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Type: HR, Report if not a HR topic
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Sexual Harassment- a serious threat to company work culture
Type: HR, Report if not a HR topic
Posted 05-12-2013Reply
Sexual Harassment- a serious threat to company work culture
A recent case of sexual harassment in India where one of leading news agency TEHLKA’s senior officer Tarun Tejpal was involved has started discussion on sexual harassment cases in an organization and its impacts. Surprising there was no official committee set for such cases in this well known organization. However, there is a law in India to form a Sexual Harassment committee in every company.
Read more : http://hrsuccesstalk.com/2013/12/05/sexual-harassment-a-serious-threat-to-company-work-culture/
Hi Govind,
Apart from the Sexual harrasement committe presecribed under The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, there are other set of compliances which is mandatory from employer point of view. These terms are not included in the policy...the employees are not aware of there rights which are enlisted.
It is the responsibility of the employer to make a stringent Sexual Harrasement Policy vetted by a lawyer and include all the relevant terms and ensure same is circulated to employees via Internal Portal.
Few suggestions are :-
i.One must clearly define what constitiutes sexual harrasment.
i)organise workshops and awareness programmes for employees at regular intervals
ii) Organise orientation programmes for the members of the Internal Committee iv) Display the penal consequences of sexual harassment at any conspicuous place in the workplace and the order constituting the Internal Committee
v) Treat sexual harassment as a misconduct under the service rules and initiate action for breach
vi) Monitor timely submission of report by the internal committe
Adv Naiju Mathew
8551906269
Apart from the Sexual harrasement committe presecribed under The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, there are other set of compliances which is mandatory from employer point of view. These terms are not included in the policy...the employees are not aware of there rights which are enlisted.
It is the responsibility of the employer to make a stringent Sexual Harrasement Policy vetted by a lawyer and include all the relevant terms and ensure same is circulated to employees via Internal Portal.
Few suggestions are :-
i.One must clearly define what constitiutes sexual harrasment.
i)organise workshops and awareness programmes for employees at regular intervals
ii) Organise orientation programmes for the members of the Internal Committee iv) Display the penal consequences of sexual harassment at any conspicuous place in the workplace and the order constituting the Internal Committee
v) Treat sexual harassment as a misconduct under the service rules and initiate action for breach
vi) Monitor timely submission of report by the internal committe
Adv Naiju Mathew
8551906269
0
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