Dear Members,
This attachment talks about:In India, it has been only six years since sexual harassment was for the first time recognised by The Supreme Court as human rights violation and gender based systemic discrimination that affects women?s Right to Life and Livelihood. The Court defined sexual harassment very clearly as well as provided guidelines for employers to redress and prevent sexual harassment at workplace.
SEXUAL HARASSMENT POLICY
Adopting Sexual Harassment Policy:
What should be included in an anti-harassment policy? A basic policy should set forth the following:
an express commitment to eradicate and prevent sexual harassment and express prohibition of sexual harassment;
a definition of sexual harassment including both quid pro quo and hostile work environment giving examples;
an explanation of penalties (including termination) the employer will impose for substantiated sexual harassment conduct;
a detailed outline of the grievance procedure employees should use;
a clear statement that anyone found guilty of harassment after investigation will be subject to immediate and appropriate disciplinary action
a clear understanding and strict rules regarding harassment of or by third parties like clients, customers etc.
additional resource or contact persons available for support and consultation;
an express commitment to keep all sexual harassment complaints and procedures confidential and time bound;
provisions for training of employees at all levels.
an anti retaliation policy providing protection against retaliation to complainants, witnesses, Complaints Committee members and other employees involved in prevention and complaints resolution.
Policies and procedures should be adopted after consultation or negotiation with employee representatives. Experience suggests that strategies to create and maintain a working environment in which the dignity of employees is respected are most likely to be effective where they are jointly agreed.
Regards
Chennai.Ibrahim
This attachment talks about:In India, it has been only six years since sexual harassment was for the first time recognised by The Supreme Court as human rights violation and gender based systemic discrimination that affects women?s Right to Life and Livelihood. The Court defined sexual harassment very clearly as well as provided guidelines for employers to redress and prevent sexual harassment at workplace.
SEXUAL HARASSMENT POLICY
Adopting Sexual Harassment Policy:
What should be included in an anti-harassment policy? A basic policy should set forth the following:
an express commitment to eradicate and prevent sexual harassment and express prohibition of sexual harassment;
a definition of sexual harassment including both quid pro quo and hostile work environment giving examples;
an explanation of penalties (including termination) the employer will impose for substantiated sexual harassment conduct;
a detailed outline of the grievance procedure employees should use;
a clear statement that anyone found guilty of harassment after investigation will be subject to immediate and appropriate disciplinary action
a clear understanding and strict rules regarding harassment of or by third parties like clients, customers etc.
additional resource or contact persons available for support and consultation;
an express commitment to keep all sexual harassment complaints and procedures confidential and time bound;
provisions for training of employees at all levels.
an anti retaliation policy providing protection against retaliation to complainants, witnesses, Complaints Committee members and other employees involved in prevention and complaints resolution.
Policies and procedures should be adopted after consultation or negotiation with employee representatives. Experience suggests that strategies to create and maintain a working environment in which the dignity of employees is respected are most likely to be effective where they are jointly agreed.
Regards
Chennai.Ibrahim
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