How Should HR Handle a Staff Member's Inappropriate Proposals and Persistent Messaging?

What should an HR do when a staff member has proposed to many of his female colleagues? Additionally, he has shared his personal family problems with each of them expecting sympathy and has sent continuous messages to a few of them to the point of irritation. Should this behavior result in immediate termination? It is important to note that there is a concern that the staff member may pose a risk to the female employees if he is informed about the complaints.

Any useful suggestions are appreciated. Thank you in advance.

Salu
HR

Handling Misconduct and Disciplinary Actions

Please follow the Service Rules/Employment-related Rules and the Employment-related Laws to address the reported incidents and initiate disciplinary action accordingly. Any act unworthy of employment constitutes misconduct at the workplace; hence, proceed as per the rules applicable to your organization. You may refer to the International Convention on the Elimination of All Forms of Discrimination and the one relating to universal human rights. Such situations/occurrences should be dealt with as stated above.

Regards, Kritarth Team

Dear Friend,

Have you received any written complaint or verbal? Always insist on a written complaint from the complainant and take the SMS sent by the person as proof against his misconduct. On the basis of the complaint, you should call the person to explain in writing why management would not take disciplinary action for his alleged misconduct towards female colleagues.

Handling Complaints of Inappropriate Behavior

Have you received any written complaints from female or male staff regarding such incidents? If yes, you can:

a. Without showing the complaint letter to the male staff, have a verbal discussion with him and inform him that you are aware of his behavior.

b. Counseling: Clearly explain to him that if any female employee files a complaint with the police against him, it could damage his reputation in society and family life, so it's best to stop the behavior immediately.

c. If the situation does not improve after the above steps, follow the Standing Orders Act and other relevant statutes.

Ensure that no female staff or their families are put in danger by any action or decision of the company.

Regards, Prashant Deshpande

The conduct of this employee needs to be viewed very seriously. Call the employee formally to the office and counsel him in writing. However, if any complaint has already been received, then action as per company rules needs to be initiated. If a complaint of sexual harassment is made by any female employee, action under POSH will be required.

The initiator of this thread is from Kathmandu, Nepal. It is essential that if this incident has occurred there, then the service rules or labor laws prevailing in Nepal would apply in this case. If so, please consider this case from this perspective as well.

Regards,
Jacob Pratap

Dear colleague,

This act is a serious behavioral issue, particularly when it relates to female employees. To address this, you should call the individual and inform him that complaints have been received against him. He should be advised to mend his ways and understand that he is under scrutiny. If he does not stop this behavior, serious action will be taken.

Monitor his behavior for some time and then take appropriate action in accordance with the law and service rules in Nepal.

Regards,

Vinayak Nagarkar
HR Consultant