Handling Workplace Harassment: Seeking Advice
I am working as a personnel officer in a pharmaceutical company. Currently, I am dealing with an issue related to workers. A male worker is harassing a female worker. She complained to the plant manager, but he did not take proper action. Recently, this matter came to me, and I intend to give a written notice to the male worker. However, the plant manager is not supporting me and accuses me of interfering in his affairs. I believe this is not a trivial issue. What should I do? Please suggest.
Regards,
Tejas
From India, Delhi
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5I am working as a personnel officer in a pharmaceutical company. Currently, I am dealing with an issue related to workers. A male worker is harassing a female worker. She complained to the plant manager, but he did not take proper action. Recently, this matter came to me, and I intend to give a written notice to the male worker. However, the plant manager is not supporting me and accuses me of interfering in his affairs. I believe this is not a trivial issue. What should I do? Please suggest.
Regards,
Tejas
From India, Delhi
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There is a well-settled procedure and guide to help you navigate the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 ("Sexual Harassment Act"), which became effective on April 23, 2013.
By the way, the attitude of the Plant Manager is deplorable and simply unacceptable. Maybe he is colluding with the offender, or perhaps he is a silently sexually addicted individual who enjoys these incidents happening in your office.
Immediately take action and ensure that the perpetrator is dealt with firmly and disciplined. Make sure to send a clear message across the plant and site. Communicate this as verbally as you can within the factory and site.
I hope this helps. Let me know if you need any further assistance.
Best regards,
From Saudi Arabia, Riyadh
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By the way, the attitude of the Plant Manager is deplorable and simply unacceptable. Maybe he is colluding with the offender, or perhaps he is a silently sexually addicted individual who enjoys these incidents happening in your office.
Immediately take action and ensure that the perpetrator is dealt with firmly and disciplined. Make sure to send a clear message across the plant and site. Communicate this as verbally as you can within the factory and site.
I hope this helps. Let me know if you need any further assistance.
Best regards,
From Saudi Arabia, Riyadh
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Dear Tejas,
Such situations happen due to the misuse of upper designations. He is the plant manager, and you are the Personnel Executive, so his ego comes in between. Therefore, you don't need to worry about his ego; you have to help him understand the gravity of the situation and how it may be problematic for the organization legally. Similarly, you should inform your superior about such incidents.
Being in HR, you have to fulfill your responsibilities. As mentioned by Ukmitra, follow the process and consider conducting a domestic inquiry. The results of the inquiry can then be presented to the management.
However, I personally feel that such situations cannot be tolerated. If you remain silent and something goes wrong with her in the future, who will be responsible for it?
Thank you.
From India, Mumbai
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Such situations happen due to the misuse of upper designations. He is the plant manager, and you are the Personnel Executive, so his ego comes in between. Therefore, you don't need to worry about his ego; you have to help him understand the gravity of the situation and how it may be problematic for the organization legally. Similarly, you should inform your superior about such incidents.
Being in HR, you have to fulfill your responsibilities. As mentioned by Ukmitra, follow the process and consider conducting a domestic inquiry. The results of the inquiry can then be presented to the management.
However, I personally feel that such situations cannot be tolerated. If you remain silent and something goes wrong with her in the future, who will be responsible for it?
Thank you.
From India, Mumbai
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Has she complained in writing or just orally? If it is the latter, I suggest that you ask her to provide a written complaint before taking action. This is just to protect yourself. Suppose tomorrow she says that she never complained to you, what will you do when confronted by the MD?
Thank you.
From United Kingdom
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Thank you.
From United Kingdom
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Thank you, sir, for your valuable suggestion. Furthermore, I took a written statement from that female worker and also encouraged her to meet the MD and explain the incident. However, the issue lies in the fact that even though our MD is not satisfied with the plant head, due to some internal matters, he cannot take strict action against the plant manager. Every time I see my MD, I am reminded of an HR book titled "Shake the CEO," and I feel disheartened by the internal politics.
Regards,
Tejas
From India, Delhi
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Regards,
Tejas
From India, Delhi
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Factories work amendment for employing female worker in Night shift.pdf