2010

HI TECH INSULATORS PVT LTD.

Policy document designed under corporate human resource policy for the employees of Hi Tech Insulators Pvt. Ltd

ANTI SEXUAL HARASSMENT POLICY

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CORPORATE HUMAN RESOURCE POLICY 25/3/2010 1

Policy No:

ANTI SEXUAL HARASSMENT POLICY

Policy : It is the employer's responsibility to ensure a harassment-free workplace . To prevent sexual harassment at workplace the anti sexual harassment policy is designed keeping in view that sexual harassment is still endemic, often hidden, and present in all kinds of organizations. Yet it is still not always viewed as a problem, which has to be systematically tackled. Thus to systematically tackle sexual harassment a policy is constructed at Hi Tech Insulators Pvt. Ltd.

Purpose: The purpose of this policy is to follow the Supreme court Directives and guidelines provided to all kinds of organizations to mandatorily follow it and thus to prevent sexual Harassment at workplace. The purpose of this policy is to undertake a complete investigation of the complaint/ incident reported ,to provide support to victim of such harassment and to take disciplinary action against alleged under law.

As an employer know the following:

I] First and foremost, acknowledge that it is your legal responsibility to provide safe working environment for women free from sexual harassment and discrimination and that you can be held liable for sexual harassment by employees. II] Know that sexual harassment can have a devastating effect upon the health, confidence, morale and performance of those affected by it. The anxiety and stress produced by sexual harassment commonly leads to those subjected to it taking time off work due to sickness, being less efficient at work, or leaving their job to seek work elsewhere III] Recognize the tangible and intangible expenses and losses organisations experience: - Costly investigation and litigation - Negative exposure and publicity - Embarrassing depositions - Increased absenteeism - Lowered employee morale - Reduced productivity - Decreased efficiency - Higher employee turn over - Erosion of organizations brand names, goodwill, and public image - Negative impact on stock price The best way to prevent sexual harassment is to adopt a comprehensive sexual harassment policy. The aim is to ensure that sexual harassment does not occur and, where it does occur, to ensure that adequate procedures are readily available to deal with the problem and prevent its recurrence

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What is Sexual harassment? Sexual harassment is a form of sex discrimination. The legal definition of sexual harassment is unwelcome verbal, visual, or physical conduct of a sexual nature that is severe or pervasive and affects working conditions or creates a hostile work environment.

Unwelcome: UNWELCOME is the key in defining sexual harassment. It is the impact and effect the behaviour has on the recipient that will define the behaviour as sexual harassment Supreme court judgment given in August 1997, for specific protection of women from sexual harassment at work. In 1997, in a landmark judgement, the Supreme Court of India took a strong stand against sexual harassment of women in the workplace. The Court also laid down detailed guidelines for prevention and redressal of grievances. The National Commission for Women subsequently elaborated these guidelines into a Code of Conduct for employers. National Commission for Women has laid down the code of conduct at work place to prevent sexual harassment of women, which has been sent to all Government offices,Ministries, and Universities with the hope that employers would become more sensitive towards women. The guidelines highlight that it shall be the duty of the employer to prevent or deter the commission of any act of sexual harassment at workplace would include unwelcome sexually determined behaviour by any person either individually or in association with other persons such as Eve teasing, Unsavory remarks, Jokes that were demeaning to women and causing embarrassment Sexual advances or demand for Sexual favors Innuendo and taunts, Gender based insults Sexist remarks and Sexually colored comments Unwelcome sexual overtones in any manner, Touching or brushing against any part of the body Molestation or displaying pornographic or other derogatory pictures or sayings. Sexual innuendo Devaluation of womens work Use of obscene or vulgar language, Comments on appearances and character of women Comments about clothing, personal behavior or a persons body Gender discrimination and physical and mental harassment at work.

It is sexual harassment if a supervisor requests sexual favours from a junior in return for promotion or other benefits or threatens to sack for non-cooperation. It is also sexual harassment for a boss to make intrusive inquiries into the private lives of employees, or persistently ask them out. It is sexual harassment for a group of workers to joke and snigger [3]

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amongst themselves about sexual conduct in an attempt to humiliate or embarrass another person. Affects Working Conditions or Creates a Hostile Work Environment If you are fired, refused a promotion, demoted, given a poor performance evaluation, or reassigned to a less desirable position because you reject a sexual advance, that almost certainly is sexual harassment. Even if the conduct does not result in economic injury or change of status to your job, it may be sexual harassment if the conduct unreasonably interferes with your work performance or creates an intimidating, hostile, or offensive work environment. For example, it may be illegal sexual harassment if repeated sexual comments make you so uncomfortable at work that your performance suffers or if you decline professional opportunities because it will put you in contact with the harasser. In such a case Sexual Harassment policy applies. Sexual harassment is, indeed, a serious criminal offence which not only destroys human dignity but also the freedom to work in an efficient manner. One needs to have a firm policy in place and since sexual harassment by its very nature is a sensitive issue, it needs to be handled by a separate process. Quid pro quo and hostile work environment are the two broad types of sexual harassment. Sexual harassment at workplace is generally classified into two distinct types. 'Quid pro quo', means seeking sexual favours or advances in exchange for work benefits and it occurs when consent to sexually explicit behaviour or speech is made a condition for employment or refusal to comply with a 'request' is met with retaliatory action such as dismissal, demotion, difficult work conditions. 'Hostile working environment' is more pervasive form of sexual harassment involving work conditions or behavior that make the work environment 'hostile' for the woman to be in.

FORMS OF SEXUAL HARASSMENT

Verbal harassment: e.g. offensive or suggestive remarks, comments, jokes, jesting, kidding, sounds, questioning. Non n verbal/gestural harassment: e.g. leering or ogling with suggestive overtones, licking lips or holding or eating food provocatively, hand signal or sign language denoting sexual activity, persistent flirting. Visual harassment: e.g. showing pornographic materials, drawing sex-based sketches or writing sex-based letters, sexual exposure. Psychological: e.g. repeated unwanted social invitations, relentless proposals for dates or physical intimacy. physical harassment: e.g. inappropriate touching, patting, pinching, stroking, brushing up against the body, hugging, kissing, fondling, sexual assault.

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The Supreme court recognizes that Gender equality includes protection from sexual harassment and womens right to work with dignity, which is a universally recognised basic human right. Equality in employment can be seriously impaired when women are subjected to gender specific violence, such as sexual harassment in the work place. The Supreme Court places an obligation on employers in both the public and private sector totake appropriate steps to prevent sexual harassment and provide appropriate penaltiesagainst the offender. The criminal law should be resorted to where the behaviour amounts to a specific offence under the Indian Penal Code. The Court also recommends that a complaint made by the victim and that such a committee should be headed by a woman,and not less than half its members should be women. Certain individuals use their positions of relative power to engage in sexual interactions. This type of behavior clearly constitutes sex discrimination .Male ego problems, sexual perversion, sexual obsession, widow-hood, pornographic materials and media portrayal is said to be some of the reasons for their harassment. Code of Conduct ( Prescribed by National Women Commission of India.) In an effort to promote the well being of all women employees at the work place a certain code of conduct has been prescribed. According to the Code of Conduct,it shall be the duty of the employer to prevent or deter the commission of any act of sexual harassment at the work place. Sexual harassment includes unwelcome sexually determined behaviour by any person either individually or in association with other persons or by any person in authority whether directly or by implication such as eve-teasing, unsavoury remarks, jokes causing or likely to cause awkwardness or embarrassment, innuendos and taunts, gender based insults or sexist remarks, unwelcome sexual overtone in any manner over the telephone, touching or brushing against any part of the body and the like, displaying pornographic or other offensive or derogatory pictures, cartoons, pamphlets or sayings, forcible physical touch or molestation, physical confinement against ones will and any other act likely to violate ones privacy. It includes any act or conduct by a person in authority and belonging to one sex which denies or would deny equal opportunity in pursuit of career development or otherwise making the environment at the work place hostile or intimidating to a person belonging to the other sex. Nothing contained in this code shall prejudice the rights available to the employee or prevent any person from seeking any legal remedy under the National Commission for Women Act, 1990, Protection of Human Rights Commission Act, 1993 or under any other relevant law in force. Where such conduct amounts to a specific offence under the Indian Penal Code or under any other law, the employer shall initiate appropriate action in accordance with law by complaining to the appropriate authority.

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In particular, it should ensure that victims or witnesses are not victimised or discriminated against while dealing with complaints of sexual harassment. The victims of sexual harassment should have the option to seek transfer of the perpetrator or their own transfer. Respect at Work With increasing gender diversity in our workforce and greater proximity of genders working together, the Indian companies will have to recognise sexual harassment as a real problem. However, few Indian companies have a separate and clear policy on sexual harassment. Most feel that the normal employers' grievance redressal system will take care of it. Worse still, many others refuse to recognise it as an issue of concern. It is high time that all employers took appropriate steps to prevent sexual harassment of any nature. Sexual harassment at the work place should be notified and also publicised for the general information of the employees and evaluated in an appropriate manner periodically. Appropriate working conditions should be provided in respect of work, leisure, health and hygiene to ensure that there is no hostile environment towards women at the work place. No women employee should have reasonable grounds to believe that she is disadvantaged in connection with her employment in that organisation. Women employees should not be treated as sex objects. No male employee shall outrage or insult the modesty of a female employee at the work place. No male employee shall make any type of sexual advances to their colleagues or female subordinates. A Legal Necessity Few employers tend to realise that a sexual harasment policy is now a legal necessity unless an organisation wants to be drawn into a contempt of court case. The victims can punish the culprits legally to keep their dignity intact. And to help them do so all organisations will have to take steps such as to publicise the Supreme Courts directives in this regard and set up an appropriate machinery for redressal of complaints. The head of the organisation shall constitute a Complaints Committee as specified in the judgement of the Supreme Court. The Committee should be headed by a woman and not less than half of its members should be women. Further, to prevent the possibility of any undue pressure or influence from senior levels such Complaints Committee should involve a third party either a non-governmental organisation or other body who is familiar with the issue of sexual harassment. The Complaints Committee shall prepare an Annual Report giving a full account of its activities during the previous year and forward a copy thereof to the Head of the Organisation concerned who will forward it to the government department concerned with its comments. Employees should be allowed to raise issues of sexual harassment at workers meetings and in other appropriate fora and it should also be discussed in periodical employer-employee meetings. [6]

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Where sexual harassment occurs as a result of an act or omission by any third party or outsider, the employer and the persons incharge shall take all steps necessary and reasonable to assist the affected persons in terms of support and preventive action. In this regard even trade unions will have to see that they do not shirk from the responsibilty of publicising the Supreme Courts directive as employees always look forward to them for protection of all kinds of their rights. However, it is the moral responsibility of the employer to take action on the Supreme Courts directive to protect the human dignity of the employee and keep the working environs clean and healthy.

Combat Law Sexual Harassment affects all women in some form or the other. Lewd remarks, touching, wolfwhistles, looks are part of any woman?s life, so much so that it is dismissed as normal. Working women are no exception. In fact, working women most commonly face the backlash to women taking new roles, which belong to male domains within patriarchy. Sexual Harassment at work is an extension of violence in everyday life and is discriminatory, exploitative, thriving in atmosphere of threat, terror and reprisal. Sexual harassment is all about expression of male power over women that sustain patriarchal relations. It is used to remind women of their vulnerability and subjugated status Thus, combating sexual harassment involves developing understanding of what is sexual harassment and change of attitudes in all- be it employees, colleagues, friends, administrators, employers or the law makers. A separate policy is defined as Sexual Harassment Policy under Corporate policies and as per guidelines laid by Apex Court Supreme Court Of India.

Sexual Harassment: The Law

Sexual harassment has been recognised as most intimidating, most violating form of violence. Country has taken a note, of how degrading experiences of sexual harassment can be for women as well as employers but have adapted legislative measures to combat sexual harassment. In India, it has been only six years since sexual harassment was for the first time recognised by The Supreme Court as human rights violation and gender based systemic discrimination that affects women?s Right to Life and Livelihood. The Court defined sexual harassment very clearly as well as provided guidelines for employers to redress and prevent sexual harassment at workplace. While the Apex Court has given mandatory guidelines, known as Vishaka Guidelines, for resolution and prevention of sexual harassment enjoining employers by holding them responsible for providing safe work environment for women Vishaka guidelines apply to both organized and unorganized work sectors and to all women whether working part time, on contract or in voluntary/honorary capacity. The guidelines are a broad framework which put a lot of emphasis on prevention and within which all appropriate [7]

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preventive measures can be adapted. One very important preventive measure is to adopt a sexual harassment policy, which expressly prohibits sexual harassment at work place and provides effective grievance procedure, which has provisions clearly laid down for prevention and for training the personnel at all levels of employment.

Policy - Proceedure
COMPLAINT RESOLUTION
Informal Procedure: In order to assure that further incidents do not occur, employees who believe that they have been subjected to sexual harassment should promptly inform the harasser that such conduct is inappropriate, offensive, and unwelcome. The matter could be reported to immediate manager or advisors (from HR) who could talk to the harasser and informally resolve the problem. If an issue cannot be immediately resolved, the employee would promptly refer the matter or complaint in writing to HR, Executive Officer or Managing Director. Who shall be responsible to investigate and resolve the alleged incident(s) of sexual harassment? It is at the sole discretion of complainant to get the matter resolved by Informal or Formal procedure ( filing complaint in writing). Formal Procedure: In the event that informal resolution does not result in a satisfactory conclusion, the employee may pursue formal resolution by submitting a written and signed statement on the appropriate complaint form (available from the Personnel Department) to the HR department, Executive Officer or Managing Director. This statement shall include the dates, times, and places of incident(s), a description of the circumstances, and the names of the persons involved and witnesses present. Employees shall have the right to file such complaints without the fear of reprisal or recrimination. Employees engaging in acts of reprisal or recrimination resulting from a complaint of sexual harassment shall be subject to disciplinary action up to and including termination. The HR department/Management of company shall investigate this complaint in a prompt and impartial manner by taking the following steps: 1. Reviewing the written complaint. 2.A complaint committee is formed. The Supreme Court guidelines impose an obligation on the employer to set up a Complaints Committee to deal with the cases of harassment. Such a committee should: *be headed by a woman *have half its members as women *include a thirdparty representative from an NGO or any other agency conversant with the issue of sexual harassment (to prevent undue pressure from within the organization with respect to any complaint). 3).Complaint Committee would be interrogating and Interviewing the complainant, alleged harasser, and other relevant parties, such as witnesses and the employee's supervisor. 4) Reviewing any pertinent evidences, documents or records. 5) Complaint Committee will prepare a written report regarding the findings and conclusions reached, Recommendations for the disciplinarian action to be taken up to and including termination as may be appropriate, in the event that it is determined that sexual harassment has occurred etc. This report shall be furnished to the Management of the company ,complainant, the alleged [8]

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harasser. The severity of the disciplinary action shall be determined by the severity and/or frequency of the offense(s). The complainant and the harasser shall both be notified of the action(s) to be taken. Disciplinary actions taken as a result of this policy may be appealed in accordance with relevant grievance procedures. What Steps Can Employees Take To Prevent Sexual Harassment? Most women themselves fail to recognise sexual harassment and treat it as trivial and routine. Identify/Recognise Harassment Ask yourself the following: - Do I consent to the behaviour? - Does the behaviour make me uncomfortable? - Does the behaviour violate my dignity as an individual? - Does it violate my right to work in dignity in a safe working environment?

Speaking out: Speaking about sexual harassment is an effective tool in combating it. While speaking about it, the problem becomes visible, it is acknowledged that it exists, and this in turn leads one to take effective measures against it. Speaking about sexual harassment also gives an opportunity to clarify by this about it. It helps in changing attitudes of people towards this issue. Speaking about it creates an enabling environment for the victim to speak out. It mobilises public opinion against it. It makes it difficult for a potential harasser to commit the crime. It equips people with information as to what is to be done in such a case. Speak up at the time: Be sure to say "NO" clearly, firmly and without smiling as that is the best way to let the harasser know that his behaviour is offensive. Objecting to the behaviour when it occurs helps if you decide to file charges later. Keep records: Keep track of what happens in a journal or diary and keep any letters or notes or other documents you receive. Write down the dates, times, places, and an account of what happened. Write down the names of any witnesses. Write a letter. People have successfully stopped sexual harassment by writing a letter detailing the behaviour that is offensive and asking the person who is harassing them to stop the behaviour. The letter should be polite, unemotional, and detailed. Such a letter seems to be more powerful than a verbal request. The recipient of the letter seldom writes back; the person usually just stops the behaviour. Set your own boundaries: Say "NO" emphatically and clearly when you are asked to go places, do things, respond to questions, or engage in situations that make you uncomfortable. Do not worry about offending the other person or hurting his or her ego. Take care of yourself first. Be aware of situations and people who may harm you: Don't ignore other's warnings about particular people or social settings. Acknowledge their concern for you and for themselves.

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Trust your own instincts about possible danger: In an uncomfortable situation, be direct and honest, and remove yourself from the situation immediately. Regardless of your previous behaviour or signals you may have given earlier, you have the absolute right to halt any sexual exchange at any time. Accept this right and act on it. Tell someone: Being quiet or stoic about sexual harassment lets it continue. Talk to other coworkers; you may not be the only one harassed by this person. Do not blame yourself and do not delay.
Create a Witness to the behaviour: Inform a trusted colleague and try to insure that s/he is an eye or ear witness to an situation where you are being sexually harassed. This will be useful later if you chose to file a formal complaint. Send a copy of sexual harassment policy / rules to the harasser. If your workplace already has an anti sexual harassment policy or the conduct rules of your institution prohibit sexual harassment, send a copy of the institution policy/conduct rules to the harasser with the appropriate sections underlined.

Get a medical check-up: If you have been physically assaulted, go for a medical check-up. Obtain a medical report. This is important, should you decide to pursue a legal case. Report sexual harassment to the appropriate person in the organization: Explore the different avenues available to you and file a formal complaint if necessary. If your organization does not have a policy, ensure that your employer formulates an anti-sexual harassment policy and carries out all the connected tasks. Documenting Harassment Documenting the harassment is important for use as evidence in a case or complaint. You should: Photograph or keep copies of any offensive material at the workplace. Keep a journal with detailed information on instances of sexual harassment. Note the dates, conversation, frequency of offensive encounters, etc. Obtain copies of your work records (including performance evaluations) and keep these copies at home Other documents that you should have: A company policy and procedure manual is very important to have. The company's documented policies on sexual harassment, discrimination, performance appraisals, termination, affirmative action plans can be very important to show their stated policies versus their actions. Company newspapers, annual reports, pictures of its top executives, posters, company credo, company surveys are important to show the environment and its hostility towards women. Take all letters of commendation, awards, thanks you's and anything at all that will corroborate your positive job performance. Pay special attention to documents that your superiors have provided lauding you and your work. If possible, ask your clients, staff, and peers for letters of commendation. Every document that you use during trial must be authenticated by a witness. Keep this in mind during your depositions when the defence asks you where you obtained a document. If you are
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not clear about where you got the document, and who can authenticate it, you will not be able to use it during your trial.
COMPLAINTS CHANNEL Complaints Committee: Employers need to set up a redress mechanism/complaints committees as per Vishaka guidelines. A complaint committee is headed by a women and 50 % of its members should be women *including a third-party representative from an NGO or any other agency conversant with the issue of sexual harassment. The organization needs to put down clearly, certain nonnegotiables for the complaints committees for effective resolution of complaints. Desired Qualities Of The Members Of Complaints Committee:

Subjectivity: A sexual act when unwelcome is sexual harassment; the unwelcome is the woman?s subjective reality. The Complaints Committee?s first job is to believe in this reality. (unless something on record completely negates her complaint). Empathy: It is critical that the Complaints Committee empathizes with the complainant and does not judge her by their moral standards. The most important question to be answered in the affirmative that the committee and all functionaries must ask themselves while providing redress to a particular case is 'Do we believe her?'

Selection of the Complaint Committee members is extremely important as in most cases the committee members, if in sub-ordinate position of power at workplace to that of accused, find it very difficult to diligently carry out the responsibilities bestowed on them as heads or members of the Committee, against the superiors. The Complaints Committee must remember:

It needs extensive orientation for effective functioning. It cannot function like a criminal court. The complainant, when she complains, has at stake her personal life and career. The impact sexual harassment has on a woman It is difficult for a woman to talk about anything sexual. Hence there can be long time interval between the harassment and the actual complaint. It needs to handle complaints in a confidential manner and within a time-bound framework It needs to submit an annual report on sexual harassment to the appropriate government authority.

Complaints committees: Do's and Don'ts : (Published by Hengasara Hakkina Sangha, Bangalore) D's [11]

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Formalise and publicise complaint procedures that are easy and non-threatening. Provide safety for friends and supporters of the complainant. Appoint complaints officers-one man and one woman- to serve as the first point of contact. Complaint officers should be members of the committee. One of them should be the outside expert. Authorise Complaint Officers to resolve the issue without the committee?s intervention. If unresolved to the complainant?s satisfaction, the complaint should go to the committee. Use a cheerful, comfortable, airy room for meeting the complainant. Ensure that your body language communicates complete attention to the complainant and the accused. Treat the complainant with respect. Discard pre-determined notions of how a victim or accused should look or behave. Beware of stereotypes. All sexual crimes are committed in private, so that there may not be any eyewitnesses. This is an important point that the committee would do well to remember at all the times. Consult the complainant for punitive action. . Help the complainant regain his/her self-respect.

Don'ts

Do not, under any circumstance, get aggressive. Do not insist on a detailed description of harassment. This could increase the complainant?s trauma. Do not allow for interruptions when talking to the complainant and/or accused. Do not try and determine the impact of the harassment on the complainant. Let the complainant determine it. Help the complainant, if necessary. Do not discuss the complaint among the presence of the complainant or the accused. Remember, this is a human rights issue, therefoe, (a) do not give too much weightage to intention, focus on the impact, and (b) 'proof beyond reasonable doubt' is not required, a strong probability is sufficient.

Other things the Complaints Committee need to do

Encourage the woman to note details of each incident of harassment and monitor any changes in work patterns or attitude on the part of the alleged harasser so as to avoid as far as possible attempts at victimisation or accusations of poor work performance, etc. [12]

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If the problem should involve transfer of one of the people involved, try to ensure that the harasser-rather than the victim- is the person required to move. Always document the results of any sexual harassment complaint or investigation. Not only document the results, but also document any corrective action that you asked the employee or supervisor to take. Follow up on any corrective action so you can document if the employee fails to take advantage of your companies polices/procedures or any corrective action that your company takes to prevent the sexual harassment from occurring again in the future. Inform all employees that it is their obligation to report sexual harassment that they either experience or witness.

TRAINING

Take your employees with you. Educate them about the issue and promote a healthy discussion of the policy.

Sexual Harassment Awareness Training The setting up of a complaints committee and an anti-sexual harassment policy lays a strong foundation for a sexual harassment free workplace. However, effective training programmes are essential to sensitise/train all their staff members, men and women, to recognise sexual harassment, deal with it when it occurs and prevent it. The training programme is the best way to ensure proper understanding and implementation of your policy. It is the best forum to communicate to employees what behaviour is acceptable and what is not, in a non-threatening atmosphere of mutual learning. Training for the members of the Complaints Committee and others who are going to be instrumental in implementing the policy, is very essential. Their training should include a component of gender sensitization, along with the procedures for taking complaints, and for enquiry, etc. Conduct yearly meetings with your supervisors to review the sexual harassment policy, and to make sure that they understand that an employee does not need to suffer negative consequences in order to make a complaint of sexual harassment. Inform the supervisors that even mild to moderate sexual jokes or statements can create an atmosphere of hostility that will make some employees uncomfortable, and could lead to the creation of a hostile work environment.

Sexual harassment training for all employees should address perceptions and understanding of sexual harassment, impact of sexual harassment on individuals and workplace, understanding the policy and complaints mechanism. The training for [13]

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Complaints Committee should address, in addition to these, the procedures of investigation, skills necessary for enquiries, documenting the procedures. SENSING MECHANISMS: Setting up a mechanism does not mean that there is sexual harassment in your workplace. Prevention is always better than cure, and being pro-active always helps. Along with performance, change in employees' behaviour patterns also deserves employer's close scrutiny. Conducting Surveys - Conducting time-to-time surveys is helpful to identify and prevent factors/situation leading to incidence of sexual harassment. The survey can be done anonymously and should be distributed with a copy of the company's sexual harassment policy. The survey can simply ask the employees (male and female) if they have experienced any form of sexual harassment during the past year. The survey also helps to show that the organisation is actively engaged in preventing and correcting sexual harassment.

COMMITMENT FROM TOP:

Commitment is shown through enforcement and action by the responsible authorities. Even the most comprehensive sexual harassment policies and procedures are bound to fail if a company does not enforce them quickly, consistently, and aggressively. To be effective, organizations must take sexual harassment seriously. They need to make certain that personnel responsible for enforcement conduct prompt, thorough, and documented investigations of all complaints, even those that appear trivial. Organisations should take action that is reasonably calculated to end the harassment. Such action must be directed toward the harasser, and may include, written warning letter, job transfers, suspension of employment, and, if necessary, termination depending on the severity of harassment reported.

PRACTICES CONSISTENT WITH POLICIES:

Organisations must place just as much emphasis on reporting responsibilities and mechanisms as on the policy itself. Setting a precedence - Even if the accused is a senior executive/ a partner/any other person who is an asset to the company, and brings in a lot of business, it is essential that he be punished if found guilty, as this sends out a strong message that the company will not tolerate any harassment by anyone. .

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