Corporate Ethos
 

Central Service Conduct Rules Revised

  • Deptt. Of Personnel and Training (DoPT), Govt. of India has recently revised the Central Service Conduct Rules ( Notified on Nov 19, 2014) making it clear that implied or explicit promise of preferential treatment or threat of detrimental treatment.
  • Deptt. Of Personnel and Training (DoPT), Govt. of India has recently revised the Central Service Conduct Rules ( Notified on Nov 19, 2014) making it clear that implied or explicit promise of preferential treatment or threat of detrimental treatment.
  • Deptt. Of Personnel and Training (DoPT), Govt. of India has recently revised the Central Service Conduct Rules ( Notified on Nov 19, 2014) making it clear that implied or explicit promise of preferential treatment or threat of detrimental treatment.

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013

Responsibilities of employers under the law

The complaints from the aggrieved women will be taken seriously. The management shall respond promptly and where it is found that an inappropriate conduct has occurred, it will take corrective action strictly according to the law that might range from warnings to termination as appropriate.

As laid down in sec (19) of the Act, the employer has the following duties:

  • (a) provide a safe working environment at the workplace
  • (b) display at any conspicuous place in the workplace, the penal consequences of sexual harassments and order constituting the Internal Complaints Committee(ICC)
  • (c) organize workshops and awareness programs at regular intervals for sensitizing the employees and orientation programs for ICC in the prescribed manner
  • (d) provide necessary facilities to ICC for dealing with the complaint and conducting an inquiry
  • (e) assist in securing the attendance of respondent and witnesses before the ICC
  • (f) make available information to ICC as it may require
  • (g) provide assistance to the woman if she so chooses to file a complaint in relation to the offence under the Indian Penal Code or any other law for the time being in force
  • (h) cause to initiate action, under IPC or any other Law in force, against the perpetrator, or if the aggrieved woman so desires, where the perpetrator is not an employee in the workplace at which the incident of sexual harassment took place
  • (i) treat sexual harassment as a misconduct under the service rules and initiate action for such misconduct
  • (j) monitor the timely submission of reports by ICC

Role of HR

  • a) Own the policy and take responsibility for updating the same from time to time
  • b) Announce this policy to all employees and effectively display the same along with all other employment policies
  • c) Ensure this policy is included in the induction process for new employees
  • d) Advice and consult with ICC
  • e) Advice and counsel employees
  • f) Receive complaint and help direct it to ICC
  • g) Ensure consistency in applying this Policy

About Corporate Ethos

It has been proven beyond doubt that " Happy people are more successful - at workplace and at home".

We, at Corporate-Ethos, strongly believe in the doctrine and focus on various Human Resource interventions designed to enhance the "happiness quotient" at your workplace, with an ultimate objective of building motivated teams that are aligned to your organization`s mission and help you in achieving your goals.

A happy workplace takes only a few simple but thoughtful actions to take your organization to the next orbit earning you a lifetime of loyalty - just as we aim to earn from you. These thoughtful actions can lead to dramatically improved results that will make you want your workplace also to be a happy one.

Considering that soft skills take longer to show results, we will work in tandem over a well thought-out timeline to provide continuous support to the team.

We also practice what we preach. Our own happy team comprises professionals who are technically sound and bring a wealth of experience with them.

Did you know ?
  • Severe penalties for non-compliance including termination of license
  • ICC must file a report to the District officer for the year ended on 31st Dec, 2014
Contact us
  • Mobile: +91-989109166
  • Email: info@corporate-ethos.com
  • Address: Suite No. 12, "The Masterpiece", Golf Course Road, Sector 54, Gurgaon - 122002
Enquire Now

OUR NEWSLETTER