Dear All, I need your valuable suggestions and opinion regarding this awkward situation.
Recently in our organization, we found a person sexually exploiting his team members!!
We have terminated him and blacklisted him in our current industry.
But now we want that other employees should learn a lesson from the incident and get to know for what reason this manager has been expelled.
Can I get any kind of format.. / internal memo/ stinker ....... to be posted on bill boards of all the branches about the mishappening.
Please revert back soon.
:( :( :(
From India, Delhi
7Recently in our organization, we found a person sexually exploiting his team members!!
We have terminated him and blacklisted him in our current industry.
But now we want that other employees should learn a lesson from the incident and get to know for what reason this manager has been expelled.
Can I get any kind of format.. / internal memo/ stinker ....... to be posted on bill boards of all the branches about the mishappening.
Please revert back soon.
:( :( :(
From India, Delhi
Hi Sashmita,,,,
It is very BAd Situation,,,,
The EMployees should have raised against Him,,,
Our Country is Democratic Country,,,,Or else if you ask me the punishment will be very Harsh,,,,,,,,
Kindly find attachment a Sexual Harrassment Policy,, I received the same which i am sharing with you,,,,
I am sure it will be of some use to you,,,
Regards
M. Peer Mohamed Sardhar
:D :D :D :D
From India, Coimbatore
It is very BAd Situation,,,,
The EMployees should have raised against Him,,,
Our Country is Democratic Country,,,,Or else if you ask me the punishment will be very Harsh,,,,,,,,
Kindly find attachment a Sexual Harrassment Policy,, I received the same which i am sharing with you,,,,
I am sure it will be of some use to you,,,
Regards
M. Peer Mohamed Sardhar
:D :D :D :D
From India, Coimbatore
sasmita,
first read the Supreme Court guidelines on "Visakha case".
secondly my suggestion based on WRAP are:
a) make a Harassment & sexual discrimination policy
b) get a Harassment & sexual discrimination policy commitment signed by all supervisory, managerial abe it your own or that of contractors.
c) Form a "Harassment & sexual discrimination" commitee comprising of least 50% women.
d) Post Sexual Discrimination notices throughout the facility.
e) Maintain a public resource of relevant sections of CrPC eg sec 509, Indian Evdience Act, etc available to all people in your organisation.
f) Introduce a module on the same as a part of Induction training for all employees be your won or contractors, remember to keep training records.
g) formulate an "Open Door Policy" and "Hotline" for the same.
Punitive actions in case of noncompliance of policy may lead to but are not limited to termination.
Did your organsiation inform the police (women cell) and a NGO for psychological counselling.
A new law regarding workplace harassment is in the draft stage and expected soon.
regards
suryavrat
------------------------------------------------------------------------------------
Pls visit http://humanists.net <link updated to site home>
A brief excerpt is reproduced below:
This 1999 judgment took its cue from the landmark Indian Supreme Court case of Visakha versus the State of Rajasthan, in 1997. The Visakha ruling noted the lack of existing civil and penal laws for the specific protection of women from sexual harassment at places of work. In the absence of appropriate legislation, the Court took a proactive stand by issuing a set of guidelines to be followed by all institutions until appropriate legislation was enacted. The Supreme Court proceeded on the presumption that sexual harassment was a form of gender discrimination and violated the Fundamental Right to Gender Equality and Right to Life and Liberty as guaranteed by the Indian Constitution. Notably, the ruling made special use of international legal instruments, including the Convention on the Elimination of all forms of Discrimination Against Women (CEDAW) and the Beijing Declaration, which direct all state parties to take appropriate measures to prevent discrimination of all forms against women. The ruling further noted that Article 7 of the International Covenant on Economic, Social and Cultural Rights recognizes a women's right to fair conditions of work.
From India, Delhi
first read the Supreme Court guidelines on "Visakha case".
secondly my suggestion based on WRAP are:
a) make a Harassment & sexual discrimination policy
b) get a Harassment & sexual discrimination policy commitment signed by all supervisory, managerial abe it your own or that of contractors.
c) Form a "Harassment & sexual discrimination" commitee comprising of least 50% women.
d) Post Sexual Discrimination notices throughout the facility.
e) Maintain a public resource of relevant sections of CrPC eg sec 509, Indian Evdience Act, etc available to all people in your organisation.
f) Introduce a module on the same as a part of Induction training for all employees be your won or contractors, remember to keep training records.
g) formulate an "Open Door Policy" and "Hotline" for the same.
Punitive actions in case of noncompliance of policy may lead to but are not limited to termination.
Did your organsiation inform the police (women cell) and a NGO for psychological counselling.
A new law regarding workplace harassment is in the draft stage and expected soon.
regards
suryavrat
------------------------------------------------------------------------------------
Pls visit http://humanists.net <link updated to site home>
A brief excerpt is reproduced below:
This 1999 judgment took its cue from the landmark Indian Supreme Court case of Visakha versus the State of Rajasthan, in 1997. The Visakha ruling noted the lack of existing civil and penal laws for the specific protection of women from sexual harassment at places of work. In the absence of appropriate legislation, the Court took a proactive stand by issuing a set of guidelines to be followed by all institutions until appropriate legislation was enacted. The Supreme Court proceeded on the presumption that sexual harassment was a form of gender discrimination and violated the Fundamental Right to Gender Equality and Right to Life and Liberty as guaranteed by the Indian Constitution. Notably, the ruling made special use of international legal instruments, including the Convention on the Elimination of all forms of Discrimination Against Women (CEDAW) and the Beijing Declaration, which direct all state parties to take appropriate measures to prevent discrimination of all forms against women. The ruling further noted that Article 7 of the International Covenant on Economic, Social and Cultural Rights recognizes a women's right to fair conditions of work.
From India, Delhi
Hi,
Can any body give the inspiration and motivation techniques to boost up the confidence of my students. For a brief, I am working as a consultant generally i need to place the candidate after completion of their training in our company. But candidates are of different attitudes, some of them are very confident while the other end some are not. so as a part of my profession i need to take the class before let them ready for an interview. So i request any useful tips from you to let them place in a better career option.
From India, Hyderabad
Can any body give the inspiration and motivation techniques to boost up the confidence of my students. For a brief, I am working as a consultant generally i need to place the candidate after completion of their training in our company. But candidates are of different attitudes, some of them are very confident while the other end some are not. so as a part of my profession i need to take the class before let them ready for an interview. So i request any useful tips from you to let them place in a better career option.
From India, Hyderabad
Hi Sashmita
By publicising the matter you going to create a bad culture - Yes a miseed was dobe but you should also see that so much gossip should not happen in the office regarding this among employees .
According to me.
Yopu should call a meeting for all supervisior, middle top level etc and communicate to them clearly.
Seondly formulate a Womens Commitee where any women can come and talk about and inculde CEO's Wife or MD's wife if your culture permits it and also include one top most women employee of the copmpany.
Thirdly your management should be proactive and your recuritment should be behaviour based.
Rgrds
Vinay
9866254387
Hyderabad
From India, Hyderabad
By publicising the matter you going to create a bad culture - Yes a miseed was dobe but you should also see that so much gossip should not happen in the office regarding this among employees .
According to me.
Yopu should call a meeting for all supervisior, middle top level etc and communicate to them clearly.
Seondly formulate a Womens Commitee where any women can come and talk about and inculde CEO's Wife or MD's wife if your culture permits it and also include one top most women employee of the copmpany.
Thirdly your management should be proactive and your recuritment should be behaviour based.
Rgrds
Vinay
9866254387
Hyderabad
From India, Hyderabad
I would recommend that you post the Company's sexual discrimination policy, or develop/ download one, along with a memo to all employees, signed by the President of the company, to the effect that sexual exploitation will not be tolerated since it is not only against the law but against the culture of respect and good order that the the company seeks to establish and maintain.
Conclude with the warning that anyone engaged in such activity is subject to immediate termination.
PALADIN
From United States,
Conclude with the warning that anyone engaged in such activity is subject to immediate termination.
PALADIN
From United States,
CAll them in and talk to them about it... much better than posters etc... iof you are a large organisation, you can get several line managers to handle the sessions.
Dear All, Thanks to you all for helping out in such situations. I have created a committee, and posted the policy in all the branches... Regards, Sashmita
From India, Delhi
From India, Delhi
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