Dear All,
I need your valuable suggestions and opinions regarding this awkward situation. Recently in our organization, we found a person sexually exploiting his team members! We have terminated him and blacklisted him in our current industry.
But now we want other employees to learn a lesson from this incident and understand the reasons why this manager has been expelled. Can I get any kind of format, internal memo, or notice to be posted on billboards of all the branches about the mishappening?
Please revert back soon. :( :( :(
From India, Delhi
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8I need your valuable suggestions and opinions regarding this awkward situation. Recently in our organization, we found a person sexually exploiting his team members! We have terminated him and blacklisted him in our current industry.
But now we want other employees to learn a lesson from this incident and understand the reasons why this manager has been expelled. Can I get any kind of format, internal memo, or notice to be posted on billboards of all the branches about the mishappening?
Please revert back soon. :( :( :(
From India, Delhi
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Hi Sashmita,
It is a very bad situation. The employees should have raised their voices against him. Our country is a democratic country. Otherwise, if you ask me, the punishment will be very harsh.
Kindly find attached a Sexual Harassment Policy. I received the same and am sharing it with you. I am sure it will be of some use to you.
Regards,
M. Peer Mohamed Sardhar :D :D :D :D
From India, Coimbatore
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It is a very bad situation. The employees should have raised their voices against him. Our country is a democratic country. Otherwise, if you ask me, the punishment will be very harsh.
Kindly find attached a Sexual Harassment Policy. I received the same and am sharing it with you. I am sure it will be of some use to you.
Regards,
M. Peer Mohamed Sardhar :D :D :D :D
From India, Coimbatore
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Sasmita,
First, read the Supreme Court guidelines on "Visakha case".
Secondly, my suggestions based on WRAP are:
a) Create a Harassment & sexual discrimination policy.
b) Have a Harassment & sexual discrimination policy commitment signed by all supervisory, managerial, be it your own or that of contractors.
c) Form a "Harassment & sexual discrimination" committee comprising at least 50% women.
d) Post Sexual Discrimination notices throughout the facility.
e) Maintain a public resource of relevant sections of CrPC e.g., sec 509, Indian Evidence Act, etc., available to all people in your organization.
f) Introduce a module on the same as a part of Induction training for all employees, be they your own or contractors; remember to keep training records.
g) Formulate an "Open Door Policy" and "Hotline" for the same.
Punitive actions in case of noncompliance of policy may lead to, but are not limited to, termination.
Did your organization inform the police (women cell) and an NGO for psychological counseling?
A new law regarding workplace harassment is in the draft stage and expected soon.
Regards,
Suryavrat
Pls visit http://humanists.net <link updated to site home>
A brief excerpt is reproduced below:
This 1999 judgment took its cue from the landmark Indian Supreme Court case of Visakha versus the State of Rajasthan, in 1997. The Visakha ruling noted the lack of existing civil and penal laws for the specific protection of women from sexual harassment at places of work. In the absence of appropriate legislation, the Court took a proactive stand by issuing a set of guidelines to be followed by all institutions until appropriate legislation was enacted. The Supreme Court proceeded on the presumption that sexual harassment was a form of gender discrimination and violated the Fundamental Right to Gender Equality and Right to Life and Liberty as guaranteed by the Indian Constitution. Notably, the ruling made special use of international legal instruments, including the Convention on the Elimination of all forms of Discrimination Against Women (CEDAW) and the Beijing Declaration, which direct all state parties to take appropriate measures to prevent discrimination of all forms against women. The ruling further noted that Article 7 of the International Covenant on Economic, Social and Cultural Rights recognizes a women's right to fair conditions of work.
From India, Delhi
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First, read the Supreme Court guidelines on "Visakha case".
Secondly, my suggestions based on WRAP are:
a) Create a Harassment & sexual discrimination policy.
b) Have a Harassment & sexual discrimination policy commitment signed by all supervisory, managerial, be it your own or that of contractors.
c) Form a "Harassment & sexual discrimination" committee comprising at least 50% women.
d) Post Sexual Discrimination notices throughout the facility.
e) Maintain a public resource of relevant sections of CrPC e.g., sec 509, Indian Evidence Act, etc., available to all people in your organization.
f) Introduce a module on the same as a part of Induction training for all employees, be they your own or contractors; remember to keep training records.
g) Formulate an "Open Door Policy" and "Hotline" for the same.
Punitive actions in case of noncompliance of policy may lead to, but are not limited to, termination.
Did your organization inform the police (women cell) and an NGO for psychological counseling?
A new law regarding workplace harassment is in the draft stage and expected soon.
Regards,
Suryavrat
Pls visit http://humanists.net <link updated to site home>
A brief excerpt is reproduced below:
This 1999 judgment took its cue from the landmark Indian Supreme Court case of Visakha versus the State of Rajasthan, in 1997. The Visakha ruling noted the lack of existing civil and penal laws for the specific protection of women from sexual harassment at places of work. In the absence of appropriate legislation, the Court took a proactive stand by issuing a set of guidelines to be followed by all institutions until appropriate legislation was enacted. The Supreme Court proceeded on the presumption that sexual harassment was a form of gender discrimination and violated the Fundamental Right to Gender Equality and Right to Life and Liberty as guaranteed by the Indian Constitution. Notably, the ruling made special use of international legal instruments, including the Convention on the Elimination of all forms of Discrimination Against Women (CEDAW) and the Beijing Declaration, which direct all state parties to take appropriate measures to prevent discrimination of all forms against women. The ruling further noted that Article 7 of the International Covenant on Economic, Social and Cultural Rights recognizes a women's right to fair conditions of work.
From India, Delhi
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Hi,
Can anybody provide inspiration and motivation techniques to boost the confidence of my students? For a brief background, I work as a consultant, and I often need to place candidates in our company after they complete their training. However, candidates display different attitudes; some are very confident while others are not. As part of my profession, I need to conduct classes to prepare them for interviews. I request any useful tips from you on how to assist them in securing better career opportunities.
From India, Hyderabad
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Can anybody provide inspiration and motivation techniques to boost the confidence of my students? For a brief background, I work as a consultant, and I often need to place candidates in our company after they complete their training. However, candidates display different attitudes; some are very confident while others are not. As part of my profession, I need to conduct classes to prepare them for interviews. I request any useful tips from you on how to assist them in securing better career opportunities.
From India, Hyderabad
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Hi Sashmita,
By publicizing the matter, you are going to create a bad culture. Yes, a mistake was made, but you should also consider that too much gossip should not happen in the office among employees. According to me, you should call a meeting for all supervisors, middle-top-level, etc., and communicate clearly with them.
Secondly, formulate a Women's Committee where any woman can come and talk, including the CEO's wife or MD's wife if your culture permits it. Also, include the topmost female employee of the company.
Thirdly, your management should be proactive, and your recruitment should be behavior-based.
Regards,
Vinay
9866254387
Hyderabad
From India, Hyderabad
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By publicizing the matter, you are going to create a bad culture. Yes, a mistake was made, but you should also consider that too much gossip should not happen in the office among employees. According to me, you should call a meeting for all supervisors, middle-top-level, etc., and communicate clearly with them.
Secondly, formulate a Women's Committee where any woman can come and talk, including the CEO's wife or MD's wife if your culture permits it. Also, include the topmost female employee of the company.
Thirdly, your management should be proactive, and your recruitment should be behavior-based.
Regards,
Vinay
9866254387
Hyderabad
From India, Hyderabad
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I would recommend that you post the Company's sexual discrimination policy, or develop/download one, along with a memo to all employees, signed by the President of the company, to the effect that sexual exploitation will not be tolerated since it is not only against the law but against the culture of respect and good order that the company seeks to establish and maintain. Conclude with the warning that anyone engaged in such activity is subject to immediate termination. PALADIN
From United States,
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From United States,
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CAll them in and talk to them about it... much better than posters etc... iof you are a large organisation, you can get several line managers to handle the sessions.
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Employee reference policy.doc