Sexual Harassment

Sexual Harassment is the typical unwelcomed behavior directing to unnecessary physical contact, sexual remarks, verbal comments, uncomfortable behavior with opposite sex in work place among colleagues, or between senior and juniors. Now-a-days company remains too strict towards this kind of unethical behavior.

Organization is committed towards ensuring employees to be treated fairly and equally in an environment free of intimidation and sexual harassment.

Organization encourages any employee who feels they have been harassed to contact any other employee / employer. Organization recognizes comments and behavior that do not offend one person or another. Management accepts individuals may react differently and expects this right to be generally respected.

Sexual harassment is any unwanted, unwelcome or uninvited behavior of a sexual nature which makes a person feels humiliated, intimidated or offended.

Sexual harassment can take many different forms and may include physical contact, verbal comments, jokes, propositions, and the display of offensive material or other behavior that creates a sexually tense or hostile working environment. Sexual harassment can occur between an employee and a co-worker, supervisor, manager, agent, consultant or contractor.

Sexual harassment is not just unlawful during working hours or at the workplace itself. But also behavior is unlawful in any work-related context including  conferences, work functions, business or field trips, and interactions with clients.

Any complaint or report of sexual harassment is treated promptly, seriously and sympathetically, with due regard to confidentiality. Managers and supervisors must act immediately on any reports of sexual harassment. Employees are not disadvantaged in their employment conditions or opportunities as a result of lodging a complaint.

Appropriate disciplinary action is taken against anyone in the Organization who is found to have sexually harassed a co-worker. Depending on the severity of the case, consequences can include an apology, counseling, transfer, dismissal, demotion or other forms of disciplinary action. Immediate disciplinary action is also taken against anyone who victimizes or retaliates against a person who has complained of sexual harassment.

Organization has a legal responsibility to prevent sexual harassment.

Therefore, managers and supervisors have a responsibility to:

Model appropriate behavior themselves.

Monitor the working environment to ensure acceptable standards of conduct are observed at all times Treat all complaints seriously and take immediate action to investigate and resolve the matter.

Refer complaints to another manager if they do not feel they are the best person to deal with the case (e.g. if there is a conflict of interest or if the complaint is particularly complex or serious).

All employees have a responsibility to:

Comply with the organization’s sexual harassment policy.

Offer support to anyone who is being harassed and let them know from where they could get help and advice (they should not approach the harasser themselves) Maintain complete confidentiality if they provide information during the investigation of a complaint (employees who spread gossip or rumors may expose themselves to defamation action)

1. Making a Complaint

If you believe you are being, or have been, harassed, follow the procedure below:

Inform the offender the behavior is offensive, unwelcome, and against factory policy and should stop (only if you feel comfortable enough to approach them directly).

Keep a record of the incident(s).

If the unwelcome behavior continues, contact your supervisor or manager for support.

If this is inappropriate, you feel uncomfortable, or the behavior still persists, contact your manager.

2. Receiving a Complaint

When a manager receives a complaint, he/she should follow the procedure below:

Listen to the complainant seriously.

Treat the complaint confidentially.

Allow the complainant to bring another person to the interview if he/she chooses to.

Ask the complainant for the full story, including what happened step by step.

Take notes, using the complainant’s own words.

Ask the complainant to check your notes to ensure your record of the conversation is accurate.

Explain and agree next action with the complainant If investigation is not requested:

Act promptly.

Pass your notes on to your manager.

If investigation is requested, or is appropriate, follow the procedure outlined.

3. Investigating a Complaint

When a manager investigates a complaint, he/she should follow the procedure below:

Interview all directly concerned, separately.

Interview witnesses, separately.

Keep records of interviews and investigation.

Do not assume guilt.

Interview the alleged harasser, separately and confidentially.

Let the alleged harasser know exactly what he/she is being accused of.

Give him/her a chance to respond to the accusation.

Listen carefully and record details.

Make it clear he/she does not have to answer any questions.

Ensure confidentiality, minimize disclosure.

Determine appropriate action based on investigation and evidence collected.

Check to ensure the action meets the needs of the complainant and organization.

Outcomes as they affect the complainant should be discussed with the complainant to ensure that needs are met.

4. Potential Outcomes

If the complaint is found to be justified, the complainant may be entitled to any or all of the following:

The complainant may receive:

Commitment the behavior will cease

Private apology (verbal or written)

Re-credit of any leave taken due to the harassment

Payment of medical and counseling expenses

Transfer, with no job disadvantage

Other compensation

 

 

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Get best matched jobs on your email. No registration needed