Sexual Harassment at Workplace Complaints - Disciplinary Action Steps
From India, Delhi
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206From India, Delhi
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Steps for Disciplinary Action in Cases of Sexual Harassment at Workplace
🔹 Prepare a detailed Charge-Sheet or Explanation-seeking Letter to be issued to the Employee-Respondent, including specific details of the incident.
🔹 Ensure the Sheet/Letter is signed by the authorized Issuing Authority.
🔹 Issue the Sheet/Letter to the Employee-Respondent, clearly outlining the allegations and providing a deadline for a written response.
🔹 Forward all relevant documents to the Internal Committee for further action, either for conciliation or a full-fledged inquiry.
🔹 Provide full support to the Internal Committee as required by law, including facilitating the participation of the Employee-Respondent and witnesses in the proceedings.
🔹 Review the findings of the Internal Committee and provide copies to both the Complainant and the Employee-Respondent for their feedback.
🔹 Based on the IC's recommendations, initiate necessary disciplinary action or punishment.
In cases of sexual harassment at the workplace, following a structured disciplinary process is crucial to ensure a fair and just resolution for all parties involved. By adhering to the prescribed steps and legal requirements, organizations can effectively address such serious misconduct and uphold a safe working environment for all employees.
From India, Gurugram
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🔹 Prepare a detailed Charge-Sheet or Explanation-seeking Letter to be issued to the Employee-Respondent, including specific details of the incident.
🔹 Ensure the Sheet/Letter is signed by the authorized Issuing Authority.
🔹 Issue the Sheet/Letter to the Employee-Respondent, clearly outlining the allegations and providing a deadline for a written response.
🔹 Forward all relevant documents to the Internal Committee for further action, either for conciliation or a full-fledged inquiry.
🔹 Provide full support to the Internal Committee as required by law, including facilitating the participation of the Employee-Respondent and witnesses in the proceedings.
🔹 Review the findings of the Internal Committee and provide copies to both the Complainant and the Employee-Respondent for their feedback.
🔹 Based on the IC's recommendations, initiate necessary disciplinary action or punishment.
In cases of sexual harassment at the workplace, following a structured disciplinary process is crucial to ensure a fair and just resolution for all parties involved. By adhering to the prescribed steps and legal requirements, organizations can effectively address such serious misconduct and uphold a safe working environment for all employees.
From India, Gurugram
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Handbook on Sexual Harassment of Women at Workplace.pdf
As passed by LS Sexual Harassment at Workplace Bill 2012.zip