Dear seniors,
I have been working as an HR manager in a real estate firm for one year. Since the beginning, one of the directors has been making cheap comments about me. I tried to ignore it 2-3 times, but later I replied to him harshly as the comments were body shaming. Since that day, the director has created an uncomfortable environment for me in the office, and without my knowledge, hired someone else to replace me. Now, he is forcing me to resign immediately, claiming that my profile is no longer needed. Seniors, I really need your advice on what I should do now.
Regards, Neha
From India, Noida
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I have been working as an HR manager in a real estate firm for one year. Since the beginning, one of the directors has been making cheap comments about me. I tried to ignore it 2-3 times, but later I replied to him harshly as the comments were body shaming. Since that day, the director has created an uncomfortable environment for me in the office, and without my knowledge, hired someone else to replace me. Now, he is forcing me to resign immediately, claiming that my profile is no longer needed. Seniors, I really need your advice on what I should do now.
Regards, Neha
From India, Noida
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Dear Neha,
As an HR professional, why did you approach this forum belatedly? You could have sought advice on how to handle unsavory comments by one of the Directors. Instead of an emotional outburst, you could have told him in private about your feelings. During this meeting, you could have recorded the conversation on your mobile to generate evidence. You could have pointed out that his remarks fall within the purview of sexual harassment. If the Director had remained intractable, then you could have raised an official complaint on sexual harassment.
Anyway, this learning is in hindsight and has no consequence for the challenge at hand. Now the solution to your problem lies in approaching the MD of your company. In real estate companies, there is typically a one-man show, and this one person is usually the MD. Write a letter/email to the MD asking for a meeting. Without evidence, you have weakened your case. However, there is nothing wrong with taking a chance. If the MD also remains inexorable, then there is no option but to quit the company!
Thanks,
Dinesh Divekar
From India, Bangalore
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8032As an HR professional, why did you approach this forum belatedly? You could have sought advice on how to handle unsavory comments by one of the Directors. Instead of an emotional outburst, you could have told him in private about your feelings. During this meeting, you could have recorded the conversation on your mobile to generate evidence. You could have pointed out that his remarks fall within the purview of sexual harassment. If the Director had remained intractable, then you could have raised an official complaint on sexual harassment.
Anyway, this learning is in hindsight and has no consequence for the challenge at hand. Now the solution to your problem lies in approaching the MD of your company. In real estate companies, there is typically a one-man show, and this one person is usually the MD. Write a letter/email to the MD asking for a meeting. Without evidence, you have weakened your case. However, there is nothing wrong with taking a chance. If the MD also remains inexorable, then there is no option but to quit the company!
Thanks,
Dinesh Divekar
From India, Bangalore
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Thank you so much for your reply sir Please suggest should I file any complaint against him as per law
From India, Noida
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From India, Noida
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Dear Neha,
You could have filed a complaint of sexual harassment depending on the type of harassment. However, as written in the previous post, the complaints are taken seriously provided there is incontrovertible material evidence. Where is the evidence in your case? As far as India is concerned, the conviction rate in sexual assault cases is just 26%. In the court hearings, judges admit that the sexual assault has taken place but because of the lack of evidence, the accused is/are acquitted.
Thanks,
Dinesh Divekar
From India, Bangalore
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You could have filed a complaint of sexual harassment depending on the type of harassment. However, as written in the previous post, the complaints are taken seriously provided there is incontrovertible material evidence. Where is the evidence in your case? As far as India is concerned, the conviction rate in sexual assault cases is just 26%. In the court hearings, judges admit that the sexual assault has taken place but because of the lack of evidence, the accused is/are acquitted.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Neha,
In confirmation of the contents provided by Mr. Dinesh Divekar, I wish to add further information. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has a provision for an Internal Complaint Committee where complaints should initially be lodged. The committee is responsible for resolving the matter within a specified timeframe. If you are dissatisfied with the results, you may proceed to file a case against the perpetrator with concrete evidence.
Thank you.
From India, Jaipur
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In confirmation of the contents provided by Mr. Dinesh Divekar, I wish to add further information. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has a provision for an Internal Complaint Committee where complaints should initially be lodged. The committee is responsible for resolving the matter within a specified timeframe. If you are dissatisfied with the results, you may proceed to file a case against the perpetrator with concrete evidence.
Thank you.
From India, Jaipur
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