Prank Culture and Sexual Harassment at the Workplace: Why It’s No Laughing Matter
In the changing landscape of today’s workplaces, a thriving company culture often includes camaraderie and humour. However, there’s a fine line between harmless fun and actions that can cause significant harm.
Prank culture, particularly when it crosses into the realm of harassment, needs to be addressed seriously as per the guidelines set by the Sexual Harassment of Women at Workplace...
Instituting a Competent Internal Committee
Rupa, an HR Manager, was winding up her work for the day, when she received an unexpected call from the Head-HR, Arka. Arka asked Rupa to accompany him to a branch office the next day, as part of the Internal Complaints Committee (IC), as an allegation of sexual harassment against the Branch Head required an IC member unfamiliar with both parties. Arka instructed Rupa to maintain strict...
How to Effectively handle Sexual Harassment Complaints at your Organization
As the workplace becomes more and more diverse, there are several pros as well as some cons that arise. The unconscious biases start manifesting themselves in a bigger way when different people come together in teams. One of the ways in which such a bias shows up is sexual harassment because of preconceived gender notions. Companies have identified this as a big concern area but most of them...
Why ‘SHe-Box’ will get a thumbs up from the working women of India?
‘SHe-Box’ can be the game-changer for a woman encountering sexual harassment at the workplace in India.
High profile cases of sexual harassment against women have always received significant attention world over and thereby probably a higher opportunity for fair redressal. But what about the plight of an ordinary woman, one for instance who has been subjected to sexual harassment by her...
FAQ’s On Beyond Compliance – POSH 2.0
A Webinar conducted by KelpHR with Peoplematters on 22nd March 2017 on the topic BEYOND COMPLIANCE – POSH 2.0 . The following is the link of the webinar …. Following are the FAQ’s asked by the participants from various companies during our webinar.
Q: What are the evidences the IC team should collect?
Response : The evidence to be collected will be based on...
WILL I LOSE MY JOB!!!
No. you won’t. This is the first thought that crosses our mind when we are in a dilemma – whether or not to complain about harassment we encounter at the work. Our country has legislations and rules to combat sexual harassment and it is our duty to foster change in our workplaces by using these instruments of law.
But before that, you need to be clear about what Sexual Harassment is. I...
Confidentiality At Workplace
As per the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, Confidentiality is given at most importance, the Act defines the following:
Every aspect of an investigation should be kept confidential. Maintaining confidentiality is critical to the integrity of an investigation. There can be serious consequences for failing to ensure that confidentiality...
Prevention of Sexual Harassment Act, 2013 : Role of Internal Committee at the Workplace
As per the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, the role of the Internal Committee (IC) is defined as below: Shall provide assistance to the victim to make the complaint in writing.
Complaints need to be filed within 3 months from the last incident occurrence date. IC may extend the time limit by another 3 months.
Before initiating an...
Prevention of Sexual Harassment Act, 2013 : Role of Employer
As per the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, the role of the Employer is defined as below:
Provide a safe working environment for persons coming in contact with the workplace.
Create and empower the Internal Committee as defined in the Act.
Ensure your organization’s anti-sexual harassment policy is aligned with the provisions of...
HR’s Dilemma on Sexual Harassment Incidents
A prospective client approached us with the below scenario in her organization faced by her employees in the retail outlets across India:
“There are sudden unexpected resignations happening in my organization and especially women folks. On the last day of exit, they speak up after much probing and confess to the actual reason as being sexually harassed by colleagues or managers and hence...