You are the Executive Director of an upcoming InfoTech Company which is making a name for itself in the market. Mr. A, who is a star performer, is heading the marketing team. In a short period of one year, he has helped in doubling the revenues as well as creating a high brand equity for the Company so much so that you are thinking of promoting him. However, you have been receiving information from many corners about his attitude towards the female colleagues; particularly his habit of making loose comments on women. In addition, he regularly sends indecent SMS’s to all the team members including his female colleagues. One day, late in the evening, Mrs. X, who is one of Mr. A’s team members, comes to you visibly disturbed. She complains against the continued misconduct of Mr. A, who has been making undesirable advances towards her and has even tried to touch her inappropriately in his cabin. She tenders her resignation and leaves your office.1) What are the options available to you?2) Evaluate each of these options and choose the option you would adopt, giving reasons.
What the examiner wants
Decide how an Executive Director should act on harassment complaints against a high-performing employee.
Demand-wise check
- 1Stakeholders: complainant, other women employees, accused, company, clients≈50 words
- 2Ethical issues: dignity and safety vs business value, duty of care, due process, gender justice≈50 words
- 3Options: ignore (business continuity, illegal); informal warning (inadequate); refer to Internal Committee under law; suspend pending inquiry; reach out to complainant to return≈50 words
- 4Chosen: refer to Internal Committee, interim measures (suspension or transfer of accused), contact the complainant, assure no retaliation, awareness training≈50 words
Open in about 30 words and close in about 30.
Answer plan
Where marks usually go
- Protecting the star performer because of revenue
- Ignoring the legal duty of the employer
Draw this
- Flow: complaint → Internal Committee → inquiry → action → follow-up
Value addition
- LawPOSH Act 2013 requires an Internal Committee in every workplace with 10 or more employees.Sexual Harassment of Women at Workplace Act, 2013
- CaseVishaka v State of Rajasthan (1997) laid down guidelines on workplace sexual harassment.Supreme Court, 1997
Mapped topper copies
Reviewed public-source references related to this PYQ. Same-syllabus references are labelled separately.
- Shakti Dubey · AIR 1 · Page 35 ↗Same syllabus reference
- Aakash Garg · AIR 5 · Page 31 ↗Same syllabus reference
- Shakti Dubey · AIR 1 · Page 37 ↗Same syllabus reference
- Shakti Dubey · AIR 1 · Page 33 ↗Same syllabus reference
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