this case is about sexual harrasment in Infosys by Phanees Murthy.

1. BUSINESS ETHICS PRESENTATION
PHANEESH MURTHY SEXUAL
HARASSMENT CASE
Presented by:
ashish manchanda (35)
gaurav mishra (23)
simranjeet singh (37)
ashwani kumar (34)
bharat sharma (22)

2. What is sexual harassment?
 According to the Equal Employment Opportunity
Commission, unwelcome sexual advances,
requests for sexual favors, and other verbal or
physical conduct of a sexual nature constitutes
sexual harassment when submission to or
rejection of this conduct affects an individual's
employment, unreasonably interferes with an
individual's work performance or creates an
intimidating, hostile or offensive work
environment.

3. WHY SEXUAL HARASSMENT
HAPPENS?
There are Two prominent theories, to define WHY :-
 Illinois model (Fitzgerald, Hulin, & Drasgow,
1996):-
Illinois law requires all parties to a public contract and all
eligible bidders to have a written sexual harassment policy
covering their employees and applicants for
employment. This requirement applies regardless of the
number of persons employed or the dollar value of any public
contract. According to Section 2-105(A) (4) of the Illinois
Human Rights Act.

4. WHY SEXUAL HARASSMENT
HAPPENS?
 Pryor's Person by Situation Theory (1987)
this model suggests that sexually harassing behaviour may be predicted
from an analysis of social, situational and person factors. When individuals
with a proclivity for sexual harassment are placed in social situations that
permit or accept this sort of behaviour, the behaviour is most likely to
occur. From a review of research relating social norms in organizational
settings and sexual harassment incidence, women are found more likely to
experience sexual harassment in workplaces where men perceive the social
norms as permitting such behaviour. Research on sexual harassment
proclivities in men also is reviewed. A profile of men are high in the
likelihood to sexual harassment (LSH) is developed through an
examination of correlations between the LSH and (1) standard self-report
(2) social cognitive measures, and (3) social behaviours measured in
laboratory settings.

5. Phaneesh murthy
vs.
reka maximovitch
 On 17 December 2001, Reka Maximovitch filed a
sexual harassment case against InfosysTechnologies
and its high-profile director (sales and marketing)
Phaneesh Murthy.
 In April 2003, Infosys closed the case with a $3-million
out-of-court composite settlement. That means that
in return for the money, Maximovitch surrenders her
right to sue either the company or Murthy, And while
Maximovitch moved out of the picture with the
settlement, Phaneesh Murthy and the company have
been on a war of words—press releases to be exact—
in a casethat’s getting unseemly after the resolution.

6. Phaneesh murthy
vs.
reka maximovitch
HERE THE ALLIGATIONS BY THE VICTIM PARTY WERE:-
 VERBAL SEXUAL HARASSMENT:
• Verbal harassment includes unwanted personal
comments or sexual slurs, or abusive remarks, explicit
‘jokes’ or innuendo, and compromising invitations,
including demands for sexual favors.

7. Phaneesh murthy
vs.
reka maximovitch
 Unwanted sexual advancements:
requests for sexual favors un wanted touchor physical
conduct of a sexual nature when the victim party is
uncomfortable unwilling to do so.

8. Phaneesh murthy
vs.
reka maximovitch
 Unlawful termination:
The term "wrongful termination" means that an
employer has fired or laid off an employee for illegal
reasons in the eyes of the law.

9. INFOSYS POLICY ON SEXUAL
HARASSMENT
 Anti- sexual harassment Initiative (ASHI).
 Encourage employee to report unethical
behaviour under whistle blower policy.
 Independent (non-Infosys) grievance redressal
body and procedure.
 The redressal body consists of an independent
chair person who is a lady, as required by the
Supreme Court guidelines and four committee
members who are employees.
 As a part of the training process all officers and
board members have been given a course on the
prevention of sexual harassment.

10. ``How to overcome``
Even though there are policies for sexual harassment such
disturbing cases happen to overcome this difficulty
 Employer’s role:
- CREATE SEXUAL HARASSMENT POLICY
- COMMUNICATE THE POLICY
- EXECUTE ACCORDING TO THE POLICY
- MAKE A GREIVIENCE CELL
- TRAINING THE EMPLOYEES

11. ``How to overcome``
 EMPLOYEE’S OR VICTIM’S ROLE:
- DEALING WITH THE HARASSER
- COMMUNICATE THE PROBLEM
- FORMAL AND OFFICIAL REPORTING
-CREATE WITNESS
- SET BOUNDARIES
“THE ORGANISATION AS A WHOLE HAS TO
WORK TO ERADICATE THIS PROBLEM
OF SEXUAL HARASSMENT”