Dear Anonymous
Why is it that your company doesnt have a Anti Sexual Harassment committee as prescribed under the law.
Every company needs to have a Anti Sexual Harassment committee as it is mandatory under the law.
Kindly constitute a Anti Sexual Harassment committee immediately to handle such issues in future.
Regards
Octavious
From India, Mumbai
575Why is it that your company doesnt have a Anti Sexual Harassment committee as prescribed under the law.
Every company needs to have a Anti Sexual Harassment committee as it is mandatory under the law.
Kindly constitute a Anti Sexual Harassment committee immediately to handle such issues in future.
Regards
Octavious
From India, Mumbai
such people should be socially boycotted by all in the office.
Please share this with all sensible people in your office and seek their support to isolate those people.
it is better to make them realize that they have made a mistake.
From India, Delhi
Please share this with all sensible people in your office and seek their support to isolate those people.
it is better to make them realize that they have made a mistake.
From India, Delhi
Dear Harassed & Aggrieved Woman Employee
Your Post: " Today as I was walking into the office ( I am the HR person of this location) , my boss made a comment about how I have been
coming dressed colorful and how he wants to give me the title of Khushboo of our office ( A fat heroine, I am also a plump
person). then one other guy said he thinks Jayalalitha suits better."
I told this to my vertical head and she said to confront them and tell them that they should not make any such comments in future. She also said that she will report the matter to our head. My fiance after hearing this feels that I have to mail them or react strongly.
I feel so angry and my self esteem is at all time low. Should I message them?mail them? talk to them directly?
- Posted 8th October 2014
Position: This is a case of Humiliating Treatment affecting psychological and physical health of the Aggrieved Woman Employee and the "Acts' perpetrated by the Two Male Co-Workers / Colleagues ( irrespective of the Designations held by them) amount to / CONSTITUTE
" Acts of Sexual Harassment " within the meaning of Sexual Harassment as per the New Law namely "Sexual Harassment of Woman at Workplace ( Prevention, Prohibition & Redressal) Act April 2013 and the Rules framed thereunder and Gazetted on 9th Dec 2013.
Further, the "Offense of Sexually Harassing the Aggrieved Woman" have already been committed and are " already on Record" once they were brought to the Attention of her Superior - may be verbally reported - and that Superior should have taken PROMPT Action towards redressal of Her Complaints and by Not Doing that / by Not discharging Her Legally-Binding Duties Entrusted to Her as "the Person who Supervises, Manages and Controls the Workplace", she , the said Superior Has already on-record Violated the Provisions of the said Act and is liable to Punishment /penalty including Fine of up to Rs. 50,000/- . Likewise, the other Superior before whom the Aggrieved Woman Employee also Lodged her SH Complaint has already committed "the "Offence" of Breaching the Law" and also for "abatement" and is liable to the Penalty of the prescribed Fine. In addition, the Establishment is in the RISK of losing its Business License /Permission.
The Employer of the Establishment in question where the above mentioned " Aggrieved Woman " is employed is advised to take IMMEDIATE Action Listed below:
1. Constitute the Internal Complaints Committee as stipulated in Section 19 of the said Act"
2. Frame your Company's /Establishment Policy in alignment with the OBJECTIVE of the said Act and Notify the Policy to all Employees for proper and faithful Compliance;
3. Notify to all Employees and others present / likely to be present on Co's Premises the "Penalties" for Acts of SH and the Redressal Mechanism already constituted;
4. Quickly Organize the Mandatory / Legally - Binding " Awareness Programs for Employees to inform them about the Provisions of the said Act and to Gender Sensitize them all:
5. Swiftly organise the Mandatory/Legally-Binding "Orientation Program" for ICC ( Internal Complaints Committee) Members so that the LEARN to discharge their Legally entrusted Duties of a) Admitting the SH Complaints; b) Ascertain prima facie the Facts of the Case when a Report and Not a Written Complaint is lodged/reported verbally or brought to the attention of Superiors etc; c) Hold Conciliation at the behest of the Aggrieved Woman Complainant; d) Hold Internal / Domestic Inquiries in accordance with the Principles of Natural Justice; e) Write Inquiry Reports and submit their Findings for necessary Disciplinary Action; f) Make "Recommendations" to the Employer; g) Determine Compensation payable to the Aggrieved Woman Employee Complainant; h) Prepare Annual Statutory Return for year 2013 onwards and other matters connected therewith.
The Law prescribes that the Aggrieved Woman Complainant submit their SH Complaints in Writing. This be followed. Where is the Need to continue to participate in continued SH anytime, anywhere. When we bring things out, they lose their power over us.
Let us all collaborate in Making the Workplace "SAFE" and "SECURE" and the Best Place to Work WHERE No Woman is subjected to Sexual Harassment.
Any and All Queries are WELCOME.
All "doubts", "dilemmas", " Misgivings" or "Myths" will be clarified.
Kritarth Team has Guided and Helped many Corporate, Employers, Heads of Institutions and Individual Managers in Full-Scale Implementation of the said Act. We are Available, round the clock.
Harsh Kumar Sharan
Special Educator for Po SH Programs
Kritarth Team
Kritarth Consulting Pvt Ltd
Kritarth Consulting Private Limited
13th Oct 2014
From India, Delhi
Your Post: " Today as I was walking into the office ( I am the HR person of this location) , my boss made a comment about how I have been
coming dressed colorful and how he wants to give me the title of Khushboo of our office ( A fat heroine, I am also a plump
person). then one other guy said he thinks Jayalalitha suits better."
I told this to my vertical head and she said to confront them and tell them that they should not make any such comments in future. She also said that she will report the matter to our head. My fiance after hearing this feels that I have to mail them or react strongly.
I feel so angry and my self esteem is at all time low. Should I message them?mail them? talk to them directly?
- Posted 8th October 2014
Position: This is a case of Humiliating Treatment affecting psychological and physical health of the Aggrieved Woman Employee and the "Acts' perpetrated by the Two Male Co-Workers / Colleagues ( irrespective of the Designations held by them) amount to / CONSTITUTE
" Acts of Sexual Harassment " within the meaning of Sexual Harassment as per the New Law namely "Sexual Harassment of Woman at Workplace ( Prevention, Prohibition & Redressal) Act April 2013 and the Rules framed thereunder and Gazetted on 9th Dec 2013.
Further, the "Offense of Sexually Harassing the Aggrieved Woman" have already been committed and are " already on Record" once they were brought to the Attention of her Superior - may be verbally reported - and that Superior should have taken PROMPT Action towards redressal of Her Complaints and by Not Doing that / by Not discharging Her Legally-Binding Duties Entrusted to Her as "the Person who Supervises, Manages and Controls the Workplace", she , the said Superior Has already on-record Violated the Provisions of the said Act and is liable to Punishment /penalty including Fine of up to Rs. 50,000/- . Likewise, the other Superior before whom the Aggrieved Woman Employee also Lodged her SH Complaint has already committed "the "Offence" of Breaching the Law" and also for "abatement" and is liable to the Penalty of the prescribed Fine. In addition, the Establishment is in the RISK of losing its Business License /Permission.
The Employer of the Establishment in question where the above mentioned " Aggrieved Woman " is employed is advised to take IMMEDIATE Action Listed below:
1. Constitute the Internal Complaints Committee as stipulated in Section 19 of the said Act"
2. Frame your Company's /Establishment Policy in alignment with the OBJECTIVE of the said Act and Notify the Policy to all Employees for proper and faithful Compliance;
3. Notify to all Employees and others present / likely to be present on Co's Premises the "Penalties" for Acts of SH and the Redressal Mechanism already constituted;
4. Quickly Organize the Mandatory / Legally - Binding " Awareness Programs for Employees to inform them about the Provisions of the said Act and to Gender Sensitize them all:
5. Swiftly organise the Mandatory/Legally-Binding "Orientation Program" for ICC ( Internal Complaints Committee) Members so that the LEARN to discharge their Legally entrusted Duties of a) Admitting the SH Complaints; b) Ascertain prima facie the Facts of the Case when a Report and Not a Written Complaint is lodged/reported verbally or brought to the attention of Superiors etc; c) Hold Conciliation at the behest of the Aggrieved Woman Complainant; d) Hold Internal / Domestic Inquiries in accordance with the Principles of Natural Justice; e) Write Inquiry Reports and submit their Findings for necessary Disciplinary Action; f) Make "Recommendations" to the Employer; g) Determine Compensation payable to the Aggrieved Woman Employee Complainant; h) Prepare Annual Statutory Return for year 2013 onwards and other matters connected therewith.
The Law prescribes that the Aggrieved Woman Complainant submit their SH Complaints in Writing. This be followed. Where is the Need to continue to participate in continued SH anytime, anywhere. When we bring things out, they lose their power over us.
Let us all collaborate in Making the Workplace "SAFE" and "SECURE" and the Best Place to Work WHERE No Woman is subjected to Sexual Harassment.
Any and All Queries are WELCOME.
All "doubts", "dilemmas", " Misgivings" or "Myths" will be clarified.
Kritarth Team has Guided and Helped many Corporate, Employers, Heads of Institutions and Individual Managers in Full-Scale Implementation of the said Act. We are Available, round the clock.
Harsh Kumar Sharan
Special Educator for Po SH Programs
Kritarth Team
Kritarth Consulting Pvt Ltd
Kritarth Consulting Private Limited
13th Oct 2014
From India, Delhi
My dear friend
I read through all the suggestions. I would say the suggestions are individual's opinion. My opinion is as follows:
First of all decide for yourself, whether you are really hurt, upset or is it that your female head's opinion has forced you to think this way.
We cannot stop anybody for what they say. Yes! either you keep shut and enjoy to sulk or if there is a harassment policy in your organization, take advantage of that.
The other possible solution may be that you write a mail to them sharing a copy with the female head you talked to.
"Start with reference to the particular day (please mention the date and time, if your remember). In a soft but straight forward language, narrate the incident to them. Tell them that they may have said it on a light note, but this has hurt you. Mention that you respect them as your leader but express your current feeling. Let them know that as great leaders they are supposed to understand their team members. In the last para, mention that they now understand the situation and politely request them not to repeat it."
I could think of this particular mode. They may not repeat the incident and the matter may not be aggravated.
Regards
From India, Delhi
I read through all the suggestions. I would say the suggestions are individual's opinion. My opinion is as follows:
First of all decide for yourself, whether you are really hurt, upset or is it that your female head's opinion has forced you to think this way.
We cannot stop anybody for what they say. Yes! either you keep shut and enjoy to sulk or if there is a harassment policy in your organization, take advantage of that.
The other possible solution may be that you write a mail to them sharing a copy with the female head you talked to.
"Start with reference to the particular day (please mention the date and time, if your remember). In a soft but straight forward language, narrate the incident to them. Tell them that they may have said it on a light note, but this has hurt you. Mention that you respect them as your leader but express your current feeling. Let them know that as great leaders they are supposed to understand their team members. In the last para, mention that they now understand the situation and politely request them not to repeat it."
I could think of this particular mode. They may not repeat the incident and the matter may not be aggravated.
Regards
From India, Delhi
Hi,
I think so nothing should be need when you feel as sportive way..if you are so lean there also people use to command as stick...remember that you grown up its not a right way to show your finger on others...dont b scare and dont care about their words. they are just paasing clouds so dont worry about them, just insult them with your silence..
From India, Coimbatore
I think so nothing should be need when you feel as sportive way..if you are so lean there also people use to command as stick...remember that you grown up its not a right way to show your finger on others...dont b scare and dont care about their words. they are just paasing clouds so dont worry about them, just insult them with your silence..
From India, Coimbatore
Dear
In my opinion, you can strongly present yourself infront of them with information fload to your senior management. If you only inform to your management and you go backscreen, then your standing will not reflect and obviously they raise the same concern in future. So first of all you treat them as a very small onionist and reflect you strong infront of them.
From India, Noida
In my opinion, you can strongly present yourself infront of them with information fload to your senior management. If you only inform to your management and you go backscreen, then your standing will not reflect and obviously they raise the same concern in future. So first of all you treat them as a very small onionist and reflect you strong infront of them.
From India, Noida
Dear all,
This subject is not fit for discussions in this Forum. Nobody can give their opinions on their boss attitudes or comments. Henceforth such questions should not be placed in this forum as this is n ot a fit issue for sharing the experience and knowledge,. Before putting such query he or she should think whether it is useful to all. Because all the experts and contributing managers are giving their opinions by virtue of their experience . Please avoid such things.
Adoni Suguresh,
Sr.Executive (Pers, Admin & Ind.Rels)Rtd
Laboiur Laws Consultant
From India, Bidar
This subject is not fit for discussions in this Forum. Nobody can give their opinions on their boss attitudes or comments. Henceforth such questions should not be placed in this forum as this is n ot a fit issue for sharing the experience and knowledge,. Before putting such query he or she should think whether it is useful to all. Because all the experts and contributing managers are giving their opinions by virtue of their experience . Please avoid such things.
Adoni Suguresh,
Sr.Executive (Pers, Admin & Ind.Rels)Rtd
Laboiur Laws Consultant
From India, Bidar
Dear all,
This whole discussion was an awareness(as a student) and thank all for sharing this..... What I have learned from the discussion made is that "As a Hr professional every day is a tough one and we need to face it as an experience". I go through some comments in the top, I got a doubt that "Whether both Management and Employees can ask for misconduct(show cause notice) to each other respectively or only the Management level to the Employees can ask for show cause notice"?
From India, Bangalore
This whole discussion was an awareness(as a student) and thank all for sharing this..... What I have learned from the discussion made is that "As a Hr professional every day is a tough one and we need to face it as an experience". I go through some comments in the top, I got a doubt that "Whether both Management and Employees can ask for misconduct(show cause notice) to each other respectively or only the Management level to the Employees can ask for show cause notice"?
From India, Bangalore
anonymous i guess anuradha is right in a way.. speak to them and tell them that you are offended by their remarks.. and move on. but i would not suggest to threaten them.. there is no use of playing hard ball in this situation.
From India, Bangalore
From India, Bangalore
I have read this thread with interest and wondered what advice would experts have given if a female boss had made a similar comment to a man. For example, had she said "You seem to have started to dress up nicely like Raymond Burr in the Perry Mason series." or something to that effect.
From United Kingdom
From United Kingdom
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
Ice breaker but how 55 squares can any one comment.ppt
Five Ways ... To Avoid Snoopy Colleagues.pdf