Dear All,
I need your valuable suggestions and inputs on the above subject matter. One of my colleagues, a female friend, is an HR professional with an MNC company that has had a union for the last 5 years. She is one of the senior employees there. Due to some salary issues, she had an argument with the Union Leader. During the argument, the Union Leader threatened her with the words, "you are a lady, be like a lady," which left her very disappointed. Please suggest what steps she should take against him as per the law.
Thanks and Regards,
From India, Bangalore
Acknowledge(0)
Amend(0)
I need your valuable suggestions and inputs on the above subject matter. One of my colleagues, a female friend, is an HR professional with an MNC company that has had a union for the last 5 years. She is one of the senior employees there. Due to some salary issues, she had an argument with the Union Leader. During the argument, the Union Leader threatened her with the words, "you are a lady, be like a lady," which left her very disappointed. Please suggest what steps she should take against him as per the law.
Thanks and Regards,
From India, Bangalore
Acknowledge(0)Amend(0)
Dear All, 17 views and no replies. Pl suggest on above matter.
From India, Bangalore
Acknowledge(0)Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
Dear Amar,
You need to elaborate more about their communication. Only saying "you are lady be like a lady" can't be proven as threatening. Is there any abuse or any words he has used that are affecting her professionalism, personal life, or her mental and physical well-being?
Please provide us with more details so that members can assist you properly.
From India, Mumbai
Acknowledge(0)Amend(0)
218You need to elaborate more about their communication. Only saying "you are lady be like a lady" can't be proven as threatening. Is there any abuse or any words he has used that are affecting her professionalism, personal life, or her mental and physical well-being?
Please provide us with more details so that members can assist you properly.
From India, Mumbai
Acknowledge(0)Amend(0)
Sir,
He indirectly threatened her in front of all workers, "Aap ek aurat ho aurat ki tarah raho, yahi aapke liye tik hai," and misbehaved with her by speaking loudly and arrogantly. I just want to know what action, as a female employee, she can take against him as per the law.
Thanks and Regards,
From India, Bangalore
Acknowledge(0)Amend(0)
He indirectly threatened her in front of all workers, "Aap ek aurat ho aurat ki tarah raho, yahi aapke liye tik hai," and misbehaved with her by speaking loudly and arrogantly. I just want to know what action, as a female employee, she can take against him as per the law.
Thanks and Regards,
From India, Bangalore
Acknowledge(0)Amend(0)
Dear Amar,
The comment made was beyond sexism and a direct attack on her safety. Please ask her to report this to the management team or the authority responsible for the safety of the employees. Under no circumstances can she take this lightly. Please ask her to set a precedent to avoid any such threats in the future. Our experts can guide you further on how to resolve this correctly.
From India, Mumbai
Acknowledge(0)Amend(0)
The comment made was beyond sexism and a direct attack on her safety. Please ask her to report this to the management team or the authority responsible for the safety of the employees. Under no circumstances can she take this lightly. Please ask her to set a precedent to avoid any such threats in the future. Our experts can guide you further on how to resolve this correctly.
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Amar,
As rightly stated by (Cite Contribution), there is no sexual overtone in the remark; hence, there is no sexual harassment. I recently dealt with a matter where a lady employee complained of a male colleague making the remark, "If you were male, I would have got your clothes removed." The Complaints Committee, after considering the whole episode, felt that there was no sexual harassment in this matter.
Yet, in this case, it is threatening and intimidating a management personnel if we look at the attending circumstances. Therefore, as management, this must not be allowed to pass by, and I would recommend action against the leader for the misconduct of threatening, intimidating, etc., as per the Standing Order clause. If further details are provided, more clarity could be provided.
KK
From India, Bhopal
Acknowledge(0)Amend(0)
As rightly stated by (Cite Contribution), there is no sexual overtone in the remark; hence, there is no sexual harassment. I recently dealt with a matter where a lady employee complained of a male colleague making the remark, "If you were male, I would have got your clothes removed." The Complaints Committee, after considering the whole episode, felt that there was no sexual harassment in this matter.
Yet, in this case, it is threatening and intimidating a management personnel if we look at the attending circumstances. Therefore, as management, this must not be allowed to pass by, and I would recommend action against the leader for the misconduct of threatening, intimidating, etc., as per the Standing Order clause. If further details are provided, more clarity could be provided.
KK
From India, Bhopal
Acknowledge(0)Amend(0)
I think you should not take this personally and should ignore. Union leaders will resort to many tactics to get their work done, including abusing the officers. You should stick to the company policy and try to convince them of the same. An HR officer is a toxic handler, for the well-being of the organization, like Lord Shiva who took poison to protect the world. While implementing company policy, HR officers may become the target of the wrath of union leaders, and that is part of the job of the HR officer; you are paid for that. Most often, it is their show-off to gain the support of members. Ultimately, union leaders also need you. Proceeding with action for comments made like this may not be useful in the long run. In the case of gross indiscipline, you need to wait for an opportunity to take severe action on a more convincing charge.
From India, Bangalore
Acknowledge(0)Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
The words seems to be not threatening words. His meaning is that ladies in general will be courteous. In my view he has uttered such words in that context.
From India, Hyderabad
Acknowledge(0)Amend(0)
From India, Hyderabad
Acknowledge(0)Amend(0)
Dear Member(s),
I fully agree with the views expressed by (Cite Contribution)1979, and such remarks should not be ignored. Such activities of union members should be reported to the seniors in the company. Though it is another issue whether action is taken against such union leaders, such reports will serve as an example for taking action in case of a repeat of such misbehavior in the future by such union leaders.
From India, Noida
Acknowledge(0)Amend(0)
I fully agree with the views expressed by (Cite Contribution)1979, and such remarks should not be ignored. Such activities of union members should be reported to the seniors in the company. Though it is another issue whether action is taken against such union leaders, such reports will serve as an example for taking action in case of a repeat of such misbehavior in the future by such union leaders.
From India, Noida
Acknowledge(0)Amend(0)
Hello Amar Manohar,
There are TWO ways of looking at the situation you mentioned—that would lead to 2 different responses.
1] Take up the incident very strongly & report the matter to the Management or her boss & insist on some sort of apology [maybe that would be a strong word...but the essential intent would be that].
2] Agreeing with VKSajan & D Gurumurthy mentioned—that quite often Union Leaders utilize such situations to impress their followers—and letting it go.
Now looking at the Pros & Cons of both responses:
If Response (1) is opted for, would that solve this problem but create another new one? This lady is in HR—is she sure that she wouldn't need to deal/interact with this Union Leader again? If Yes, then this could be a good response. But IF the answer is No, then will she be able to interact with this Union Leader [or any other Leader for that matter] professionally in the future? Frankly, I doubt it—basic Human psychology would hinder such a professional interaction from BOTH parties to each other. Not sure IF this is what your friend wishes to have as a consequence.
If Response (2) is opted for, the chances of this Leader, & maybe others later, taking his/their behavior AS ACCEPTABLE by the HR function IN TOTO are quite high. I think it would be a folly to let such reactions/remarks go without any response from the Management side.
I would suggest her to take it up with her higher-ups & some sort of an indication/rebuke/suggestion [depends on HOW it's conveyed rather than WHAT is conveyed in such situations] be given to the Union Leader to avoid any such repeats—since that would be detrimental to BOTH HIM & the HR functionaries.
It needs to be a combination of the 'carrot' & 'stick' TOGETHER. Else, the chances are that the situation would needlessly get blown out of proportion.
Regards,
TS
From India, Hyderabad
Acknowledge(0)Amend(0)
There are TWO ways of looking at the situation you mentioned—that would lead to 2 different responses.
1] Take up the incident very strongly & report the matter to the Management or her boss & insist on some sort of apology [maybe that would be a strong word...but the essential intent would be that].
2] Agreeing with VKSajan & D Gurumurthy mentioned—that quite often Union Leaders utilize such situations to impress their followers—and letting it go.
Now looking at the Pros & Cons of both responses:
If Response (1) is opted for, would that solve this problem but create another new one? This lady is in HR—is she sure that she wouldn't need to deal/interact with this Union Leader again? If Yes, then this could be a good response. But IF the answer is No, then will she be able to interact with this Union Leader [or any other Leader for that matter] professionally in the future? Frankly, I doubt it—basic Human psychology would hinder such a professional interaction from BOTH parties to each other. Not sure IF this is what your friend wishes to have as a consequence.
If Response (2) is opted for, the chances of this Leader, & maybe others later, taking his/their behavior AS ACCEPTABLE by the HR function IN TOTO are quite high. I think it would be a folly to let such reactions/remarks go without any response from the Management side.
I would suggest her to take it up with her higher-ups & some sort of an indication/rebuke/suggestion [depends on HOW it's conveyed rather than WHAT is conveyed in such situations] be given to the Union Leader to avoid any such repeats—since that would be detrimental to BOTH HIM & the HR functionaries.
It needs to be a combination of the 'carrot' & 'stick' TOGETHER. Else, the chances are that the situation would needlessly get blown out of proportion.
Regards,
TS
From India, Hyderabad
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
The Challenge of hiring and retaining women - An interview with Head HR eBay.08.pdf
Women HR Leaders - July 19 Highlights.jpg