Hi I would like some advise on having policy or creating awareness around the office atmosphere so asto avoid sexual harrasment and a warning to people who indulge in the same. Regards Latha
From India, New Delhi
From India, New Delhi
The Best Advice will be - Talk with you boss or seniors Manager or HR manager regarding these. Hope they can help you out .
Warm Regards,
___________________
Rajib Saha (B.Pharmacy/MBA- International Business)
Export Coordinator.
Holoflex Limited
54, stopford Road .
London. UK
E13 0lZ
E-mail(1):
E-mail(2):rajib@holoflex.com
Skype - loverajiv2002
Website: Holoflex Holograms - Holograms|Security Hologram|Hologram|Holographic
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From United Kingdom, London
7Warm Regards,
___________________
Rajib Saha (B.Pharmacy/MBA- International Business)
Export Coordinator.
Holoflex Limited
54, stopford Road .
London. UK
E13 0lZ
E-mail(1):
E-mail(2):rajib@holoflex.com
Skype - loverajiv2002
Website: Holoflex Holograms - Holograms|Security Hologram|Hologram|Holographic
Development without Destruction is the need of the hour. Print this mail only if you have to. Save paper - Save Trees - Save Mankind.
From United Kingdom, London
Dear Latha,
Prohibition of sexual harassment of working women
1)No employee shall indulge in any action of sexual harassment of any women at her work place.
2)Every employee who is In-charge of a work place shall take appropriate steps to prevent sexual harassment of any women at such work place.
Explanation:
For the purpose of this rule “sexual harassment” includes such unwelcome sexually determined behaviour, whether directly or otherwise as -
(a)physical contact and advances;
(b)demand or request for sexual favours;
(c)sexually coloured remarks;
(d)showing any pornography; or
(e)any other unwelcome physical, verbal or non-verbal conduct of a sexual nature.
These are the points you may consider while formulatiog your policy.
From India, Bhubaneswar
Prohibition of sexual harassment of working women
1)No employee shall indulge in any action of sexual harassment of any women at her work place.
2)Every employee who is In-charge of a work place shall take appropriate steps to prevent sexual harassment of any women at such work place.
Explanation:
For the purpose of this rule “sexual harassment” includes such unwelcome sexually determined behaviour, whether directly or otherwise as -
(a)physical contact and advances;
(b)demand or request for sexual favours;
(c)sexually coloured remarks;
(d)showing any pornography; or
(e)any other unwelcome physical, verbal or non-verbal conduct of a sexual nature.
These are the points you may consider while formulatiog your policy.
From India, Bhubaneswar
Dear sir,
this problem is comman in all the offices. But there must be strict rules to be follow by both the gender.
First and the important is dress code. The dress must not be virgular especially by the females. It must be sober and elegent.
There should strict rules like immediate termination from job if any one found guilty for sexual harrashment irrespect of seniority and designation
unwelcome remarks, behaviour gainst women is strictly banned
parties in the office premises must be banned
harvinder sg
From India, Amritsar
this problem is comman in all the offices. But there must be strict rules to be follow by both the gender.
First and the important is dress code. The dress must not be virgular especially by the females. It must be sober and elegent.
There should strict rules like immediate termination from job if any one found guilty for sexual harrashment irrespect of seniority and designation
unwelcome remarks, behaviour gainst women is strictly banned
parties in the office premises must be banned
harvinder sg
From India, Amritsar
dear latha,
discribe the details about sexual harrassment...
In compliance of the Supreme Court Decision in the case of Vishaka & others V/s State of Rajasthan & others and direction given therein, the Management is pleased to constitute a Committee for prevention of sexual harassment in our Factory. The Committee shall consist of the following persons:
1.......
Procedure :
1. The Committee will meet as and when the complaints are received by the employees with regard to any complaints of sexual harassment.
2. The Committee shall meet within 24 hours of the complaint being received.
3. Notice to the members of the Committee shall be in writing exceptional circumstances oral also.
4. The Committee shall meet in the factory premises in any place where provisions are made for enquiry.
5. Any person who has a complaint of sexual harassment by any employee in course of his/ her employment is at liberty to make a complaint in writing to any of the members.
6. If any member other than the Secretary received the complaint, he or she shall forthwith call upon the Secretary of the Committee to convene the meeting.
7. Sexual harassment for the purpose of enquiry by this Committee means “such unwelcome sexually determined behariour” (whether directly or by implication) as:
a) Physical contact and advances
b) Demand or request for sexual favours
c) Sexually coloured remarks
d) Showing pornography
e) Any other unwelcome physical, verbal or non-verbal contact of sexual harassment.
Procedure for enquiry:
1. Notice of enquiry shall be served on the complainant and also the employee against whom the complaint is lodged, by the Secretary of the Committee in writing.
2. At the time of enquiry both the complainant and the opposite party shall be personally called and their statement shall be recorded.
3. The Committee members are at liberty to cross examine any of the parties to ascertain the truth of the complaint.
4. If any of the parties specifically requests, maximum of two witnesses can be allowed from each side to substantiate their claim.
5. The Committee shall consider the statement and other evidences available, in a joint sitting and shall decide the truth or otherwise of the complaint by a majority decision.
6. Quorum for Committee meeting shall be minimum 3 members.
7. The report of the Committee shall be forwarded to the Management proposing the action to be taken wherever the complaint is found true.
Action by Management:
1. Any report given by the Committee for prevention of sexual harassment shall be considered by the designated disciplinary authority within 7 days from the date of its receipt.
From India, Bangalore
discribe the details about sexual harrassment...
In compliance of the Supreme Court Decision in the case of Vishaka & others V/s State of Rajasthan & others and direction given therein, the Management is pleased to constitute a Committee for prevention of sexual harassment in our Factory. The Committee shall consist of the following persons:
1.......
Procedure :
1. The Committee will meet as and when the complaints are received by the employees with regard to any complaints of sexual harassment.
2. The Committee shall meet within 24 hours of the complaint being received.
3. Notice to the members of the Committee shall be in writing exceptional circumstances oral also.
4. The Committee shall meet in the factory premises in any place where provisions are made for enquiry.
5. Any person who has a complaint of sexual harassment by any employee in course of his/ her employment is at liberty to make a complaint in writing to any of the members.
6. If any member other than the Secretary received the complaint, he or she shall forthwith call upon the Secretary of the Committee to convene the meeting.
7. Sexual harassment for the purpose of enquiry by this Committee means “such unwelcome sexually determined behariour” (whether directly or by implication) as:
a) Physical contact and advances
b) Demand or request for sexual favours
c) Sexually coloured remarks
d) Showing pornography
e) Any other unwelcome physical, verbal or non-verbal contact of sexual harassment.
Procedure for enquiry:
1. Notice of enquiry shall be served on the complainant and also the employee against whom the complaint is lodged, by the Secretary of the Committee in writing.
2. At the time of enquiry both the complainant and the opposite party shall be personally called and their statement shall be recorded.
3. The Committee members are at liberty to cross examine any of the parties to ascertain the truth of the complaint.
4. If any of the parties specifically requests, maximum of two witnesses can be allowed from each side to substantiate their claim.
5. The Committee shall consider the statement and other evidences available, in a joint sitting and shall decide the truth or otherwise of the complaint by a majority decision.
6. Quorum for Committee meeting shall be minimum 3 members.
7. The report of the Committee shall be forwarded to the Management proposing the action to be taken wherever the complaint is found true.
Action by Management:
1. Any report given by the Committee for prevention of sexual harassment shall be considered by the designated disciplinary authority within 7 days from the date of its receipt.
From India, Bangalore
Are you talking about the Sexual Harassment on Women only? What about the sexual harassment on men in the workplace? What about sexually insulting/demeaning remarks towards men by women on the workplace? Most likely, women are part of the panel and hardly take any interest towards it.
From India, Delhi
From India, Delhi
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Sexual Harrassment Policy.doc