Workplace Harassment Training

1. What all training programmes do we offer?

We, at Complykaro believe in utmost safety at offices and workplaces for all and specifically for women. With regards to safety, we have standardized and uniquely designed programs for employees and ICC members. Our services are simplified and cost-effective as per your organisation's requirements and we carefully make you understand each aspect while taking you through each step of compliance.

Our skill-building and training programmes (Online and classroom) include:

Sensitisation programme for employees

  • Evolution of the law
  • Understanding what is sexual harassment
  • How to deal with an incident as victim or accused
  • Guidelines to create a sexual harassment free zone
  • Check your understanding

Orientation and skill-building programme for Internal Complaints Committee (ICC) members

  • What is ICC & its importance
  • Role & responsibilities of ICC members
  • Understand the inquiry procedure for providing redressal
  • Identify redressal options – Inquiry and Conciliation
  • Do’s and Don’ts for the Committee members

Experience through simulation-based training programme for ICC members

  • Deciphering prima-facie maintainability of complaints through various case studies.
  • Experiencing the redressal mechanism for different situations.

Our specially designed programmes are interactive, informative, easy to understand and beneficial for every organisation.

Benefits of online training programmes:

  • The employee can undergo the training program as per his/ her convenience and need not take time off from work.
  • The employee can exit the training program midway and restart later from where he / she had left.
  • Being a sensitive subject, many people may be uncomfortable in a classroom setting.
  • It can be rolled out simultaneously across locations for all employees.
  • The communication is standardised and consistent which is important especially in the case of large organisation.
  • Each employee's progress and completion is tracked and periodic reports can be provided.
  • Significant savings in cost as compared to brick and mortar training of 20-30 people at a time.
  • Employee attention and participation is assured being an interactive module and therefore a productive learning outcome.
  • E-Certificate is generated for each employee / ICC member upon completion which can be printed and kept on file, if required.
2.Why do we need to sensitise employees about the provisions of the Act?

Sexual Harassment sensitisation doesn’t just provide employees with information to help them pursue a harassment charge or avoid being charged, it is a valuable tool that can be used to help provide awareness of activities that are not considered professionally acceptable at work-think instead, business etiquette training. Unless you sensitise them they may not even know and that can get them into trouble. Organisations have to explain to its employees the wide scope of sexual harassment. With sensitisation programmes, employees will be able to introspect and change their behaviour accordingly. A well-implemented sensitisation programme will enable the employees to get a proper grasp of the Act and will also enable them to understand their rights, roles and responsibilities. A well informed female employee will know her rights in a clearer manner which will enable her to work fearlessly and with a better frame of mind. A well sensitised male employee will not have the fear of malicious complaints as he will be aware of the possible consequences for the complainant. Employees as a whole will be benefited as the sensitisation will explain them their rights and privileges of getting an equal opportunity of being heard in case a complaint is file.

3. Why do we need to skill-build the Internal Complaints Committee Members?

The Internal Complaints Committee (ICC) members need to undergo skill-building and orientation programmes for them to understand the law completely that would help them take a just and reasoned decision. Since members of the ICC are mostly from amongst employees and may not have legal knowledge, it is imperative that they understand the responsibility taken upon them and do justice to the same. The effectiveness of the redressal mechanism under the Act is entirely dependent on the competency and skill of the committee members to do justice. They need to be not only aware of the provisions of the Act but they whilst being empathetic to the aggrieved woman have to provide equal opportunity to both parties to prove their case. Regular skill-building programmes nurtures the Committee members to understand each case from a grass root level and implement their decision recommending power in a wise and unjust manner. The Committee members handling complaints need to be trained to make an unbiased and neutral decision. Skill building programmes help the Committee members in reaching an impartial conclusion.

We can also conduct classroom workshops, if required.

“ As per section 19(c) of the Act, the employer has to conduct awareness programmes at regular intervals for sensitising employees with the provisions of the Act and orientation programmes for the Internal Complaints Committee (ICC) and disclose the same in the ICC’s Annual Report. “

Contact today for free consultation