Amar Manohar
Dear All,
I need your valuable suggestions and inputs on the above subject matter.
One of my colleagues female friend is HR with an MNC company which have union from last 05 years. She is one of senior employee over there. Due to some salary issues she had argument with Union Leader, and during the argument the Union Leader threatened her that ' you are lady be like a lady' , for which she got very disappointed. Pl suggest what step she should take against him as per law.
Thanks and Regards,

From India, Bangalore
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Amar Manohar
Dear All, 17 views and no replies. Pl suggest on above matter.
From India, Bangalore

Dear Amar,
You need to elaborate more about their communication, only saying "you are lady be like a lady' can't be proved that, as threatening, is there any abused or any word he has used which effecting her professionalisam, personal, physically or mentaly.
So, let us know some more details, so, memeber can help you properly.

From India, Mumbai
Amar Manohar
He indirectly threatened her in front of all workers "Aap ek aurat ho aurat ki tarah raho, yahi aapke liye tik hai" , and misbehaved with her by speaking loudly and arrogantly, i just want to know what action as a women employee she can take against him as per law.
Thanks and Regards,

From India, Bangalore
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Dear Amar ,
The comment made was beyond sexism and a direct attack to her safety . Please ask her to report this with the management team or the authority responsible for the safety of the employees.
Under no circumstances can she take this lightly.
Please ask her to set a precedence to avoid every such threatening in future.
Our experts can guide you further on how rightly to resolve this.

From India, Mumbai

Dear Amar, As rightly stated by (Cite Contribution) there is no sexual overtone in the remark and hence there is no sexual harassment. I recently dealt with a matter where a lady employee complained of a male colleague making the remark, "If you were male, I would have got your clothes removed". The Complaints Committee, after considering the whole episode, felt that there was no sexual harassment in this matter.
Yet, in this case, it is threatening and intimidating a management personnel, if we look at the attending circumstances. Hence as management, this must not be allowed to pass by and I would recommend action against the leader for the misconduct of threatening , intimidating etc as per the Standing Order clause. If further details are provided, more clarity could be provided. KK

From India, Bhopal

I think you should not take this personally, and should ignore. union leaders will resort to so many tactics to get their work done, including abusing the officers. you should stick to company policy and try to convince them of the same. HR officer is a toxic handler, for the well being of organisation, like Lord Shiva who took poison to protect the world. while implementing company policy, HR officers may become the target of the wrath of union leaders, and that is part of job of the HR officer, you are paid for that. most often, it is their show-off to gain the support of members. ultimately, union leaders also need you. proceeding with action for the comments made like this, may not be useful in the long run. in case of gross indiscipline, you need to wait for an opportunity to take severe action on a more convincing charge.
From India, Bangalore

The words seems to be not threatening words. His meaning is that ladies in general will be courteous. In my view he has uttered such words in that context.
From India, Hyderabad
Harsh Kumar Mehta

Dear Member(s),
I full agree with the views expressed by (Cite Contribution)1979 and such remarks should not be ignored. Such activities of union people should be reported to the seniors in the company. Though it is another issue whether action is taken or not against such union leader, but such report will serve a purpose of an example for taking action in case of repeat of such like misbehaviour in future by such union leaders.

From India, Noida

Hello Amar Manohar,

There are TWO ways of looking at the situation you mentioned--that would lead to 2 different responses.

1] Take-up the incident very strongly & report the matter with the Management or her boss & insist on some sort of apology [maybe that would be a strong word...but the essential intent would be that].

2] Agreeing with VKSajan & D Gurumurthy mentioned--that quite often Union Leaders utilize such situations to impress their followers--and letting it go.

Now looking @ the Pros & Cons of both the responses:

If Response (1) is opted for, would that solve this problem but create another new one? This lady is in HR--is she sure that she wouldn't need to deal/interact with this Union Leader again? If Yes, then this could be a good response. But IF the answer is No, then will she be able to interact with this Union Leader [or any other Leader for that matter] professionally in the future? Frankly, I doubt it--basic Human psychology would hinder such a professional interaction from BOTH parties to each other. Not sure IF this is what your friend wishes to have as a consequence.

If Response (2) is opted for, the chances of this Leader, & maybe others later, taking his/their behavior AS ACCEPTABLE by the HR function IN TOTO are quite high. I think it would be a folly to let such reactions/remarks go without any response from the Management side.

I would suggest her to take it up with her higher-ups & some sort of a indication/rebuke/suggestion [depends on HOW it's conveyed rather than WHAT is conveyed in such situations] be given to the Union Leader to avoid any such repeats--since that would be detrimental to BOTH HIM & the HR functionaries.

It needs to a combination of the 'carrot' & 'stick' TOGETHER. Else, the chances are that the situation would needlessly get blown out-of-proportion.



From India, Hyderabad

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