According to Straits Times
, Tarun Tejpal, founder and editor of Tehelka magazine, wrote to the managing editor of the publication admitting 'misconduct' which he said he must atone for by agreeing to stop working for six months.
Tejpal is alleged to have written the following in an email sent to staff at the magazine: 'A bad lapse of judgement, an awful misreading of the situation, have led to an unfortunate incident that rails against all we believe in and fight for.
Women's right groups have criticised Tejpal's response as insufficient.
As mentioned, the incident has cast the spotlight on sexual harassment
in the workplace and the disciplinary measures imposed on perpetrators of sexual harassment
Seeing as no workplace is immune to sexual harassment
; be sure to include these three disciplinary sanctions in your sexual harassment policy.
Three disciplinary sanctions to include in your sexual harassment policy
The Complete Sexual Harassment Advisor
says that your sexual harassment
policy should specify the range of disciplinary sanctions that may be imposed on a perpetrator.
adds that the sanctions must be proportionate to the seriousness of the sexual harassment
in question, and should provide that:
Warnings may be issued for minor instances of sexual harassment
. For example, a joke with a sexual innuendo or an inappropriate comment which is only mildly offensive.
Dismissal may follow for continued minor instances of sexual harassment
after warnings, as well as for serious instances of sexual harassment
. After two written warnings, one of which is a final written warning, dismissal may be justified.
In appropriate circumstances, upon being found guilty of sexual harassment
, a perpetrator may be transferred to another position in the workplace. This may be possible if you operate in more than one location.
Well there you have it. Having three disciplinary sanctions in your sexual harassment
policy will help ensure you deal with sexual harassment