roots. Organisations need to think of a series of steps to address this phenomenon in its varied dimensions. In this context, having a Policy Against Sexual Harassment will be useful in developing a strategy to deal with sexual harassment in the workplace.
Sexual harassment at work place, schools, collages, parties, travel, roads etc. is a very common news which we hear the most. Most of the peoples are not aware about sexual harassment and its very important to make them aware, this will help us to decrease occurring sexual harassment. By the help of Pria's (NGO) website we can came to know a lots of things base on sexual harassment. It's my personal experience that this website help girls a lot and we can share our views and quarries with others in its forum.
From India, Delhi
The Supreme Court has mandated every organisation to have a committee to address incidents of sexual harassment in the workplace. However, a Committee alone will not solve the issue in its entirety, as its presence does not address the issue from the roots. Organisations need to think of a series of steps to address this phenomenon in its varied dimensions. In this context, having a Policy Against Sexual Harassment will be useful in developing a strategy to deal with sexual harassment in the workplace.
Sexual harassment at work place, schools, collages, parties, travel, roads etc. is a very common news which we hear the most. Most of the peoples are not aware about sexual harassment and its very important to make them aware, this will help us to decrease occurring sexual harassment. By the help of Pria's (NGO) website we can came to know a lots of things base on sexual harassment. It's my personal experience that this website help girls a lot and we can share our views and quarries with others in its forum.
From India, Delhi
SEXUAL HARASSMENT
Most of the peoples are not aware about sexual harassment and its very important to make them aware this will help us to decrease occurring sexual harassment in our country. By the help of Pria's (NGO) website we can came to know a lots of things base on sexual harassment. It helped me and other peoples a lot and we can share our views and quarries with others in its forum........
From India, Delhi
Most of the peoples are not aware about sexual harassment and its very important to make them aware this will help us to decrease occurring sexual harassment in our country. By the help of Pria's (NGO) website we can came to know a lots of things base on sexual harassment. It helped me and other peoples a lot and we can share our views and quarries with others in its forum........
From India, Delhi
Hey i have read too many sexual harassment cases and act on this forum so I thought to share...I have recently heard of this committee named Shaurya Committee that promotes awareness about Prevention, Prohibition and Redressal of Sexual Harassment of Women at Workplace, in India. They help employers take necessary actions to prevent and prohibit sexual harassment within their establishments and in the unfortunate event of any incident happening, then take necessary redressal actions as mandated by the “The Sexual Harassment (Prevention, Prohibition and Redressal) of Women At Workplace 2013 Act. Lets educate them... Here is there no. +91 22 26250252
From India, Mumbai
From India, Mumbai
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