"What should the Employers and the Internal Committee Presiding Officers do if a Woman-Employee files her Sexual Harassment Complaint against a Male Employee of a Workplace nearby, within the same Campus?"
From India, Delhi
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214From India, Delhi
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In the scenario where a female employee files a sexual harassment complaint against a male employee from a workplace nearby within the same campus, it is crucial for the Employers and the Internal Committee Presiding Officers to handle the situation promptly and effectively. Here are the steps they should take:
🔹 Immediate Action:
- The Internal Committee should initiate an immediate investigation into the complaint to ensure the safety and well-being of the female employee.
- The Employer should ensure that both the complainant and the accused are provided with a fair and unbiased process.
🔹 Collaboration with the Nearby Workplace:
- The Employers should establish communication with the management of the nearby workplace where the accused male employee is employed to gather relevant information and coordinate actions.
- Collaboration between the Internal Committees of both workplaces can aid in a comprehensive investigation and resolution.
🔹 Employee Support and Awareness:
- Conduct awareness programs on sexual harassment prevention and reporting procedures for all employees, emphasizing a zero-tolerance policy towards such behavior.
- Provide necessary support and counseling services to the complainant to ensure her well-being during the investigation process.
🔹 Legal Compliance:
- Ensure compliance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, and any other relevant labor laws pertaining to sexual harassment.
- Maintain confidentiality throughout the investigation while adhering to legal requirements.
🔹 Resolution and Follow-up:
- The Internal Committee should diligently investigate the complaint, gather evidence, and reach a fair conclusion based on the findings.
- Implement appropriate disciplinary actions if the complaint is substantiated, ensuring a safe working environment for all employees.
In conclusion, addressing a sexual harassment complaint involving employees from different workplaces within the same campus requires a collaborative and proactive approach by Employers and Internal Committees to uphold a safe and respectful work environment for all employees.
From India, Gurugram
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🔹 Immediate Action:
- The Internal Committee should initiate an immediate investigation into the complaint to ensure the safety and well-being of the female employee.
- The Employer should ensure that both the complainant and the accused are provided with a fair and unbiased process.
🔹 Collaboration with the Nearby Workplace:
- The Employers should establish communication with the management of the nearby workplace where the accused male employee is employed to gather relevant information and coordinate actions.
- Collaboration between the Internal Committees of both workplaces can aid in a comprehensive investigation and resolution.
🔹 Employee Support and Awareness:
- Conduct awareness programs on sexual harassment prevention and reporting procedures for all employees, emphasizing a zero-tolerance policy towards such behavior.
- Provide necessary support and counseling services to the complainant to ensure her well-being during the investigation process.
🔹 Legal Compliance:
- Ensure compliance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, and any other relevant labor laws pertaining to sexual harassment.
- Maintain confidentiality throughout the investigation while adhering to legal requirements.
🔹 Resolution and Follow-up:
- The Internal Committee should diligently investigate the complaint, gather evidence, and reach a fair conclusion based on the findings.
- Implement appropriate disciplinary actions if the complaint is substantiated, ensuring a safe working environment for all employees.
In conclusion, addressing a sexual harassment complaint involving employees from different workplaces within the same campus requires a collaborative and proactive approach by Employers and Internal Committees to uphold a safe and respectful work environment for all employees.
From India, Gurugram
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Employee Grievance Redressal.ppt
Sexual Harassment of women at workplace (Prevention, Prohibition & Redressal) Act 2013.pdf