How Can HR Implement a Model SOP for Sexual Harassment Policy Effectively?

Model Standing Operation Procedure of Sexual Harassment Policy

Please see the attachment of a Model Standing Operation Procedure of Sexual Harassment Policy. This may be useful for all HR fraternity.

Regards,
PBS KUMAR

Dear Raj Kumar,

Thank you for highlighting the errors in such a detailed way and bringing them to my notice. Now, I can rest assured that there are others who will take an active role in educating members about plagiarism and copyright violations.

I am not an HR expert, and I miss reading such posts as I concentrate on helping with student queries. This case involves violating copyright, as the PDF document bears the name of the blogger; however, as you have pointed out, it's a copy of a document from a company. I downloaded the document and could not find any date to determine whether the company has updated it or not. The document at http://www.godrejandboyce.com/godrej.../Workplace.pdf has Godrej's name on every single page, which is missing from the uploaded document.

Dear Raj Kumar ji, I apologize to all if this is incorrect. It is a model, and anyone can modify the procedure if any mistakes are noted in my uploaded PDF. There are several websites related to the same. So, in my opinion, it is a guide for every individual. If they want to change or alter it, it is their choice.

Regards,
PBS KUMAR

Dear PBS Kumar ji, Thank you for uploading the good SOPs for all the Cite HR members. Previously, we have seen many articles on Cite HR. We look forward to reading more articles and sharing from you in the future.

Thanks,
Rajesh Kantubhukta
Human Resources.

Thank you for your positive response. I appreciate your good intentions in sharing information. I have only tried to correct certain errors and fallacies and present the correct picture so that members of our HR fraternity are guided correctly.

Warm regards.

Dear Shashi,

In accordance with Section 21 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, the Internal Committee is required to submit an annual report to the Employer and the District Officer.

R N KHOLA