Dear All,
We have a case and would like to get feedback from HR experts.
We discovered harassment by one of our leads during our exit interview. Attached is the exit form, and below is the detailed feedback confirmed by the team in 1-on-1 discussions. What should be the action here?
To validate these claims, we held one-on-one meetings with the team, and here are the observations:
Using expletives on the floor and making obscene gestures.
Kannada slang/swear words while talking to team members.
Talking to team members in an unprofessional manner with examples such as:
a. "Vegetarians are a pain in the a***"
b. "Do I fall on your feet now?"
c. Calling team members nicknames on the floor
d. Openly screaming at team members on the floor
Taunting habit to get work done
Threatening team members with retaliation, including not allowing them to leave the office until he leaves.
Preferring only his referrals and making derogatory comments about experienced employees.
Displaying personal power and misusing goodwill and proximity to senior leaders.
Making flagrant statements like "I can have you fired in minutes."
Kindly guide me on the best practices for addressing this from the time we discover it. What actions should we take?
Thanks,
Samhita
From India, Bangalore
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We have a case and would like to get feedback from HR experts.
We discovered harassment by one of our leads during our exit interview. Attached is the exit form, and below is the detailed feedback confirmed by the team in 1-on-1 discussions. What should be the action here?
To validate these claims, we held one-on-one meetings with the team, and here are the observations:
Using expletives on the floor and making obscene gestures.
Kannada slang/swear words while talking to team members.
Talking to team members in an unprofessional manner with examples such as:
a. "Vegetarians are a pain in the a***"
b. "Do I fall on your feet now?"
c. Calling team members nicknames on the floor
d. Openly screaming at team members on the floor
Taunting habit to get work done
Threatening team members with retaliation, including not allowing them to leave the office until he leaves.
Preferring only his referrals and making derogatory comments about experienced employees.
Displaying personal power and misusing goodwill and proximity to senior leaders.
Making flagrant statements like "I can have you fired in minutes."
Kindly guide me on the best practices for addressing this from the time we discover it. What actions should we take?
Thanks,
Samhita
From India, Bangalore
Acknowledge(0)Amend(0)
Addressing a workplace harassment case requires a prompt and thorough response to ensure a safe and respectful work environment for all employees. Here are the best practices to handle this situation effectively:
1. Immediate Action:
- As soon as harassment is discovered, the lead in question should be suspended pending investigation to prevent further harm.
- Ensure confidentiality and sensitivity in handling the matter to protect the victim and witnesses.
2. Investigation:
- Conduct a detailed investigation following the company's harassment policy and procedures.
- Interview all involved parties, including witnesses, to gather information and evidence.
- Document all findings and maintain accurate records throughout the investigation.
3. Legal Compliance:
- Ensure compliance with Indian labor laws, specifically the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013.
- Adhere to due process and provide a fair opportunity for the accused to respond to the allegations.
4. Disciplinary Action:
- If the allegations are substantiated, take appropriate disciplinary action, which may include warnings, suspension, demotion, or termination.
- Communicate the outcomes of the investigation and the actions taken to the team while maintaining confidentiality.
5. Training and Prevention:
- Provide training on harassment prevention and workplace behavior to all employees, including leaders.
- Foster a culture of respect, diversity, and inclusion through ongoing education and awareness programs.
6. Support for Victims:
- Offer support services to the victim, such as counseling or employee assistance programs.
- Ensure that the victim is protected from retaliation and further harassment.
7. Monitoring and Follow-Up:
- Regularly monitor the workplace for any signs of recurring harassment or retaliation.
- Follow up with the team to address any concerns and reinforce a zero-tolerance policy towards harassment.
By following these best practices, you can effectively address the workplace harassment case, uphold a safe work environment, and demonstrate a commitment to employee well-being and organizational values.
From India, Gurugram
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441. Immediate Action:
- As soon as harassment is discovered, the lead in question should be suspended pending investigation to prevent further harm.
- Ensure confidentiality and sensitivity in handling the matter to protect the victim and witnesses.
2. Investigation:
- Conduct a detailed investigation following the company's harassment policy and procedures.
- Interview all involved parties, including witnesses, to gather information and evidence.
- Document all findings and maintain accurate records throughout the investigation.
3. Legal Compliance:
- Ensure compliance with Indian labor laws, specifically the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013.
- Adhere to due process and provide a fair opportunity for the accused to respond to the allegations.
4. Disciplinary Action:
- If the allegations are substantiated, take appropriate disciplinary action, which may include warnings, suspension, demotion, or termination.
- Communicate the outcomes of the investigation and the actions taken to the team while maintaining confidentiality.
5. Training and Prevention:
- Provide training on harassment prevention and workplace behavior to all employees, including leaders.
- Foster a culture of respect, diversity, and inclusion through ongoing education and awareness programs.
6. Support for Victims:
- Offer support services to the victim, such as counseling or employee assistance programs.
- Ensure that the victim is protected from retaliation and further harassment.
7. Monitoring and Follow-Up:
- Regularly monitor the workplace for any signs of recurring harassment or retaliation.
- Follow up with the team to address any concerns and reinforce a zero-tolerance policy towards harassment.
By following these best practices, you can effectively address the workplace harassment case, uphold a safe work environment, and demonstrate a commitment to employee well-being and organizational values.
From India, Gurugram
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Handbook on Sexual Harassment of Women at Workplace.pdf
Policy+Handling +Sexual+Harassm ent.doc