How Women can Stop Getting Interrupted While Talking in Meetings
Our team looked forward to weekly Monday meetings as it allowed us the opportunity to share useful updates with one another. I noticed that every time I began with my updates, Prasad, a recent lateral hire, would cut me off, to ask questions. Or midway through my sentence, he would second guess the outcome. Within a month, his clockwork interruptions grew exasperating.
To be fair, he was...
5 Types of Workplace Harassment and ways to stop it.
An article by Vijayalakshmi Harikrishnan; CEO Kelp HR on 5 key types of workplace harassment and ways to stop it has been published by the IEEE India Council Newsletter in the Apr-Jun 2019 issue.
Webinar on Weathering the # MeToo Storm
There has been an unprecedented number of businesses and leaders held accountable for bad behavior. But the recent #MeToo movement is bigger than any one individual or company. It has sparked a movement of transparency which spans every industry.
So what does this means to you and your business? How can companies, boards, and leaders become more focused on company culture and ensure a safer...
Impact of # MeToo on Indian Workplaces.How should one respond?
There has been an unprecedented number of businesses and leaders held accountable for bad behavior. But the recent #MeToo movement is bigger than any one individual or company. It has sparked a movement of transparency which spans every industry.
So what does this means to you and your business? How can companies, boards, and leaders become more focused on company culture and ensure a safer...
Legal terms for Internal committee and HR’s – Part 2 of 2
Hello Readers, hope you found our part 1 blog interesting. We have listed and simplified a few more commonly used legal terms at work and in daily use. Do reach out to info@kelphr.com and share us your feedback or visit our website www.kelphr.com to read our other blogs. 1) Tribunal:
It is such an adjudicating body on whom the power of deciding cases are given. This power has to be exercised...
Legal terms for Internal Committee and HR’s – Part 1 of 2
Hello Readers with a lot of social awareness, law has become an integral part of our life. In the news and at work while dealing with any workplace harassment issues, we come across various legal terminologies in English and Latin (literally), which often seems to be difficult for the layperson. In the current blog; we have tried to simplify commonly used legal terms. By the end of this two...
Webinar with PeopleMatters on Prevention of Sexual Harassment at Workplace!!!
SHe-Box, Start-Ups, Statistics and more….!!
It is the beginning of the New calendar year and here we are, looking at all the milestones we have crossed with the ‘Prevention of Sexual Harassment’ practices in 2017!!
Here’s the last of the 4-part series of questions that we received during our webinar ‘De-mystifying the Law on Prevention of Sexual Harassment’ held on the 15th of November, 2017....
Demystifying “Prevention of Sexual Harassment” at Workplace!!! Webinar Q & A Part 3 of 4
Types of Sexual Harassment Complaints
“Gossip is so common. So are relationships at the Workplace!”
What can we do when these become a case of Sexual harassment?
So, should the HR be the Moral Police?
Read these responses which are part of a 4-part series that were addressed during KelpHR’s Webinar with PeopleMatters, on the 15th of November. We hope you find this insightful and do...
Demystifying “Prevention of Sexual Harassment” at Workplace!!! Webinar Q & A Part 2 of 4
IC and the Administrative Details of their Role
In the webinar that People Matters and KelpHR conducted on Nov 15th, 2017, a series of Questions was asked by the participants. We have split these question in a 4-part series in this episode of part 2/4 we are responding to all the questions related to IC formation and their roles and responsibilities. We hope you find this insightful...
Demystifying “Prevention of Sexual Harassment” at Workplace!!! Webinar Q & A Part 1 of 4
Handling PoSH issues of many kinds
Q: Can we possibly investigate harassment at the workplace on an anonymous complaint?
While the IC cannot act on an anonymous complaint, it need not ignore the contents of the email. If the contents of the email are clear, then IC must act on the same. To read more on this, please read this article published on People Matters: How to ensure confidentiality...
