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Implementation of vishakha guidelines in office
Hello people has anyone implemented vishaka guidelines in their office? how does one go about putting this into practice? i believe following are some of the things pls do provide your inputs/comments/suggestions 1 setting up an internal complaints committee equal ratio of male and female members with one preceding female head 2 organize timely workshops for sensitization and display conspicuously at the workplace the penal consequences of indulging in such acts. 3 involve an ngo or a person who is aware on these issues 4 recieve written complaints and keep local complaints committee in loop. i m totally confused about point 3 and 4. can somebody share their experiences of implementing vishaka guidelines in their office? thanks vineeta
Aggrieved woman employee-complainant unwilling to file her sexual harassment complaint?
Aggrieved woman employeecomplainant unwilling to file her sexual harassment complaint? the aggrieved woman employee personally meets presiding officer & woman employeemember internal committee of it establishment on 20.8.20 & narrates series of sexual harassment she was subjected to by her immediate superior for past four months. ic members ask her to file/submit her written sh complaints immediately but she expresses her unwillingness to give any complaint in writing due to apprehensions & returns to her workdesk. the ic members reminded her two times to file her sh complaints as discussed. what now the ic should do or her employer should do? guidelines are welcome in fact solicited to effectively deal with such cases. harsh kumar sharan kritarth consulting pvt ltd spl educator posh mandatory programs external member internal committees pan india #holistichr #poshmasters 28.8.20
Sexual harassment complaints- what if the complainant has no evidence to substatiate sh allegations
Sexual harassment complaints " what if " the complainant has no evidence to substatiate sh allegations complaints / allegations of sexual harassment are to be dealt with by the internal committees or thelocal committee as per the codified service rules or the certiifed standing orders applicable to the respondent the person against who allegations are leveled under the provisions of shww pp & r act 2013 and the shww pp & r rules 2013 gazetted on 9.12.2013. the internal committee constituted by the employer under section4 of said act shall ascertain the "facts of the case" on the basis of evidences if any produced / examined by the complainant to substantiate/prove her "complaint/ allegations as also the witnesses if any examined by the complainant or the individual so authorized/empowered under said act. the internal committee shall give all reasonable opportunity to the respondent to examine evidence and or witnesses in his defence. what if the employee complainant is unable to or unwilling to produce / examine before the internal committee evidence and or witnesses to substantiate the sexual harassmentcomplaint filed/lodged ??? observations or comments or insight are welcome. kritarth team of spl educators 10.3.2019
Remedy for trivialising sexual harassment complaints? what can employers and management do?
Remedy for trivialising sexual harassment complaints? what is the remedy when sexual harassment complaints filed by aggrieved woman complainants are trivialized she is asked to keep quiet her harassments continue unstopped and no redressal in sight? if womencomplainants including employees at the workplaces dare to pursue redressal she faces flak; is mocked maligned suffers a deep sense of deathless shame ridiculed. all these when she named sh behavior named the harasserperpetrator fearing reprisals. nagging question is what can she do; what can employers and management do; what can colleagues & employees do and what can internal committees do??? well considered & thoughtful solutions offered shall go a long way in resolving issues
Can head of the management give directions or interfere in ic enquiry proceedings on sh cases?
Please share your views for the following; 1. can the hr department or the head of the management give directions or interfere in ic enquiry proceedings on sh cases? in some situations it is happening in some organisations. in this situation what will be the role of external member of ic? 2. can ic have powers to summon anyone who is needed for the particular sh case independently without the consent of the organisation? note; po and other members of ic are the employees of the organisation 3. who has authority to give findings of the sh cases?
Regular complaints about the mess done by the staff after eating lunch in the office
I work in a manufacturing company in uae as hr incharge and have been getting regular complaints about the mess done by the staff after eating lunch in the office pantry like dropping food leaving used food containers on table spilling food in the fridge etc. i have put up warning posts on the pantry walls and also sent emails to the staff about the guidelines on the do and don ts of using the common lunch area. but still the problem continues. can anybody share any tips/solutions that have worked for you?