What if a Presiding Officer verbally reports a sexual harassment complaint against her superior
An employee nominated as the Presiding Officer of the Internal Committee constituted at her workplace verbally reported to her superior about the sexual harassment she was subjected to by her colleague. However, the aggrieved woman expressed her unwillingness to submit her written complaints for reasons best known to herself.
In such circumstances, what appropriate action steps need to be taken by the employer of the said workplace under the Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act 2013 and the rules framed thereunder and since gazetted?
The identity of the aggrieved woman complainant and that of the colleague against whom the verbal complaint was reported need not be made known here. As a member (external) nominated on the internal committees, I have made up my mind as to how the employer as well as the internal committee of the workplace under reference ought to proceed in such a case, yet I seek enlightenment and validation to enhance my understanding.
Regards, Harsh K Sharan, Kritarth Team of Special Educators, 21.5.2020
From India, Delhi
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206An employee nominated as the Presiding Officer of the Internal Committee constituted at her workplace verbally reported to her superior about the sexual harassment she was subjected to by her colleague. However, the aggrieved woman expressed her unwillingness to submit her written complaints for reasons best known to herself.
In such circumstances, what appropriate action steps need to be taken by the employer of the said workplace under the Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act 2013 and the rules framed thereunder and since gazetted?
The identity of the aggrieved woman complainant and that of the colleague against whom the verbal complaint was reported need not be made known here. As a member (external) nominated on the internal committees, I have made up my mind as to how the employer as well as the internal committee of the workplace under reference ought to proceed in such a case, yet I seek enlightenment and validation to enhance my understanding.
Regards, Harsh K Sharan, Kritarth Team of Special Educators, 21.5.2020
From India, Delhi
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The Importance of Addressing Sexual Harassment Complaints
The fact that the presiding official herself got sexually harassed shows the dire need for taking exemplary action in such cases. However, her refusal to make a formal complaint and initiate the process is the sad reality in most workplaces.
Nevertheless, a complaint exists, even if there is no written record, and it is essential that the offender be informed and an explanation be requested. The subsequent course of action should be determined after a review of the situation. It is crucial that some form of administrative action, such as a transfer or change in work area, is implemented and appropriately documented in the appraisal reports. Ignoring or allowing such instances to be overlooked will only lead to an increase in such behavior, making work life miserable for many employees.
From India, Mumbai
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The fact that the presiding official herself got sexually harassed shows the dire need for taking exemplary action in such cases. However, her refusal to make a formal complaint and initiate the process is the sad reality in most workplaces.
Nevertheless, a complaint exists, even if there is no written record, and it is essential that the offender be informed and an explanation be requested. The subsequent course of action should be determined after a review of the situation. It is crucial that some form of administrative action, such as a transfer or change in work area, is implemented and appropriately documented in the appraisal reports. Ignoring or allowing such instances to be overlooked will only lead to an increase in such behavior, making work life miserable for many employees.
From India, Mumbai
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