Hi all,
Recently, I came across an article in one of the blogs. It was about the sexual harassment policies followed by companies all over the world. I would like the experts and seniors to shed some light on how to handle such situations or how they should be handled.
If a situation arises wherein a senior member of the team, by mistake (when not in their senses), makes an inappropriate advance towards another team member of the same sex, I am aware that this is an offense. However, if such an act occurs not in an official environment but in a personal setting and it was purely accidental by the senior team member (not done intentionally), can the company management take strict actions on this? Also, if the company cannot take action as it happened outside the official environment, can the other team member sue the senior team member in court?
My apologies if my question has not been framed appropriately or if I missed out on some important information required.
From United States, Palo Alto
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1Recently, I came across an article in one of the blogs. It was about the sexual harassment policies followed by companies all over the world. I would like the experts and seniors to shed some light on how to handle such situations or how they should be handled.
If a situation arises wherein a senior member of the team, by mistake (when not in their senses), makes an inappropriate advance towards another team member of the same sex, I am aware that this is an offense. However, if such an act occurs not in an official environment but in a personal setting and it was purely accidental by the senior team member (not done intentionally), can the company management take strict actions on this? Also, if the company cannot take action as it happened outside the official environment, can the other team member sue the senior team member in court?
My apologies if my question has not been framed appropriately or if I missed out on some important information required.
From United States, Palo Alto
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I didn't get your post completely. I assume you want to know the policy on sexual harassment and the procedure linked with it. Kindly elaborate on your issue. These kinds of issues are common in offices.
From India, Bhubaneswar
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From India, Bhubaneswar
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Hi,
I completely agree and am aware that these kinds of issues are common in the office. Also, as per company law on sexual harassment, the company can take action against its employees only when an incident happens either on the company premises or when the concerned or involved people are still on company work or a company trip for which the company is solely responsible. (Please correct me if I am wrong).
Let me rephrase my previous post. Let's say one of the teams had been out on a personal outing. This was a purely personal outing where old employees who had previously worked with the company had also joined and went at their own expense.
While on the outing, one of the senior employees behaved inappropriately with another colleague under the influence of alcohol. Later, the person realized that what happened was completely wrong and hence apologized to the other team member (victim) for the deed. The person also promptly reported the incident the very next day to the manager (once back in the office) and apologized for the mistake.
Under such circumstances, can the company take any action against the person who made this mistake unintentionally?
From United States, Palo Alto
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I completely agree and am aware that these kinds of issues are common in the office. Also, as per company law on sexual harassment, the company can take action against its employees only when an incident happens either on the company premises or when the concerned or involved people are still on company work or a company trip for which the company is solely responsible. (Please correct me if I am wrong).
Let me rephrase my previous post. Let's say one of the teams had been out on a personal outing. This was a purely personal outing where old employees who had previously worked with the company had also joined and went at their own expense.
While on the outing, one of the senior employees behaved inappropriately with another colleague under the influence of alcohol. Later, the person realized that what happened was completely wrong and hence apologized to the other team member (victim) for the deed. The person also promptly reported the incident the very next day to the manager (once back in the office) and apologized for the mistake.
Under such circumstances, can the company take any action against the person who made this mistake unintentionally?
From United States, Palo Alto
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Dear Friends,
The matter will have to be addressed by the management if a written complaint is made by the aggrieved party, even if the incident relates to an event that did not happen during working hours and outside the office premises. However, if no such complaint is received, then no action is warranted.
Vasant Nair
From India, Mumbai
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The matter will have to be addressed by the management if a written complaint is made by the aggrieved party, even if the incident relates to an event that did not happen during working hours and outside the office premises. However, if no such complaint is received, then no action is warranted.
Vasant Nair
From India, Mumbai
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Handbook on Sexual Harassment of Women at Workplace.pdf
Policy+Handling +Sexual+Harassm ent.doc