Case Study On Grievance Handling Protech Solutions

Click to edit Master subtitle style BY Ashish Sridhar Priyatham

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Facts of the case:

Protech was a leading software company that provided services and solutions. The company had offices located in 20 cities all over the world, with the Indian headquarters at Bangalore. Apart from Bangalore, the company had operations in Chennai, Mumbai and Hyderabad in India.
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Rithika Khanna, the PR Manager at

Govind was in charge of the operations of the firm in Chennai. The annual reviews showed that the performance of Mumbai office was deteriorating day by day. The CEO requested Govind to take charge of the Mumbai operations. Rithika Khanna was happy, as he was a thorough professional and had heard a lot of good things about Govind.
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She was eager to work with him and

After six months of Govinds coming to Mumbai, the head office received Rithikas resignation. She was asked to visit the Bangalore office to present her resignation in person. Preeti Nair was the quality head at Bangalore and knew that Govinds attitude towards women was not quite acceptable or healthy. He was known to behave indecently with women and take undue 5/14/12

Rithika disclosed to Preethi that she was having problems with Govinds behavior and inspite of her warnings, he didnt change his behavior. She had even approached the internal grievance committee of the company twice. But it was of no use as Govind held the number three position in the organization, and the organization needed him badly to turnaround the Mumbai division. 5/14/12

Preethi advised her to go ahead with it, instead of resigning from the organization. With so much at stake, it took a while before Rithika took the final step of filing a suit against Govind and the company. However, before taking this step, she resigned from her job. The company, which was proud of its good HR practices, did not want its 5/14/12 image to be tarnished in the public.

1.Issue

Steps to be taken by the firm to avoid such incidents in the future are:

1.There should be unit grievance redressal committee and and also central redressal committee because if the unit grievance radressal committee did not attend the complaint then the case should be taken to central redressal committee 5/14/12

2. Issue

Will an open door policy of grievance redressal work for a firm like Protech: You need an open-door policy encouraging employees to come forward with sexual harassment claims.

If you show appropriately responding to harassment charges ,chances are employees will 5/14/12 lose lawsuits if they decline to use

Relavent law in India

THE SEXUAL HARASSMENT OF WOMEN AT WORK PLACE (PREVENTION, PROHIBITION AND REDRESSAL) BILL, 2006.

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Case

Vishaka vs. State of Rajasthan: In this case Supreme court held that For this purpose, sexual harassment includes such unwelcome sexually determined behaviour (whether directly or by implication) as: a) Physical contact and advances;

b) A demand or request for sexual favours;

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