----- "Safeguards against Sexual Harassment at Workplace"----
Kritarth Team of Spl Educator, as defied in SHWW (P,P&R) Rule 2 (f), Cover in Mandatory Employee Awareness Programs at regular Intervals, “Safeguards against Sexual Harassment at Workplace and include following:
1. Never initiate Sexual Relationships with a) Subordinates, b) Superiors c) Co-workers;
2. Never Misuse your Position to take Sexual Advantage;
3. Never Make Sexual Remarks in jets;
4. Never Touch People to make them Uncomfortable;
5. Never share your Sexual Escapades, Exploits, Fantasies, Preferences;
6. Never elicit Private Problems, info details of Sexual Nature;
7. Never lure or get lured;
8. Put an End to Sexual Joking, Stop Sexual Behavior, Conduct, Intimate Talk;
9. Report SH Incident.
Prevention is Better than Cure. Do Right Things Right, First Time, Every Time.
Harsh Kumar Sharan, For Kritarth Consulting Pvt Lt, Bengaluru
From India, Delhi
200Kritarth Team of Spl Educator, as defied in SHWW (P,P&R) Rule 2 (f), Cover in Mandatory Employee Awareness Programs at regular Intervals, “Safeguards against Sexual Harassment at Workplace and include following:
1. Never initiate Sexual Relationships with a) Subordinates, b) Superiors c) Co-workers;
2. Never Misuse your Position to take Sexual Advantage;
3. Never Make Sexual Remarks in jets;
4. Never Touch People to make them Uncomfortable;
5. Never share your Sexual Escapades, Exploits, Fantasies, Preferences;
6. Never elicit Private Problems, info details of Sexual Nature;
7. Never lure or get lured;
8. Put an End to Sexual Joking, Stop Sexual Behavior, Conduct, Intimate Talk;
9. Report SH Incident.
Prevention is Better than Cure. Do Right Things Right, First Time, Every Time.
Harsh Kumar Sharan, For Kritarth Consulting Pvt Lt, Bengaluru
From India, Delhi
Dear Mr Harsh Kumar Sharan,
Most of your posts are related to the sexual harassment and this post is no exception. Your last post was "Aggrieved Woman Employee-Complainant Unwilling To File Her Sexual Harassment Complaint?"
Though several members gave their replies, there was no follow up from your side. Not even acknowledgement!
Therefore, the question arises is are your posts camouflage for promoting your consulting business? Once you raise some post, does courtesy not demand writing what exactly happened at the workplace?
We members of this forum request you to be participative in discussion and not just raise the posts and forget afterwards.
My feedback may sound harsh, however, there is a discernible pattern in your post hence this straightforwardness.
Thanks,
Dinesh Divekar
From India, Bangalore
Most of your posts are related to the sexual harassment and this post is no exception. Your last post was "Aggrieved Woman Employee-Complainant Unwilling To File Her Sexual Harassment Complaint?"
Though several members gave their replies, there was no follow up from your side. Not even acknowledgement!
Therefore, the question arises is are your posts camouflage for promoting your consulting business? Once you raise some post, does courtesy not demand writing what exactly happened at the workplace?
We members of this forum request you to be participative in discussion and not just raise the posts and forget afterwards.
My feedback may sound harsh, however, there is a discernible pattern in your post hence this straightforwardness.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Kritarth Consulting ji,
I too conduct awareness workshops for many companies and now planning for LMS module. Its under construction.
What I do in awareness, rather than telling never do this and never do that, explain the followings:
1. About the Act and main features of it;
2. Why this Act came in to place;
3. What acts and behaviours are considered as SH i.e. forms of SH explaining Quid Pro Quo & Hostile environment etc;
4. Awareness on personal boundaries and comfort zone;
5. Body mapping (in some of the workshops by my female associate for female employees);
6. What is the role of IC and powers of IC;
7. Duties and responsibilities of Employer / DO;
8. Creating environment for coming forward with complaint of cases;
8. Complaint redressal; etc.
I give Posh Consultation including drafting of PoSH Policy, SH Complaint Management. I have a team of qualified experts to be appointed as external members, including me.
From India, Mumbai
I too conduct awareness workshops for many companies and now planning for LMS module. Its under construction.
What I do in awareness, rather than telling never do this and never do that, explain the followings:
1. About the Act and main features of it;
2. Why this Act came in to place;
3. What acts and behaviours are considered as SH i.e. forms of SH explaining Quid Pro Quo & Hostile environment etc;
4. Awareness on personal boundaries and comfort zone;
5. Body mapping (in some of the workshops by my female associate for female employees);
6. What is the role of IC and powers of IC;
7. Duties and responsibilities of Employer / DO;
8. Creating environment for coming forward with complaint of cases;
8. Complaint redressal; etc.
I give Posh Consultation including drafting of PoSH Policy, SH Complaint Management. I have a team of qualified experts to be appointed as external members, including me.
From India, Mumbai
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Sexual Harassment.pdf
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