Dear Sharad ji Very good observation (and opinion). I hope mine does not "fall" into that category. Regards.
From India, Delhi
1426From India, Delhi
This is taking the law into own's hand. :-D Great organization !! What is it called and where it is found ?? Is it banned or yet to be banned ?? Nothing but Termination !! Or, is it ex-termination ?? :icon10:
From India, Delhi
From India, Delhi
Dear Tarranum,
Your query is incomplete in so far as you have not mentined whether your organisation is a Government organisation, a PSU, a public limited company or a private (ownership/ partnership) trade house.
If yours is a Government office or a PSU there is a clear provision for a disciplinary action in the CCS (CCA) Rules, 1965 taking it as a misconduct in case of the Central Government Offices or some PSUs who have adopted the said Rules, or the respective Conduct and Dicipline Rules of the PSUs. If your organisation is a State Government organisation the Conduct and Discipline Rules of the concerned State may be applicable. If your organiation is a Public Limited Company, Concuct and Discipline Rules, if any framed by that company would be applicable. If the company has not framed any such Rules, the only way is just to make a formal compalint to the competent higher authority over and above the misbehaving seniors and watch for the result.
However, in all such cases, the harassed employee must make a formal complaint. But, if the competent authority does not take any action against the culprit, a Government/PSU employee can make a formal complaint direct to the Central Vigilance Commision.
In all other cases if the competent authority does not take any action, the employee, if she decides so, can lodge a complaint with the Police.
However, if you can make it clear to which organization (Govt./PSU/Other company, etc), I can advise you suitably on the basis of my practical vigilance experience of 27 years. You can, if liked, contact me at: [psd1941@yahoo.co.uk] with complete details of the case for proper guidance.
P S Dhingra
Vigilance & Change Management Consultant
From India, Delhi
Your query is incomplete in so far as you have not mentined whether your organisation is a Government organisation, a PSU, a public limited company or a private (ownership/ partnership) trade house.
If yours is a Government office or a PSU there is a clear provision for a disciplinary action in the CCS (CCA) Rules, 1965 taking it as a misconduct in case of the Central Government Offices or some PSUs who have adopted the said Rules, or the respective Conduct and Dicipline Rules of the PSUs. If your organisation is a State Government organisation the Conduct and Discipline Rules of the concerned State may be applicable. If your organiation is a Public Limited Company, Concuct and Discipline Rules, if any framed by that company would be applicable. If the company has not framed any such Rules, the only way is just to make a formal compalint to the competent higher authority over and above the misbehaving seniors and watch for the result.
However, in all such cases, the harassed employee must make a formal complaint. But, if the competent authority does not take any action against the culprit, a Government/PSU employee can make a formal complaint direct to the Central Vigilance Commision.
In all other cases if the competent authority does not take any action, the employee, if she decides so, can lodge a complaint with the Police.
However, if you can make it clear to which organization (Govt./PSU/Other company, etc), I can advise you suitably on the basis of my practical vigilance experience of 27 years. You can, if liked, contact me at: [psd1941@yahoo.co.uk] with complete details of the case for proper guidance.
P S Dhingra
Vigilance & Change Management Consultant
From India, Delhi
Hi it takes two to tango. Anyway, firstly make a thorough investigation (if this is really serious), get enough evidence and ensure that you are definitely sure it is happening. Remember, "A Person is not guilty until proven".
Before taking any drastic action, I think it is worth confronting this issues with the person concern face to face, highlight to him what's has been going on. After the discussion, firmly tell him that this is a verbal warning and if it does happen again you will not hesitate to issue a warning letter which will eventually lead to termination if it doesn't stop.
From Brunei Darussalam
Before taking any drastic action, I think it is worth confronting this issues with the person concern face to face, highlight to him what's has been going on. After the discussion, firmly tell him that this is a verbal warning and if it does happen again you will not hesitate to issue a warning letter which will eventually lead to termination if it doesn't stop.
From Brunei Darussalam
Dear Friend
It amounts to sexual harrassment and punishable by Law. To ascertaint he facts, pl constitute an internal committee consisting of 3 members of which 2 must be senior lady colleagues. Both the accused and complainant have to be summoned to represent themseleves infornt of the committee. Requst, committee to forward their findings with proposed punitive actionins within 7-10 days. Put up committee findings to Top Management and seek action to be taken. the final action has to be initiated by HR.
From India, Chennai
It amounts to sexual harrassment and punishable by Law. To ascertaint he facts, pl constitute an internal committee consisting of 3 members of which 2 must be senior lady colleagues. Both the accused and complainant have to be summoned to represent themseleves infornt of the committee. Requst, committee to forward their findings with proposed punitive actionins within 7-10 days. Put up committee findings to Top Management and seek action to be taken. the final action has to be initiated by HR.
From India, Chennai
Dear Friend
It amounts to sexual harrassment and punishable by Law. To ascertaint he facts, pl constitute an internal committee consisting of 3 members of which 2 must be senior lady colleagues. Both the accused and complainant have to be summoned to represent themseleves infornt of the committee. Requst, committee to forward their findings with proposed punitive actionins within 7-10 days. Put up committee findings to Top Management and seek action to be taken. the final action has to be initiated by HR.
From India, Chennai
It amounts to sexual harrassment and punishable by Law. To ascertaint he facts, pl constitute an internal committee consisting of 3 members of which 2 must be senior lady colleagues. Both the accused and complainant have to be summoned to represent themseleves infornt of the committee. Requst, committee to forward their findings with proposed punitive actionins within 7-10 days. Put up committee findings to Top Management and seek action to be taken. the final action has to be initiated by HR.
From India, Chennai
Hi,
In case of harassment of a colleague of the sex, then it becomes sexual harassment. Harassment could be of many means and types. So firstly you should ensure confidentiality to the alleged victim and the alleged harasser.
Secondly the proceedings of the committee investigating this sexual harassment complaint should be confidential to prevent character assassination of the innocent.
Thirdly swift action is required as otherwise if the allegation were to blow up into a big issue then the management could be affected as it has not provided a safe work environment and if proved be liable to pay lots as compensation.
So take care.
regards
From India, Bangalore
In case of harassment of a colleague of the sex, then it becomes sexual harassment. Harassment could be of many means and types. So firstly you should ensure confidentiality to the alleged victim and the alleged harasser.
Secondly the proceedings of the committee investigating this sexual harassment complaint should be confidential to prevent character assassination of the innocent.
Thirdly swift action is required as otherwise if the allegation were to blow up into a big issue then the management could be affected as it has not provided a safe work environment and if proved be liable to pay lots as compensation.
So take care.
regards
From India, Bangalore
PURASH PRDHAN SAMAJ-------
How much the team or organization recognize the female views.
In an organization, where the female staff is working ,often face the difficulties. The single woman in organization is not valued to give the opportunity. Very often , her views disregarded. As called this is the men’s world. Man as the “PURASH-PRADHAN “ Society has always disregarded the woman.If the director is giving the motivation to female staff,then after him the colleagues who are males are not favouring the female colleagues.Some time director also not consider the female staff.
EX- There is a deepawali function in the office . and as hr cum admin head was absent for 3 days due to some reason on 21,22,23rd oct. and deepawali is on 5th nov. And the boss has made the 3 people team when she was absent and they were given the responsibility to organize the fest. And I as HR was out of this. They were only intimating me as per the order of Director but was not valuing the suggestions. Neither the deepawali bonus suggestion nor any Cash suggestion was accommodate by the team. Despite of telling that it will lead bad consequences,they end up. And even the head who was the high level manager in that triplet committee has refused me to go direct to my boss who is the director while carrying these suggestions. And from several days, my director was saying to me that we should have a sculpture of God in our small office temple. And I have purchased that and placed it there. Then triplets committee has made the issue that how I had purchase that . so all these things lead to demoralize my morale. And more to this My Boss (Director) has given the authority to decorate the office. And even the triplicate committee is refusing me to purchase the items by saying they will manage it by my own.I am not opposite to this. But feeling bad that how they are not considering or giving the values to a female.
“Purash pradhan samaj.”
From India, Delhi
How much the team or organization recognize the female views.
In an organization, where the female staff is working ,often face the difficulties. The single woman in organization is not valued to give the opportunity. Very often , her views disregarded. As called this is the men’s world. Man as the “PURASH-PRADHAN “ Society has always disregarded the woman.If the director is giving the motivation to female staff,then after him the colleagues who are males are not favouring the female colleagues.Some time director also not consider the female staff.
EX- There is a deepawali function in the office . and as hr cum admin head was absent for 3 days due to some reason on 21,22,23rd oct. and deepawali is on 5th nov. And the boss has made the 3 people team when she was absent and they were given the responsibility to organize the fest. And I as HR was out of this. They were only intimating me as per the order of Director but was not valuing the suggestions. Neither the deepawali bonus suggestion nor any Cash suggestion was accommodate by the team. Despite of telling that it will lead bad consequences,they end up. And even the head who was the high level manager in that triplet committee has refused me to go direct to my boss who is the director while carrying these suggestions. And from several days, my director was saying to me that we should have a sculpture of God in our small office temple. And I have purchased that and placed it there. Then triplets committee has made the issue that how I had purchase that . so all these things lead to demoralize my morale. And more to this My Boss (Director) has given the authority to decorate the office. And even the triplicate committee is refusing me to purchase the items by saying they will manage it by my own.I am not opposite to this. But feeling bad that how they are not considering or giving the values to a female.
“Purash pradhan samaj.”
From India, Delhi
Subject: Re: Disciplinary action against misbehaviour with lady
There should be some documentary base evening for issuing show cause notice though not investigation report.
Is there any formal complaint from the female employee. if there is a formal complaint, you can proceed with show cause notice.
Consider his explanation and decide further course of action to be taken besides getting it investiged (during which all evidences will be collected) under Sexual Harrasament Policy for initiating departmental enquiry, if explanation is not satisfactory.
thanks
prakash
From India, Madras
There should be some documentary base evening for issuing show cause notice though not investigation report.
Is there any formal complaint from the female employee. if there is a formal complaint, you can proceed with show cause notice.
Consider his explanation and decide further course of action to be taken besides getting it investiged (during which all evidences will be collected) under Sexual Harrasament Policy for initiating departmental enquiry, if explanation is not satisfactory.
thanks
prakash
From India, Madras
Hi,
I am working as a senior executive HR with a manufacturing firm which deals in wire harness for last 2 years 3 months. The director of this company is the son of MD's brother. He is an ill mannered person. He doesn't behave in a good manner with an employee not even with a female. He has been torturing me for last one and an half year. There is no complaint in my work but he always says that you are doing nothing. He shouted at me three months back in front of all employees. He used abusive words and insulted me in a loud voice. I wrote a mail to the MD of this company but he didn't take any action. Now he did the same again on 15th Nov-14 with me in front of all staff. He tortured me mentally and said there is no need of you. I said ok. He then said alright, now what are you doing here. I simply asked what did it mean. Then he shouted more and said don't you understand hindi, which language you understand. There are three other employees standing and they will tell you the meaning of this. He literally asked all those three and said let her understand the meaning of "there is no need of you". He created a movie scene in the office where a person is insulted in front of many people and made fun of me. I was so depressed that I immediately wrote a mail to MD forwarding the previous mail and left for home after informing the same to Mrs. MD over the phone. He again shouted at me on 17th morning and asked me to leave the organization which I refused for politely and said sir being an employee, I will not sit out side, will sit in the company and will go only after having a meeting with MD sir. All the staff appreciated my this step and said "Mam, well done! you did the best" He has already thrown many employees out for no reason which I did not accept.
Our MD hasn't called me yet for a discussion. If I will be called for a meeting what all points I should keep there. I have already prepared a list of my tasks I am involved in.I have prepared a list of the incidents where he insulted & tortured me. If my MD doesn't call me for a meeting in this week, I am going to take a legal action against the same. Can you please guide me on the same?
Thanks:
From India, Delhi
I am working as a senior executive HR with a manufacturing firm which deals in wire harness for last 2 years 3 months. The director of this company is the son of MD's brother. He is an ill mannered person. He doesn't behave in a good manner with an employee not even with a female. He has been torturing me for last one and an half year. There is no complaint in my work but he always says that you are doing nothing. He shouted at me three months back in front of all employees. He used abusive words and insulted me in a loud voice. I wrote a mail to the MD of this company but he didn't take any action. Now he did the same again on 15th Nov-14 with me in front of all staff. He tortured me mentally and said there is no need of you. I said ok. He then said alright, now what are you doing here. I simply asked what did it mean. Then he shouted more and said don't you understand hindi, which language you understand. There are three other employees standing and they will tell you the meaning of this. He literally asked all those three and said let her understand the meaning of "there is no need of you". He created a movie scene in the office where a person is insulted in front of many people and made fun of me. I was so depressed that I immediately wrote a mail to MD forwarding the previous mail and left for home after informing the same to Mrs. MD over the phone. He again shouted at me on 17th morning and asked me to leave the organization which I refused for politely and said sir being an employee, I will not sit out side, will sit in the company and will go only after having a meeting with MD sir. All the staff appreciated my this step and said "Mam, well done! you did the best" He has already thrown many employees out for no reason which I did not accept.
Our MD hasn't called me yet for a discussion. If I will be called for a meeting what all points I should keep there. I have already prepared a list of my tasks I am involved in.I have prepared a list of the incidents where he insulted & tortured me. If my MD doesn't call me for a meeting in this week, I am going to take a legal action against the same. Can you please guide me on the same?
Thanks:
From India, Delhi
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DISCIPLINARY ACTION.ppt
Record of disciplinary action.doc