Hi Neha!
Keep it simple.
Mention these act of misbehavior or eve teasing in your company policy stating if anyone found there services will be terminated immediately.
In future if it repeats again take the consultation of Seniors/Managers and Just FIRE them.
As per my view, No COMPROMISE!!!!
70Keep it simple.
Mention these act of misbehavior or eve teasing in your company policy stating if anyone found there services will be terminated immediately.
In future if it repeats again take the consultation of Seniors/Managers and Just FIRE them.
As per my view, No COMPROMISE!!!!
YA U R RITE MANOJ. BUT EVERY ONE NEED TO KNOW THIS SO, I THINK WHEN THE HR PERSON IS PREPARING THIS POLICY JUST SHOW THAT ON NOTICE BOARD AND MAIL TO EVERY EMPLOYEE SO THAT EMPLOYEE GOT AWARE FOR THE SAME.
Thanks & Regards
NEHA SHARMA
Asst. Manager-HR
9953613996
From India, Delhi
Thanks & Regards
NEHA SHARMA
Asst. Manager-HR
9953613996
From India, Delhi
Hi sanika... Am not that much experinced person to suggest u... Definately u know that all the hr policies better implement sexual harassment policy in ur company & formally inform all the employees,as per this policy again if anything happens will take action. u have to mention the various actions u r going to undertake in these kind of situation.
From India, Hyderabad
From India, Hyderabad
Hello,
Please someone suggest me how can we face fake dowry case by a lady who is not caring of children but fond of luxury life. Is there any law or NGO who can save childhood of these innocent children.
Please suggest me.
Rajeev Kumar
9718466805
From India, Delhi
Please someone suggest me how can we face fake dowry case by a lady who is not caring of children but fond of luxury life. Is there any law or NGO who can save childhood of these innocent children.
Please suggest me.
Rajeev Kumar
9718466805
From India, Delhi
Hi Sanika,
I agree with samvedan. First you have to send common message to your all employees that some complaints have been received to you for harassment.
Without disturbing your organization's environment you have to handle that situation. After sending message to every one by mail or notice board, put that places under your surveillance to monitor and bothered that people (without pointing out anybody) involve in those people who you may the offenders and just send the message that they have been identified.
Also boost the confidence to your lady employees that you are with them will be able to avoid such incidents in future (But do not make any action which can improve the gap between Men and women. It will hamper your organisation).
If necessary then only take the help of warning letter and other legal actions.
As a HR you have to control the situation without hampering daily work and work environment.
From India, Pune
I agree with samvedan. First you have to send common message to your all employees that some complaints have been received to you for harassment.
Without disturbing your organization's environment you have to handle that situation. After sending message to every one by mail or notice board, put that places under your surveillance to monitor and bothered that people (without pointing out anybody) involve in those people who you may the offenders and just send the message that they have been identified.
Also boost the confidence to your lady employees that you are with them will be able to avoid such incidents in future (But do not make any action which can improve the gap between Men and women. It will hamper your organisation).
If necessary then only take the help of warning letter and other legal actions.
As a HR you have to control the situation without hampering daily work and work environment.
From India, Pune
Dear Sanika,
All members give you best sugesstions for your case. You may build a committee for Sexual Harassment in which equal no. of Men & Women Employee are participated for your future prevention.
With Regards,
Vineet Deshmukh
From India, Yavatmal
All members give you best sugesstions for your case. You may build a committee for Sexual Harassment in which equal no. of Men & Women Employee are participated for your future prevention.
With Regards,
Vineet Deshmukh
From India, Yavatmal
Dear Kamal
This is true- many complaints come anonymously. This is commonly attributed to a weak prevention policy. An effective policy, awareness raising and orientation are key ways to take the taboo out of "sexual harassment". Everyone wants to work in a culture free from inappropriate behaviour. HR and Management need to create this buy in from their stakeholders through concrete processes. In the absence of any effective visibility or discussion on the issue at the workplace, many complainants hesitate and opt for silence. Preventive processes are a first step out of such anonymity. In any event the policy can provide (within reason) for anonymous complaints.
Regards
Naina Kapur
From India, Delhi
This is true- many complaints come anonymously. This is commonly attributed to a weak prevention policy. An effective policy, awareness raising and orientation are key ways to take the taboo out of "sexual harassment". Everyone wants to work in a culture free from inappropriate behaviour. HR and Management need to create this buy in from their stakeholders through concrete processes. In the absence of any effective visibility or discussion on the issue at the workplace, many complainants hesitate and opt for silence. Preventive processes are a first step out of such anonymity. In any event the policy can provide (within reason) for anonymous complaints.
Regards
Naina Kapur
From India, Delhi
Dear Amit,
Policy should be same for all category of employees. Being a valuable asset of the organization is not a license to indulge in immoral activity.
Rather I would suggest that more serious action should be taken if someone at senior position in indulges immoral activity by invading the privacy of female employee.
You should know that Infosys had terminated the service of its Europe marketing/sales head Mr. Phanish Narayan Murthi because of allegation of molestation with one of its employee in US. That time Chairman of Infosys Mr N Narayana Murthy did not wait for the investigation to complete and asked Mr. Phanish to resign immediately till he is proved innocent. Mr Phanish pleaded innocence, requested the Chairman to let investigation be completed by the US police and refused to resign but he was dismissed from his service.
Moral code of conduct should be more strict for very senior people because they are supposed to be the role model for other employees.
In India the the Chairman of the Apparel Export Promotion Council was dismissed from his service because he tried to molest his private secretary at Hotel Taj in mumbai.
This matter at last was decided by the Supreme Court of India in which the dismissal from the service was upheld by the court.
Any action of the superior against a female employee which is against the moral sanctions and does not withstand test of decency and modesty should be treated as sexual harassment and very strict action should be taken against the accused.
regards,
Kamal
From India, Pune
Policy should be same for all category of employees. Being a valuable asset of the organization is not a license to indulge in immoral activity.
Rather I would suggest that more serious action should be taken if someone at senior position in indulges immoral activity by invading the privacy of female employee.
You should know that Infosys had terminated the service of its Europe marketing/sales head Mr. Phanish Narayan Murthi because of allegation of molestation with one of its employee in US. That time Chairman of Infosys Mr N Narayana Murthy did not wait for the investigation to complete and asked Mr. Phanish to resign immediately till he is proved innocent. Mr Phanish pleaded innocence, requested the Chairman to let investigation be completed by the US police and refused to resign but he was dismissed from his service.
Moral code of conduct should be more strict for very senior people because they are supposed to be the role model for other employees.
In India the the Chairman of the Apparel Export Promotion Council was dismissed from his service because he tried to molest his private secretary at Hotel Taj in mumbai.
This matter at last was decided by the Supreme Court of India in which the dismissal from the service was upheld by the court.
Any action of the superior against a female employee which is against the moral sanctions and does not withstand test of decency and modesty should be treated as sexual harassment and very strict action should be taken against the accused.
regards,
Kamal
From India, Pune
Dear Sanika,
You just try to find the cause as why he had done it. He is habitual to do it or he had done it only with you. Just check anything done unknowingly by you which hurt him. If he is working with you from a long time and this is first time it means he has some misunderstanding with you. Or someone misguided him against you. Otherwise it is quite sure the male coworker is very cooperative for ladies. It is my view. So by thinking negative there may be more disturbance in and his mind. Be cool and think why he had done so.
Rajeev Kumar
9718466805
From India, Delhi
You just try to find the cause as why he had done it. He is habitual to do it or he had done it only with you. Just check anything done unknowingly by you which hurt him. If he is working with you from a long time and this is first time it means he has some misunderstanding with you. Or someone misguided him against you. Otherwise it is quite sure the male coworker is very cooperative for ladies. It is my view. So by thinking negative there may be more disturbance in and his mind. Be cool and think why he had done so.
Rajeev Kumar
9718466805
From India, Delhi
[QUOTE=mani_pooja;1653551]Hi Neha!
Keep it simple.
Mention these act of misbehavior or eve teasing in your company policy stating if anyone found there services will be terminated immediately.
In future if it repeats again take the consultation of Seniors/Managers and Just FIRE them.
As per my view, No COMPROMISE!!!
Hello Seniors.doc
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