----- "Safeguards against Sexual Harassment at Workplace"----
Kritarth Team of Spl Educator, as defied in SHWW (P,P&R) Rule 2 (f), Cover in Mandatory Employee Awareness Programs at regular Intervals, “Safeguards against Sexual Harassment at Workplace and include following:
1. Never initiate Sexual Relationships with a) Subordinates, b) Superiors c) Co-workers;
2. Never Misuse your Position to take Sexual Advantage;
3. Never Make Sexual Remarks in jets;
4. Never Touch People to make them Uncomfortable;
5. Never share your Sexual Escapades, Exploits, Fantasies, Preferences;
6. Never elicit Private Problems, info details of Sexual Nature;
7. Never lure or get lured;
8. Put an End to Sexual Joking, Stop Sexual Behavior, Conduct, Intimate Talk;
9. Report SH Incident.
Prevention is Better than Cure. Do Right Things Right, First Time, Every Time.
Harsh Kumar Sharan, For Kritarth Consulting Pvt Lt, Bengaluru
From India, Delhi
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214Kritarth Team of Spl Educator, as defied in SHWW (P,P&R) Rule 2 (f), Cover in Mandatory Employee Awareness Programs at regular Intervals, “Safeguards against Sexual Harassment at Workplace and include following:
1. Never initiate Sexual Relationships with a) Subordinates, b) Superiors c) Co-workers;
2. Never Misuse your Position to take Sexual Advantage;
3. Never Make Sexual Remarks in jets;
4. Never Touch People to make them Uncomfortable;
5. Never share your Sexual Escapades, Exploits, Fantasies, Preferences;
6. Never elicit Private Problems, info details of Sexual Nature;
7. Never lure or get lured;
8. Put an End to Sexual Joking, Stop Sexual Behavior, Conduct, Intimate Talk;
9. Report SH Incident.
Prevention is Better than Cure. Do Right Things Right, First Time, Every Time.
Harsh Kumar Sharan, For Kritarth Consulting Pvt Lt, Bengaluru
From India, Delhi
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Dear Mr Harsh Kumar Sharan,
Most of your posts are related to the sexual harassment and this post is no exception. Your last post was "Aggrieved Woman Employee-Complainant Unwilling To File Her Sexual Harassment Complaint?"
Though several members gave their replies, there was no follow up from your side. Not even acknowledgement!
Therefore, the question arises is are your posts camouflage for promoting your consulting business? Once you raise some post, does courtesy not demand writing what exactly happened at the workplace?
We members of this forum request you to be participative in discussion and not just raise the posts and forget afterwards.
My feedback may sound harsh, however, there is a discernible pattern in your post hence this straightforwardness.
Thanks,
Dinesh Divekar
From India, Bangalore
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Most of your posts are related to the sexual harassment and this post is no exception. Your last post was "Aggrieved Woman Employee-Complainant Unwilling To File Her Sexual Harassment Complaint?"
Though several members gave their replies, there was no follow up from your side. Not even acknowledgement!
Therefore, the question arises is are your posts camouflage for promoting your consulting business? Once you raise some post, does courtesy not demand writing what exactly happened at the workplace?
We members of this forum request you to be participative in discussion and not just raise the posts and forget afterwards.
My feedback may sound harsh, however, there is a discernible pattern in your post hence this straightforwardness.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
Dear Kritarth Consulting ji,
I too conduct awareness workshops for many companies and am now planning for an LMS module. It's currently under construction.
In my awareness sessions, instead of simply stating what not to do, I focus on explaining the following points:
1. About the Act and its main features;
2. The reasons behind the implementation of this Act;
3. What constitutes sexual harassment (SH) and examples such as Quid Pro Quo and Hostile environment;
4. Awareness about personal boundaries and comfort zones;
5. Body mapping (conducted in some workshops by my female associate for female employees);
6. The role and powers of the Internal Committee (IC);
7. Duties and responsibilities of Employers / Designated Officers (DO);
8. Creating a safe environment for reporting complaints;
9. Complaint redressal procedures, and more.
I provide Posh Consultation services, which include drafting PoSH Policies and managing sexual harassment complaints. Additionally, I have a team of qualified experts who can be appointed as external members, including myself.
Thank you.
From India, Mumbai
Acknowledge(0)Amend(0)
I too conduct awareness workshops for many companies and am now planning for an LMS module. It's currently under construction.
In my awareness sessions, instead of simply stating what not to do, I focus on explaining the following points:
1. About the Act and its main features;
2. The reasons behind the implementation of this Act;
3. What constitutes sexual harassment (SH) and examples such as Quid Pro Quo and Hostile environment;
4. Awareness about personal boundaries and comfort zones;
5. Body mapping (conducted in some workshops by my female associate for female employees);
6. The role and powers of the Internal Committee (IC);
7. Duties and responsibilities of Employers / Designated Officers (DO);
8. Creating a safe environment for reporting complaints;
9. Complaint redressal procedures, and more.
I provide Posh Consultation services, which include drafting PoSH Policies and managing sexual harassment complaints. Additionally, I have a team of qualified experts who can be appointed as external members, including myself.
Thank you.
From India, Mumbai
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Sexual Harassment.pdf
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