Hello! I recently joined a new organization, and we are trying to roll out a policy for females working late. While speaking to a coworker, they mentioned that the rules for this arrangement states that we need to provide a FEMALE security when sending them home via a taxi service. Can someone confirm that this is actually true? Can you also help to send me a link of where this is/ is not mentioned so that I can refer the same going forward?
Thank You!
Pradnya
From India, undefined
Thank You!
Pradnya
From India, undefined
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Seek HR confirmation on female security requirement for late-night transport. Provide relevant policy links if available. Thanks!
From India, Bhubaneswar
4From India, Bhubaneswar
Came across this a while back looking for information on this topic. Hope it helps!!
The Factories Act
No woman employee can be forced to work after 7:00 pm. If at all they work overtime, only 2 hours over time is allowed. Cab must be provided for them with doorstep drop if they logoff after 7:00 pm; either a male associate or a security guard should be in the cab while dropping any female employee.
Cab details must be sent to the employees prior to their pickup time.
Company logo sticker must be there in the front mirror.
Cab driver must wear his ID card given by the company/transportation provider
Woman employee cannot be asked to work on a holiday as the only person in the ODC/floor. At least one person from the team should accompany her.
From India, Chandigarh
The Factories Act
No woman employee can be forced to work after 7:00 pm. If at all they work overtime, only 2 hours over time is allowed. Cab must be provided for them with doorstep drop if they logoff after 7:00 pm; either a male associate or a security guard should be in the cab while dropping any female employee.
Cab details must be sent to the employees prior to their pickup time.
Company logo sticker must be there in the front mirror.
Cab driver must wear his ID card given by the company/transportation provider
Woman employee cannot be asked to work on a holiday as the only person in the ODC/floor. At least one person from the team should accompany her.
From India, Chandigarh
You need to clarify whether you are referring to factory working or office establishment and which state. The rules are different in each case.
From India, Mumbai
From India, Mumbai
For females working late.Security needs to be provided along with the employee in the Cab.
However it is the responsibility of the employer to ensure that autheticated and trustworthy employees to be deployed as security escort ensuring droppong of female employee at her door step with confirmation and under strict monitoring through surviellance devices.Its a sensitive issue after all.
From India, Vadodara
However it is the responsibility of the employer to ensure that autheticated and trustworthy employees to be deployed as security escort ensuring droppong of female employee at her door step with confirmation and under strict monitoring through surviellance devices.Its a sensitive issue after all.
From India, Vadodara
Hi Deshpande,
Rolling out a policy for females working late in companies is an important step towards ensuring a safe and inclusive work environment. Here are some steps you can take to create an effective policy:
Clearly Define the Purpose and Scope:
Start by clearly stating the purpose of the policy. For example, it could be to ensure the safety and well-being of female employees when working late hours.
Legal Compliance:
Ensure that the policy complies with all relevant labor laws and regulations. This includes equal opportunity and anti-discrimination laws.
Inclusive Language:
Use inclusive language in the policy. While it's focused on females, make sure it doesn't exclude or alienate other genders who may also benefit from such policies.
Flexible Work Arrangements:
Provide options for flexible work arrangements such as remote work, adjusted hours, or shared transportation for employees working late.
Safe Transportation:
Address transportation concerns, especially for employees leaving late at night. Consider providing safe transportation options or reimbursement for rideshare services.
Security Measures:
Implement security measures like well-lit parking areas, security escorts, and access controls to ensure the safety of all employees working late.
Emergency Procedures:
Clearly outline the procedures to follow in case of emergencies, including who to contact and how to evacuate the premises if necessary.
Training and Awareness:
Provide training to all employees about the policy, including how to report any violations or concerns. Encourage open communication.
Reporting Mechanisms:
Establish a confidential and secure reporting mechanism for any incidents or concerns related to the policy.
Management Support:
Ensure that managers and supervisors are aware of the policy and are supportive in its implementation. They should also be trained to handle any situations that may arise.
Regular Review and Feedback:
Periodically review the policy to ensure its effectiveness and gather feedback from employees. Make necessary adjustments based on this feedback.
Promote a Culture of Respect:
Foster a workplace culture that promotes respect, inclusivity, and a zero-tolerance policy for any form of harassment or discrimination.
Documentation and Record-keeping:
Keep records of policy dissemination, training sessions, and any incidents reported, along with the actions taken.
Publicize the Policy:
Ensure that all employees are aware of the policy. This can be done through employee handbooks, company intranet, or meetings.
Monitor and Enforce Compliance:
Regularly monitor compliance with the policy and take appropriate action if any violations occur.
Remember, the goal is to create a safe and inclusive work environment for all employees. Encourage open communication, and be responsive to the needs and concerns of your workforce.
Regards
From India, Bangalore
Rolling out a policy for females working late in companies is an important step towards ensuring a safe and inclusive work environment. Here are some steps you can take to create an effective policy:
Clearly Define the Purpose and Scope:
Start by clearly stating the purpose of the policy. For example, it could be to ensure the safety and well-being of female employees when working late hours.
Legal Compliance:
Ensure that the policy complies with all relevant labor laws and regulations. This includes equal opportunity and anti-discrimination laws.
Inclusive Language:
Use inclusive language in the policy. While it's focused on females, make sure it doesn't exclude or alienate other genders who may also benefit from such policies.
Flexible Work Arrangements:
Provide options for flexible work arrangements such as remote work, adjusted hours, or shared transportation for employees working late.
Safe Transportation:
Address transportation concerns, especially for employees leaving late at night. Consider providing safe transportation options or reimbursement for rideshare services.
Security Measures:
Implement security measures like well-lit parking areas, security escorts, and access controls to ensure the safety of all employees working late.
Emergency Procedures:
Clearly outline the procedures to follow in case of emergencies, including who to contact and how to evacuate the premises if necessary.
Training and Awareness:
Provide training to all employees about the policy, including how to report any violations or concerns. Encourage open communication.
Reporting Mechanisms:
Establish a confidential and secure reporting mechanism for any incidents or concerns related to the policy.
Management Support:
Ensure that managers and supervisors are aware of the policy and are supportive in its implementation. They should also be trained to handle any situations that may arise.
Regular Review and Feedback:
Periodically review the policy to ensure its effectiveness and gather feedback from employees. Make necessary adjustments based on this feedback.
Promote a Culture of Respect:
Foster a workplace culture that promotes respect, inclusivity, and a zero-tolerance policy for any form of harassment or discrimination.
Documentation and Record-keeping:
Keep records of policy dissemination, training sessions, and any incidents reported, along with the actions taken.
Publicize the Policy:
Ensure that all employees are aware of the policy. This can be done through employee handbooks, company intranet, or meetings.
Monitor and Enforce Compliance:
Regularly monitor compliance with the policy and take appropriate action if any violations occur.
Remember, the goal is to create a safe and inclusive work environment for all employees. Encourage open communication, and be responsive to the needs and concerns of your workforce.
Regards
From India, Bangalore
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