Human Resource Management Project

1. Policies and Processes against
Sexual Harassment
Roll no. Name
um15007 Priyanshu Singhal
um15015 Balijepalli Nagasri Sandhya
um15031 Nripesh Sen
um15036 Priya Ranjan Mohanty
um15039 Rayapureddi Sai Lakshmi Praveena
um15052 Swastik Kumar Panigrahi
BY GROUP 10
Submitted to: Prof. Mousumi Padhi

2.  Sexual harassment may include unwelcome sexual advances, requests
for sexual favors, and other physical, verbal or visual conduct based on
sex constitutes sexual harassment when:
 1. Submission to such conduct is made either explicitly or implicitly a
term or condition of an individual's employment, or;
 2. Submission to or rejection of such conduct by an individual is used as
the basis for employment decisions affecting the individual, or;
 3. Such conduct has the purpose or effect of interfering with an
individual's work performance or creating an intimidating, hostile, or
offensive working environment.
What Is Sexual Harassment ?

3. Examples
Examples of sexual harassment may include (but are not limited
to):
 explicit sexual propositions
 sexual innuendo or suggestive comments
 sexually-oriented kidding, teasing or practical jokes
 jokes about gender-specific traits
 foul or obscene language or gestures
 display of foul or obscene printed or visual material, and
 physical contact such as patting or pinching.

4. Current Scenario

5. Companies Investigated are:

6. Company: Alcatel Lucent
Policy:
Alcatel-Lucent is committed to providing a work environment that is free
from harassment, discrimination, and retaliation, in accordance with all
laws, rules, regulations and executive orders of India. Provisions of this
policy apply to employees, contractors, contingent workers, clients, vendors
of Alcatel-Lucent and its subsidiaries

7. Alcatel-Lucent’s policy is to:
Comply with the letter and spirit of all applicable laws and regulations governing employment.
Prohibit retaliation against anyone who (i) complains in good faith that harassment or
discrimination occurred, (ii) participated in an investigation or proceeding involving harassment
or discrimination, or (iii) opposed harassment or discrimination in the workplace. This policy
against retaliation applies even if sufficient evidence is not found to substantiate the complaint.
Prohibit all forms of unlawful harassment and discriminatory treatment based
upon an individual’s protected traits including race, color, creed, religion, national origin,
citizenship, sex, marital status, pregnancy, age, genetic information, disability, veteran status,
sexual orientation, gender identity, characteristics, or expression.

8. Complaint Procedure:
Systematic approach across
the company for all levels.
This one stop solution ensures
all decisions are fair and
transparent without any local
influence.
The identity of those who
report will remain
confidential unless the
disclosure of their identity
appears to be necessary in the
course of the investigation.
the reported individual cannot be
informed of the identity of the
person raising the concern or
report

9. Company: Franklin Templeton
Asset Management Pvt. Ltd.
Policy:
Franklin Templeton Asset Management is committed to provide equal
employment opportunity that is free from any harassment basis caste,
creed, race, religion, age, sex, marital status, disability or any other
harassment as defined under law.
Critical factor in sexual harassment is identified as the un-welcomeness of
the Behavior. Thus it is the impact of Behavior on the recipient, rather than
the intent of the perpetrator, which is to be considered.

10. Reporting sexual harassments
Responsibility
of all
employees
Obligation of
supervisors
Supervisors to
educate the
policy and assist
in filing a
complaint

11. Harassment Incident Report
 Describe what Happened?
 On what date (s) did this occur?
 Where did the incident(s) occur?
 Did anyone witness the incident(s)? If so, who?
 Have you asked the person to stop the behavior? If so, what happened?
 Have you discussed the incident(s) with anyone? If so, with whom?
 Additional information:
 Employee Name: Employee ID :
 Signature: Date :

12. Course of Action
•Harassment Incident Report
•Enquiry Process
•Disciplinary Actions

13. Alcatel Lucent Franklin Templeton Godrej and Boyce
Systematic procedure
followed.
Step by step process
followed.
Safety against retaliation
and repercussions
Assurance against
retaliation and ensured
confidentiality
Identity shall remain
confidential unless it is
very necessary that it
should be exposed
The reported individual
cannot be informed of
the person raising the
concern

15. Thanks!!