Dear Members,
This attachment discusses the recognition of sexual harassment in India. It has only been six years since The Supreme Court first acknowledged sexual harassment as a violation of human rights and a form of gender-based systemic discrimination that impacts women's Right to Life and Livelihood. The Court provided a clear definition of sexual harassment and outlined guidelines for employers to address and prevent such behavior in the workplace.
SEXUAL HARASSMENT POLICY
Adopting a Sexual Harassment Policy:
An anti-harassment policy should include the following key elements:
- A firm commitment to eliminate and prevent sexual harassment with a clear prohibition of such behavior.
- A comprehensive definition of sexual harassment, covering both quid pro quo and hostile work environment situations, with illustrative examples.
- Explanation of penalties, including termination, for proven instances of sexual harassment.
- Detailed grievance procedures for employees to follow.
- A statement emphasizing immediate and appropriate disciplinary action for individuals found guilty of harassment.
- Clear guidelines on harassment by or of third parties such as clients or customers.
- Provision of additional resources and contact information for support and consultation.
- Commitment to maintain confidentiality and timeliness in handling sexual harassment complaints and procedures.
- Training programs for all employees.
- Anti-retaliation policy safeguarding complainants, witnesses, Complaints Committee members, and other involved employees from retaliation.
Policies and procedures should be established following consultation or negotiation with employee representatives. Effective strategies for creating and sustaining a respectful work environment are more likely to succeed when mutually agreed upon.
Regards,
Chennai Ibrahim
Location: Hyderabad, India
Tags: Supreme Court, City-India-Hyderabad, sexual harassment policy, terminating an employee, termination policy, termination of employment, human rights, sexual harassment at the workplace, disciplinary action, work environment, sexual harassment, Country-India
This attachment discusses the recognition of sexual harassment in India. It has only been six years since The Supreme Court first acknowledged sexual harassment as a violation of human rights and a form of gender-based systemic discrimination that impacts women's Right to Life and Livelihood. The Court provided a clear definition of sexual harassment and outlined guidelines for employers to address and prevent such behavior in the workplace.
SEXUAL HARASSMENT POLICY
Adopting a Sexual Harassment Policy:
An anti-harassment policy should include the following key elements:
- A firm commitment to eliminate and prevent sexual harassment with a clear prohibition of such behavior.
- A comprehensive definition of sexual harassment, covering both quid pro quo and hostile work environment situations, with illustrative examples.
- Explanation of penalties, including termination, for proven instances of sexual harassment.
- Detailed grievance procedures for employees to follow.
- A statement emphasizing immediate and appropriate disciplinary action for individuals found guilty of harassment.
- Clear guidelines on harassment by or of third parties such as clients or customers.
- Provision of additional resources and contact information for support and consultation.
- Commitment to maintain confidentiality and timeliness in handling sexual harassment complaints and procedures.
- Training programs for all employees.
- Anti-retaliation policy safeguarding complainants, witnesses, Complaints Committee members, and other involved employees from retaliation.
Policies and procedures should be established following consultation or negotiation with employee representatives. Effective strategies for creating and sustaining a respectful work environment are more likely to succeed when mutually agreed upon.
Regards,
Chennai Ibrahim
Location: Hyderabad, India
Tags: Supreme Court, City-India-Hyderabad, sexual harassment policy, terminating an employee, termination policy, termination of employment, human rights, sexual harassment at the workplace, disciplinary action, work environment, sexual harassment, Country-India
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