Hi Friends,
I work as an HR for a reputed financial company that is basically into Equity Research & Investment Funds. I have been assigned a task to draft an email in order to email all the employees across India to follow the office decorum, which may include behavior, office timings, and various general things that need to be followed by each one. Please help me with the same.
From India, Mumbai
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I work as an HR for a reputed financial company that is basically into Equity Research & Investment Funds. I have been assigned a task to draft an email in order to email all the employees across India to follow the office decorum, which may include behavior, office timings, and various general things that need to be followed by each one. Please help me with the same.
From India, Mumbai
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Dear Theresa,
The best way to go about this is to refer to the company manual, draft a message, and seek help to improve upon it, if needed. Please see if the information at https://careers.workopolis.com/advic...place-manners/ and https://toggl.com/business-etiquette-rules/ is of any use.
Thank you.
From United Kingdom
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1708The best way to go about this is to refer to the company manual, draft a message, and seek help to improve upon it, if needed. Please see if the information at https://careers.workopolis.com/advic...place-manners/ and https://toggl.com/business-etiquette-rules/ is of any use.
Thank you.
From United Kingdom
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For maintaining, upholding office decorum is a legally enforceable obligation (employment being a contract in itself) on the part of each employed person and others present at the establishment premises. To ensure that establishments such as yours frame service rules under Shops and Establishments Act and rules applicable in Maharashtra. Quote the relevant provisions of/from the codified service rules, specifying also that any indecent act, riotous behavior, act of moral turpitude, and indiscipline, and inter alia, any unwelcome act towards any woman will amount to and therefore shall be treated as acts of misconduct for which disciplinary action as per the service rules shall be initiated. In fact, any act unworthy of employment constitutes an act of misconduct.
Further, now that the provisions of Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act 2013 apply to every employer of every workplace - there is no exemption whatsoever therefrom - please frame and display at a conspicuous place your establishment's policy statement in alignment with the aforementioned Act 2013 (Section 19 Heading Duties of Employer). Not only that, the presiding officer of your internal committee is law-bound by Section 21 of the said Act of 2013 to file an annual report before the district officer that there were no sexual harassment complaints in the preceding calendar year. Likewise, the head of your establishment needs to incorporate the information in the company's annual report.
Requests for clarification and/or assistance are welcome.
Kritarth Team, 25 June 2018
From India, Delhi
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Further, now that the provisions of Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act 2013 apply to every employer of every workplace - there is no exemption whatsoever therefrom - please frame and display at a conspicuous place your establishment's policy statement in alignment with the aforementioned Act 2013 (Section 19 Heading Duties of Employer). Not only that, the presiding officer of your internal committee is law-bound by Section 21 of the said Act of 2013 to file an annual report before the district officer that there were no sexual harassment complaints in the preceding calendar year. Likewise, the head of your establishment needs to incorporate the information in the company's annual report.
Requests for clarification and/or assistance are welcome.
Kritarth Team, 25 June 2018
From India, Delhi
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