Sexual Haressment Complaint Against High Performing Assert.

Hi,
Before taking any decision you must consider both the sides for their version. I would definitely not always agree with what a woman say. It could be even out of other personal enemity they are doing so. If you have not installed CCTV with AUDIO in your office, please do it. CCTV is not meant to intrude into ones privacy as office is not a private place. Also, watching thorough CCTV is a matter of comfort and secured. Will be usefull alway for playback sessions to review the past.
Take a call based on who would be good or bad without hesitation even if you have too loose a good employee in work terms but not on ethical terms
Regards
Vasu

Hi Vasu,
Alex in his query mentioned that mgt had recd compliant from couple of female employees that accused is indulged in such activities. So mgt must check and take action. if sexual harassment(SH) is proved then strict action against must be taken it is SH is not normal indiscipline it is legal and social crime so there must be some real action.
CCTV is good idea but it is not possible to install cctv at every place. Accused can misbehave outside office premises.
White Eagle

Please lodge an F.I.R against the recently promoted Team leader and your management also should be booked for neglecting the written complaint of Female workers on sexual harrassment. And it should be done immediately.

Dear MajorPal
Please don't conclude/rush without evaluating the situation. Even the court doesn't follow the same procedure. How sure are you, that the given complaint is 101% genuine?
Kindly, don't compel anybody to take biased decisions(forged). You are making people to react rather respond.
With profound regards

Can someone please share their sexual harassment policy as applicable in India?
I am in the process of developing the same for our organization.
Thanks
Varshita

Dear Friend,
1. Please suspend the team leader pending investigation. Complete the investigation in the matter within 48 hours. Record statement of all the witnesses in writing. And also verify about his character from his previous companies because if this is a habit, he must have behaved in the similar manner at previous places also.
2. If more than one women employees have reported against a team leader, it is a major cause of concern.
3. Give delinquent team leader a stern and strongly worded warning in writing with last opportunity to improve.
4. Put him under regular scanner and monitor his behaviour and if he shows even slightest of signs again then to save your team and management terminate his services promptly otherwise you and the company management will be in deep trouble.
5. Or, get rid of him immediately.
6. As a HR Head in my services carrier I have followed the similar srategy.
Warm Regards
Bharat Gera
HR Consultant.

First let us be clear that discipline comes before performance in a workplace. By non-action against a high performer, you may lose the trust of many good performers whose morale goes down. In all PSUs, there is a Committee Against Sexual Harassment in Workplace, which receives complaints from affected employees, investigates on the complaints including interviewing other colleagues. Once the Committee is convinced of the harassment, the culprit is issued a caution letter and transferred as keeping him in the same place will be uncomfortable for both the culprit as well as the harassed. This way you can ensure no let up in performance. The fact that there is a Committee of persons to look into such grievances will act as a warning and hindrance to people who are vulnerable to their basic instincts. A circular about the existence of the Committee should be issued to all branches/units and must be displayed at prominent place. Visiting/inspecting officials should ensure such a display. It is also desirable to have an HR Audit by officials of Head Office/Controlling Office at least once a year.