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Awareness session on productive work environment

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DIvya Singh
DIvya Singh

This PPT describes thoroughly about what is sexual harassment policy of a company and effects of implementing and redressal procedures in company.

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Policy on Productive Work Environment: An Awareness Session
22 Know and identify what harassment is Understand the impact of harassment Dealing with harassment Know companyss policy on how and when to report harassment To prevent harassment and help create a safe and healthy working environment
TEHELKA DOWNFALL: TARUN TEJPAL CASE Tehelka -Known for its investigative journalism and sting operations., instrumental in changing the media scenario in India Founder: Tarun Tejpal along with Anirudha Bahal in 2000 as a website. Won awards for their excellence in journalism Editor-in-Chief Tarun Tejpal.- Charged with assault by journalist in Goa Think Fest. The Goa Police filed an FIR, citing an email sent by Tejpal to the victim on 19 November, and arrested him on 30 November. Result: Shame and steep downfall of reputation, a journal and website which has done outstanding and brave work. Rifts within the organization and system breakdown leading the revolutionary magazine to closure. Shoma Chaudhurys handling of this case was also criticised 3
RECENT TOP 2012-14 CASES TEHELKA TARUN TEJPAL assault of journalist twice in a hotel lift in Goa during the Think Fest In Goa Custody Place: Restaurant Lift, out of work hours, semi professional and social mix SUPREME COURT JUDGE AK GANGULI : harassment levelled by a law intern. Alleged to have also assaulted 3 other girls The jury is still out. Place: Hotel room, out of office hours on official duty
VISHAKHA GUIDELINES Gender equality includes protection from harassment and the right to work with dignity as per our constitution. Extra hazard for a working woman compared her male colleague is clear violation of the fundamental rights of Gender Equality & Right to Life and Liberty. Safe working environment is fundamental right of a working woman. In no way should working women be discriminated at the workplace against male employees. Working with full dignity is the fundamental right of working women. The Vishakha judgment recommends a Complaints Committee at all workplaces, headed by a woman employee, with atleast half of its members being women.
WHAT IS HARASSMENT? It is unwanted sexual advances, requests for sexual favors, and other verbal or physical conduct that tends to create mental/emotional instability and a hostile or offensive work environment. For example, unwanted: Touching or physical contact Gestures Remarks-jokes Exhibitionistic action Showing dirty porn and pictures Wolf whistles Ogling Asking sexual favors Cyber notes SMS ,MMS, e- mails Staring Phone calls Quid pro Quo
DEFINITION OF WORKPLACE (AS PER SEXUAL HARASSMENT OF WOMEN AT WORKPLACE ACT, 2013) Workplace includes: Any department, organisation, undertaking, establishment, enterprise, institution, office, branch or unit which is established, owned, controlled or wholly or substantially financed by funds provided directly or indirectly by the appropriate Government or the local authority or a Government company or a corporation or a co-operative society
DEFINITION OF WORKPLACE (AS PER SEXUAL HARASSMENT OF WOMEN AT WORKPLACE ACT, 2013) Workplace includes: Any private sector organisation or a private venture, undertaking, enterprise, institution, establishment, society, trust, non-governmental organisation, unit or service provider carrying on commercial, professional, vocational, educational, industrial, health services or financial activities including production, supply, sale, distribution or service; Any place visited by the employee arising out of or during the course of employment including transportation provided by the employer for undertaking such journey.
DEALING WITH HARASSMENT Do not ignore: notify incidents to a trustworthy person as soon as possible Gather proof if possible: record date/time and description of incidence, offensive text messages, e-mails, etc Tell harasser to stop: in person or in writing, stating that if unwanted behavior continues, action will be taken Do not be afraid: there are mechanisms to ensure that victim is protected, and alleged employee is punished Notify: Send your written complaint
PRECAUTIONS WHILE DEALING WITH CUSTOMERS/CLIENTS Visiting cards, email id, telephone, mobile numbers: Name, profile, official email id, office phone ext , office add only No personal mobile numbers or personal info to be entertained Solicitation: Client/customer/or person in position soliciting-date, dinner etc Not to be entertained during course of any professional marketing collaboration. Firm refusal on professional and personal ethical ground. Facebook /Linked and other social networking Have an official site to interact professionally, ignore or reject personal advance
PRECAUTIONS WHILE DEALING WITH CUSTOMERS/CLIENTS Misbehavior at customer institution by staff/others Seek prior appointment with specific person and meet specific person. Call prior to visit, reach on time not before or after Any solicitation asking for personal numbers, making personal remarks-polite, curt refusal Odd hours pretext phone calls No personal number to be given, any genuine queries through organization website , or specific enquiry time. Mobile calls track and preserve bills for future reference Ignore call/ hang up Track caller ID
HARASSMENT AGAINST MEN Discrimination is built into the social bias that men are more aggressive Men are more likely to engage in this type of behavior (which is true, statistically). But that doesn't mean that men can't also be victims of domestic violence, mental/sexual harassment, and rape. We should work together to dispel these biases and work on legislation and public awareness that allows men to feel more comfortable coming forward with these issues, and for law enforcement and the courts to take it more seriously when it does happen. Laws must be equal for males and females
COMPANY POLICY Our Company is an equal employment opportunity organization, committed to creating a healthy working environment, and believes that all employees of the Company, have the right to be treated with dignity, regardless of their gender, caste, creed, age, sexual orientation, religion, or disability. This policy applies to all persons involved in the operations of the Organization and prohibits such harassment by any employee, including supervisors and co- workers, volunteers, any customer or client of the Organization, and any vendor or other service provider
EMPLOYEE WELLBEING COMMITTEE -A Committee has been constituted by the Management to consider and redress complaints of Harassment. --COMPOSITION OF COMMITTEE :- -- Any complaints received will be investigated by the Committee and necessary action will be taken --50% of committee must be women. Chairperson must be not from company. 14 1 Chairperson Non Company member name 2 Member 3 Member Secretary 4. Member 5. Member 6. Member
COMMITTEE RESPONSIBILITY The committee shall be responsible to work in compliance with the Redressal process and Enquiry process laid down in the Anti Harassment policy. The committee shall be governed by The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. The Committee shall annually evaluate and review the Anti Harassment Policy. If required they will recommend changes to the policy. The committee will produce, at the minimum, an annual update to the Board on the complaints received, investigation carried out and actions taken. The tenure of existing members of the Committee will be no more than 3 years. If it is found that any of the Committee members has himself/herself violated the provisions of the Grievance Redressal Policy, or has committed any illegal acts, he/she will be disqualified from the Committee.
COMPLAINT & ACTION The person concerned can personally talk / telephone/ write/ e-mail any member of the Committee. Alternatively, an email can be sent to hr@nepli.net A written complaint to the may be addressed to the Chairperson of the Committee. Any staff who comes to know about an incident of harassment shall advise the affected person to approach a member of the Committee or report to a member themselves. They are discouraged to discuss the issue among themselves or try to solve the problem by themselves. The name of the complainant will ALWAYS be kept CONFIDENTIAL. If an employee or person outside of company is found guilty of harassment, the organization will take appropriate course action on a case-to-case basis.
THANK YOU!

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Awareness session on productive work environment

  • 1. Policy on Productive Work Environment: An Awareness Session
  • 2. 22 Know and identify what harassment is Understand the impact of harassment Dealing with harassment Know companyss policy on how and when to report harassment To prevent harassment and help create a safe and healthy working environment
  • 3. TEHELKA DOWNFALL: TARUN TEJPAL CASE Tehelka -Known for its investigative journalism and sting operations., instrumental in changing the media scenario in India Founder: Tarun Tejpal along with Anirudha Bahal in 2000 as a website. Won awards for their excellence in journalism Editor-in-Chief Tarun Tejpal.- Charged with assault by journalist in Goa Think Fest. The Goa Police filed an FIR, citing an email sent by Tejpal to the victim on 19 November, and arrested him on 30 November. Result: Shame and steep downfall of reputation, a journal and website which has done outstanding and brave work. Rifts within the organization and system breakdown leading the revolutionary magazine to closure. Shoma Chaudhurys handling of this case was also criticised 3
  • 4. RECENT TOP 2012-14 CASES TEHELKA TARUN TEJPAL assault of journalist twice in a hotel lift in Goa during the Think Fest In Goa Custody Place: Restaurant Lift, out of work hours, semi professional and social mix SUPREME COURT JUDGE AK GANGULI : harassment levelled by a law intern. Alleged to have also assaulted 3 other girls The jury is still out. Place: Hotel room, out of office hours on official duty
  • 5. VISHAKHA GUIDELINES Gender equality includes protection from harassment and the right to work with dignity as per our constitution. Extra hazard for a working woman compared her male colleague is clear violation of the fundamental rights of Gender Equality & Right to Life and Liberty. Safe working environment is fundamental right of a working woman. In no way should working women be discriminated at the workplace against male employees. Working with full dignity is the fundamental right of working women. The Vishakha judgment recommends a Complaints Committee at all workplaces, headed by a woman employee, with atleast half of its members being women.
  • 6. WHAT IS HARASSMENT? It is unwanted sexual advances, requests for sexual favors, and other verbal or physical conduct that tends to create mental/emotional instability and a hostile or offensive work environment. For example, unwanted: Touching or physical contact Gestures Remarks-jokes Exhibitionistic action Showing dirty porn and pictures Wolf whistles Ogling Asking sexual favors Cyber notes SMS ,MMS, e- mails Staring Phone calls Quid pro Quo
  • 7. DEFINITION OF WORKPLACE (AS PER SEXUAL HARASSMENT OF WOMEN AT WORKPLACE ACT, 2013) Workplace includes: Any department, organisation, undertaking, establishment, enterprise, institution, office, branch or unit which is established, owned, controlled or wholly or substantially financed by funds provided directly or indirectly by the appropriate Government or the local authority or a Government company or a corporation or a co-operative society
  • 8. DEFINITION OF WORKPLACE (AS PER SEXUAL HARASSMENT OF WOMEN AT WORKPLACE ACT, 2013) Workplace includes: Any private sector organisation or a private venture, undertaking, enterprise, institution, establishment, society, trust, non-governmental organisation, unit or service provider carrying on commercial, professional, vocational, educational, industrial, health services or financial activities including production, supply, sale, distribution or service; Any place visited by the employee arising out of or during the course of employment including transportation provided by the employer for undertaking such journey.
  • 9. DEALING WITH HARASSMENT Do not ignore: notify incidents to a trustworthy person as soon as possible Gather proof if possible: record date/time and description of incidence, offensive text messages, e-mails, etc Tell harasser to stop: in person or in writing, stating that if unwanted behavior continues, action will be taken Do not be afraid: there are mechanisms to ensure that victim is protected, and alleged employee is punished Notify: Send your written complaint
  • 10. PRECAUTIONS WHILE DEALING WITH CUSTOMERS/CLIENTS Visiting cards, email id, telephone, mobile numbers: Name, profile, official email id, office phone ext , office add only No personal mobile numbers or personal info to be entertained Solicitation: Client/customer/or person in position soliciting-date, dinner etc Not to be entertained during course of any professional marketing collaboration. Firm refusal on professional and personal ethical ground. Facebook /Linked and other social networking Have an official site to interact professionally, ignore or reject personal advance
  • 11. PRECAUTIONS WHILE DEALING WITH CUSTOMERS/CLIENTS Misbehavior at customer institution by staff/others Seek prior appointment with specific person and meet specific person. Call prior to visit, reach on time not before or after Any solicitation asking for personal numbers, making personal remarks-polite, curt refusal Odd hours pretext phone calls No personal number to be given, any genuine queries through organization website , or specific enquiry time. Mobile calls track and preserve bills for future reference Ignore call/ hang up Track caller ID
  • 12. HARASSMENT AGAINST MEN Discrimination is built into the social bias that men are more aggressive Men are more likely to engage in this type of behavior (which is true, statistically). But that doesn't mean that men can't also be victims of domestic violence, mental/sexual harassment, and rape. We should work together to dispel these biases and work on legislation and public awareness that allows men to feel more comfortable coming forward with these issues, and for law enforcement and the courts to take it more seriously when it does happen. Laws must be equal for males and females
  • 13. COMPANY POLICY Our Company is an equal employment opportunity organization, committed to creating a healthy working environment, and believes that all employees of the Company, have the right to be treated with dignity, regardless of their gender, caste, creed, age, sexual orientation, religion, or disability. This policy applies to all persons involved in the operations of the Organization and prohibits such harassment by any employee, including supervisors and co- workers, volunteers, any customer or client of the Organization, and any vendor or other service provider
  • 14. EMPLOYEE WELLBEING COMMITTEE -A Committee has been constituted by the Management to consider and redress complaints of Harassment. --COMPOSITION OF COMMITTEE :- -- Any complaints received will be investigated by the Committee and necessary action will be taken --50% of committee must be women. Chairperson must be not from company. 14 1 Chairperson Non Company member name 2 Member 3 Member Secretary 4. Member 5. Member 6. Member
  • 15. COMMITTEE RESPONSIBILITY The committee shall be responsible to work in compliance with the Redressal process and Enquiry process laid down in the Anti Harassment policy. The committee shall be governed by The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. The Committee shall annually evaluate and review the Anti Harassment Policy. If required they will recommend changes to the policy. The committee will produce, at the minimum, an annual update to the Board on the complaints received, investigation carried out and actions taken. The tenure of existing members of the Committee will be no more than 3 years. If it is found that any of the Committee members has himself/herself violated the provisions of the Grievance Redressal Policy, or has committed any illegal acts, he/she will be disqualified from the Committee.
  • 16. COMPLAINT & ACTION The person concerned can personally talk / telephone/ write/ e-mail any member of the Committee. Alternatively, an email can be sent to hr@nepli.net A written complaint to the may be addressed to the Chairperson of the Committee. Any staff who comes to know about an incident of harassment shall advise the affected person to approach a member of the Committee or report to a member themselves. They are discouraged to discuss the issue among themselves or try to solve the problem by themselves. The name of the complainant will ALWAYS be kept CONFIDENTIAL. If an employee or person outside of company is found guilty of harassment, the organization will take appropriate course action on a case-to-case basis.