Complaint & Retaliation

Hello this is a story of sexual harassment and HR firing an employee because thinking that it is in her best interest

it is never a good reason to terminate someone involved in a sexual harassment situation as it leads to something called retaliation which makes  a complained in a  court of law he even more complicated

 

There is a plastic packaging company which was employing lots of people both temporary and permanent staff.

There was a temporary female employee .when she claimed she was harassed by the company ,a regular worker in the company ,though she rejected the advances ,she was simply terminated by HR since she was a temporary worker.

 

No investigation ,rather than investigating a complaint of harassment ,Company HR chose to terminate the temporary worker.

 

Rather than investigating the complaint the company in spite of having ICC ,HR just decided to fire the female employee assuming that is in her best interest.

the thought process of the concerned HR  was along the following lines

she is just a part-time employee and now she will have a difficult time working here so let's let her go, she can find another job and we don't have to deal with this.

Unfortunately for the company they did not care of resolving the issue the women was facing. this resulted in that women filing a lawsuit climbing both the harassment and Retaliation.

 

lessons learnt by the company

as the case went to court . court examined  the whole process and found the company is at fault

For not only following the PoSH act, but also at fault for retaliating against the complainant.

 

Always remember , Truth of the complaint does not matter. Its always imperative to follow the due process