Indian employers, akin to their global peers, are increasingly realizing the importance of a safe and amicable work-place-for all sexes. This requires a conscious policy directive aimed at preventing workplace harassment instances coupled with an institutional mechanism for redressal of complaints in a quick, transparent and just manner. This article provides an overview of the Indian law on prevention of sexual harassment at workplace and seats out to share some “best practices” towards mitigating risk of non-compliance and making the workplace environment conducive to all employees.
Objectives of the committee are:-
Procedure for Filing Complaints:-
Complaint may be oral, by email (jhpskool@gmail.com) or in writing. If the complaint is oral , it will be converted into a written from by the Sexual Harassment Committee member who received the complaint and authenticated by the complaint under his/her signature as soon as possible.
Upon receipt of complaint by any member of committee, the member should forward it to jhpskool@gmail.com. The grieved one may also lodge her complaint directly on the given e-mail. Moreover, the compliant can also be lodge telephonically to the mobile Nos of the Chairperson and members of the committee which are available on our website.
Procedure for Filing a Complaint / Grievance without Revealing Identity:-
If the complainant does not like to reveal her name for any grievance,she can drop the grievance(s) in the drop box placed outside the counseling room. Here, it should be noted that according to the supereme Co guideline Sexual harassment can be defined as unwelcome” sexually determined behavior (whether directly or by implication ) as:-by the Parliament in this regards.
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