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Sexual harassment - undertaking that employees aware of sexual harassment policy
Dear all 1. what can be an e mail or undertaking from the employee that they are aware of sexual harassment policy of pe at the time of joining in any organization. 2. what we can do as a delhi based hr company more than 100 internal employees with 50 female staff under sexual harassment policy so that we can avoid any legal hassle in future. 3. is there any annually return any format and where it needs to be submitted. is it under labour law or civil .
The top 20 sexual-harassment cases of all time - hr worldresource centers
It is important to be aware of sexualharassment laws and precedents when dealing with this sensitive topic in the workplace. while some of the examples below are truly bizarre they are representative of just how widespread damaging and seemingly subjective some of these cases can be. treat every complaint of sexual harassment with respect but make sure to hear both sides of the story before making any conclusions. this list of the top 20 sexualharassment cases of all time chronicles the misdeeds of heavyweights to truly bizarre lesserknown exploits.
Looking for third party for internal sexual harassment committee
Dear all i am an hr professional working in gurgaon. we have a sexual harassment complaint redressal committee which includes the senior members of the organization. however as per vishakha guidelines we need to have a third party as a member of committee which can be an ngo or any other body who is familiar with the issue of sexual harassment. seeking your advice how can i find and approach these bodies to be associated with us? thanks ruchi
Re: sexual harassment policy
Hi vaishaliparulekar please start using the search tab given in this site as these topics were discussed multiple times in this forum. try sexual harassment policy
Sexual harassment mandate and implementation - laid down by the supreme court of india - pdf downloads
Workplace harassment especially sexual oriented harassment is not only growing but are reported and are also dealt with judiciously. the government of india enacted the sexual harassment of women at workplace prevention prohibition and redressal act 2013 posh act 2013 from 9th december 2013. the act was formed based on the guidelines laid down by the supreme court of india in its landmark judgement vishakha v. state of rajasthan where sexual harassment was first defined. however with much wider scope now. the act legally binds the employers having 10 or more employees at a single workplace to prevent prohibit and redress sexual harassment of woman at workplace and it mandates the employer to implement it and address the issue of sexual harassment against women at the workplace proactively. shared herewith is our ppt for the benefit of community. if you feel we could be of any assistance please feel free to contact us.
Anti harassment policy
Dear seniors i have to make a anti harassment policy in my company meanwhile i came to know about gazetted notification of sexual harassment policy under which only women workers can raise their voice and is mandatory for each organization .regarding the same i have couple of doubts 1 can i include gazetted sexual harassment policy points in the anti harassment policy or do i have to make separate policies ? 2 as per gazetted notification of sexual harassmentworking committee must have one person from ngo if i want to keep only one policy how working committee should be constructed ? please help .