Skill Letts
VIEWS, VOICE & WAYS OF SKILLS
An in house journal of Additional Skill Acquisition Programme
2. Keep a record
If your colleague isn ' t getting the message, prepare to report him. Gather evidence to substantiate your claims. ' Note down the date, time and details of each incident,' Save any emails or text messages that contain inappropriate language.
Try to use your mobile phone recorder to discreetly record his remarks.
3. Find a confidante
Share the situation with a colleague you trust in the office. She may be able to keep a watchful eye on the situation.
But be picky about who you share this information with, and ensure that your confidante is trustworthy. A senior colleague or mentor who carries more weight in the organisation would be ideal.
4. Formal complaint
If the above doesn ' t work, make a formal complaint to( Internal Complaints Committee) senior members of the organisation, with whatever evidence or notes you have.
Make the complaint in writing and keep a copy remember an oral complaint can be hushed up.
5. External resources
If your company doesn ' t take any action on your complaint or doesn ' t penalise the miscreant, you can approach the Local Complaints committee – Usually District Collectorate have an office and also you can approach Women’ s commission, they have a special cell for redressal of such cases. They can approach the company on your behalf in an effort to force it to take action ' Employers need to have a clear and written policy that sexual harassment is misconduct and will result in dismissal.
Ref: Social Justice Department Web site & excerpts from Mail Today
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