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Sexusal harassment policy
Respected sir / madam greetings. i am a student and i am doing masters in hr. i want to know about sexual harassment policy. suppose i am working in an industry and one of my lady co worker whom i don\'t have good relation. and she complain against me regarding sexual harassment without any reason or to take a revenge then how can i save me or how can i prove my self? please guide me. i want to know the answer. thank you. regards.
Safeguards against sexual harassment at workplace - mandatory employee awareness programs at regular intervals
"safeguards against sexual harassment at workplace" kritarth team of spl educator as defied in shww pp&r rule 2 f cover in mandatory employee awareness programs at regular intervals safeguards against sexual harassment at workplace and include following: 1. never initiate sexual relationships with a subordinates b superiors c coworkers; 2. never misuse your position to take sexual advantage; 3. never make sexual remarks in jets; 4. never touch people to make them uncomfortable; 5. never share your sexual escapades exploits fantasies preferences; 6. never elicit private problems info details of sexual nature; 7. never lure or get lured; 8. put an end to sexual joking stop sexual behavior conduct intimate talk; 9. report sh incident. prevention is better than cure. do right things right first time every time. harsh kumar sharan for kritarth consulting pvt lt bengaluru
Difference b/w permenent worker & temorary worker
Dear all member need help for above topic. we have two categorized worker one is permenenton payroll whose getting a benefits of leave pf esic and another is temporary worker whose getting only esic benefits. but problem is that permenent worker getting less cash carry againts temporary worker because pf deduction of permenent worker s salary so that they gets less cash carry rather than temporary worker. so there is big problem of permenent worker s turnover it will effect on productivity quality time consume for worker recruitment. pls help me out for how can i positively diffrenciate a permenent worker & temp.worker. i want to retain both but there is some motivation for temp.worker to be a permenant how? regards pundlik bhavsar hr executive
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 .
Anti sexual harassment committee member strength - and procedure is someone resigns?
I am working automobile company where only 450 worker are enrolled we have also work committee but there is only five member from workers side whereas only three available from management end. can anybody help to tell me what should be strength of works committee member among 500 workers while quoting the answer plz do not miss to mention section no along this your all are requested to tell me about anti sexual harassment committee and its strength among five hundred workers if any employee among the member left the job so how can we fill this position plz also share the procedure.
Issue on sexual harasment
1 if an employee want to complain to hr manager that he or she had being sexual harassment what expected information that hr manager would like to get from the employee for the further action? 2 what are the ways to prevent sexual harassment in the workplace?