Professional Documents
Culture Documents
Administration Management Lectures
Administration Management Lectures
Latin Word
‘ad’ and ‘ministiare’ – to Serve
Four Pillars –
1. Prevention
2. Detection
3. Interferences
4. Delay
FUNCTIONS / DUTIES OF SECURITY
Duties
Gate Duties
Reception Duties
Material Handling
Patrolling
https://psara.gov.in/
PSARA ACT 2005
Definitions –
- Private Security : Security provided by a person, other than public servant, to protect or
guard any person or property or both and includes provision of armored car service.
- Private Security Guard : A person who provides private security with or without arms to
another person or property or both and includes a supervisor.
PSARA ACT 2005
- Private agency shall not employ a person as a supervisor unless he fulfills the
conditions
- Poses a threat to national security or did not aid the police or other
authority in the discharge of its duties or acted in manner prejudicial to
national security or public order or law and order.
- Stop Work notice to be issued for not exceeding 30 days with show - Principles of Natural Justice to be followed.
cause for why license can not be cancelled? A. Doctrine of Bias –
- Holder to reply within 15 days post receipt of show cause. B. Audi alterem pattern - To Hear the Other Side
C. Speaking Order or reasoned decision.
POSH ACT 2013
Prevention of Sexual Harassment of Women at Workplace Act 2013
• Her work met with resentment and attracted harassment from men
Shows the extent to which that harm can escalate if nothing is done
to check sexually offensive behaviour in the workplace
HISTORY
• A Public Interest Litigation (PIL) was filed by Vishaka (NGO) against the State of
Rajasthan and Union of India before the Supreme Court of India
• In a landmark judgment, Vishaka vs. State of Rajasthan (1997), the Supreme Court
of India created legally binding guidelines – Vishakha Guidelines
• Based it on the right to equality and dignity accorded under the Indian Constitution
as well as by CEDAW.
• It included:
✓ Prioritizing prevention
Sexual harassment would mean and include any one or more of the
following unwelcome acts or behavior (whether directly or by implication)
namely:
i. Physical contact and advances; or
The right of all women working or visiting any workplace whether in the capacity of regular, temporary,
adhoc, or daily wages basis is protected under the Act.
All women whether engaged directly or through an agent including a contractor, with or without the
knowledge of the principal employer.
May be working for remuneration, on a voluntary basis or otherwise, could be a co-worker, a domestic
worker, a contract worker, probationer, trainee, apprentice OR could be working in a dwelling place or
house.
INGREDIENTS OF A POSH CASE
W
OMEN
RONGFUL ACT OF SEXUAL NATURE
ORKPLACE
ORKING RELATIONSHIP
The act states that for any incident to qualify as a sexual harassment it should involve a women, it should be a
wrongful act of sexual nature and it should be done at workplace
INTENT VS IMPACT
UNWELCOME WELCOME
Feels bad Feels good
One-sided Reciprocal
Feels powerless In-control
Power-based Equality
Unwanted Wanted
Illegal Legal
Invading Open
Demeaning Appreciative
Causes anger/sadness Happy
Causes negative self-esteem Positive self-esteem
IMPACT OF UNWELCOMED BEHAVIOUR
• Decreased work performance • Depression
• Increasedabsenteeism, loss of pay • Anxiety, panic attacks
• Traumatic stress
• Loss of promotional opportunities
• Sleeplessness
• Retaliation from the respondent, or colleagues/ • Shame, guilt, self-blame
friends of the • Difficulty in concentrating
• respondent • Headaches
• Subjected to gossip and scrutiny at work • Fatigue, loss of motivation
• Personal Difficulties with time
• Being objectified
• Eating disorders (weight loss or gain)
• Becoming publicly sexualized
• Feeling betrayed and/or violated
• Defamation • Feeling angry or violent towards the
respondent
• Being ostracized
• Feeling powerless
• Having torelocate • Loss of confidence and self esteem
• Serious or repeated offensive remarks, such as teasing related to a person’s body or appearance.
• Displaying sexist or other offensive pictures, posters, mms, sms, whatsapp, or e-mails.
• Unwelcome sexual advances which may or may not be accompanied by promises or threats,
explicit or implicit
• Caressing, kissing or fondling someone against her will (could be considered assault).
• Invasion of personal space (getting too close for no reason, brushing against or cornering
someone).
• Stalking an individual.
• Abuse of authority or power to threaten a person’s job or undermine her performance against
sexual favors.
• Conditions of works.
• Constructive feedback about the work mistake and not the person.
HOW TO FILE A CASE
HANDLING CASE
FILE CASE IN 90 DAYS – CONCILIATION – INVESTIGATION 90 DAYS – FINAL RECOMMENDATION
• The complaint should be addressed to the IC members ONLY and not the employer/HR representative on email.
• Details of the respondent including name, designation, reporting structure between complainant and respondent if any
(whether subordinate, colleague or superior) should be included.
• Details of exact incident, date and time, witness etc. to be included and circumstances preceding and following the incident
to be recorded. Do not state any fact that is false or incorrect or assumptions.
• Before initiating action on a complaint, the IC on the request of the aggrieved woman, can make efforts to settle the matter
between the parties through conciliation by bringing about an amicable settlement.
• During inquiry, you may transfer to any other workplace; granted leave to the aggrieved woman up to a period of 3 months in
addition to her regular statutory/ contractual leave entitlement; or restrain the respondent from reporting on the work
performance of the aggrieved woman or writing her confidential report, which duties may be transferred to other
employees.
HANDLING CASE
IMPORTANT TIMELINES
• The law also makes provisions for friends, relatives, co-workers, psychologist & psychiatrists, etc. to file the complaint
in situations where the aggrieved woman is unable to make the complaint on account of physical incapacity, mental
incapacity or death.
• Email complaint with details of exact incident, date and time, witness etc. to be included and circumstances
preceding and following the incident to be recorded.
• The same process as is followed if you are an aggrieved employee may be followed here as well.
• In instances where sufficient cause is demonstrated by the complainant for the delay in filing the complaint, the IC/LC
may extend the timeline for filing the complaint, for reasons to be recorded in-writing.
WHAT IF FALSE OR UNTRUE CASE IS FILED?
• In order to ensure that the protections envisaged under the POSH Act are not misused, provisions for action against
“false or malicious” complainants have been included in the statute.
• As per the POSH Act, if the ICC concludes that the allegation made by the complainant is false or malicious or the
complaint has been made knowing it to be untrue or forged or misleading information has been provided during the
inquiry, disciplinary action in accordance with the service rules of the organization can be taken against such
complainant.
• Where the organization does not have service rules, the statute provides that disciplinary action such as written
apology, warning, reprimand, censure, withholding of promotion, withholding of pay rise or increments, terminating
the respondent from service, undergoing a counselling session, or carrying out community service may be taken.
• The POSH Act further clarifies that the mere inability to substantiate a complaint or provide adequate proof need not
mean that the complaint is false or malicious.
TYPES OF PUNISHMENT
The punishment under the POSH Act may include but is not limited to the following:
• Transfer,
• Withholding promotion,
• Suspension,
• Written apology,
• Warning,
• Reprimand or censure,
• Withholding of pay rise or increments,
• Undergoing a counselling session,
• Carrying out community service, or
• Terminations of services etc.
This action shall be in addition to any legal recourse sought by the aggrieved
women.
COMPLAINT COMMITTEE
The Act provides for two kinds of complaints mechanisms: Internal Complaints
Committee (ICC) and Local Complaints Committee (LCC). All Complaints
Committees must have 50 per cent representation of women. ICC or LCC
members will hold their position not exceeding three years from the date of
their nomination or appointment. Where the office or administrative units of a
workplace are located in different places, division or sub- division, an ICC has to
be set up at every administrative unit and office
ICC SET UP
No Member Eligibility
No Member Eligibility
1. Chairperson Nominated from amongst the eminent women in the field of social work and
committed to the cause of women
Nominated from amongst the women working in the block, taluka or tehsil
Member
or ward or municipality in the district
The concerned officer dealing with social welfare or women and child
4. Ex Officio member
development in the district
https://www.youtube.com/watch?v=g5GFqWw4dSM
https://www.youtube.com/watch?v=iYZyWSW_HCM
GOLDEN RULES
3 GOLDEN RULES :
• When in doubt, DON’T DO
• If you must do, ASK FIRST
• If the response is no, NO MEANS NO
5 THINGS TO REMEMBER DURING
ORGANIZING EVENT
➢ Not all events are same
➢ Estimate Correctly
➢ Prepare and Arrange Correctly
➢ Adhere to the rules
➢ Don’t Panic
What do we want?
Ideas & Proposals
Divestment/Legacy
SUCESS OF EVENTS
3Es 5Ps 5Ws
- Entertainment - Product - Why
- Excitement - Price - Who
- Enterprise - Place - When
- Public Relations - Where
- Positioning - What
FACILITY MANAGEMENT
FACILITY MANAGMENT
Security Services Catering Services Property Services Cleaning Services Support Services
- Physical
Security - Ground - Daily Cleaning
- Surveillance - Contract Maintenance - Periodical - Technical
- Technical Catering - Building Cleaning Support
Installation - Café Services Maintenance - Deep/Special - Readiness of
- Workplace - Events Catering - Energy Cleaning tools and
Emergency - Vending Maintenance - Industry equipment
Management Services - Environment Cleaning
- Consulting Management
Services
5S SYSTEM
5S system is a lean manufacturing tool that improves workplace efficiency and eliminates waste. 5S
helps facilities to avoid loss of productivity from delayed work or unplanned downtime.
6th S is SAFETY – It is not a sequential S but must be followed along with each step.
COMMON ELEMENTS OF 5S SYSTEM
➢ Management Support
➢ Department Tours
➢ Updated Training
➢ Progress Audits
➢ Performance Evaluations
BENEFITS OF 5S SYSTEM
➢ Better time usage
➢ Less wasted space
➢ Reduced injury rates
➢ Reduced equipment downtime
➢ Improved consistency and quality
➢ Heightened employee morale
Ms. Riya is working in ABC Ltd as an Executive in accounts department since last 6 years. On 30th
September 2022, Ms. Rita – GM Finance & Accounts called Ms. Riya for Quarterly performance
review at 5.30pm.
Performance review started sharp at 5.30pm and lasted till 7.30pm. Ms. Riya was performing very
well and Rita was impressed with Riya’s performance. Post routine performance discussion, Riya
requested Rita, to spare some time as she want to discuss career progression opportunities within
organization.
Ms. Rita agreed and continued discussion post 7.30pm. During the discussion, Riya has expressed
that she expects a promotion in upcoming increment cycle along with decent pay rise. Post this
expressions, suddenly Ms. Rita got up from chair and started praising Riya with slang and bold
language. Even she blinked her left eye around two to three times and given inappropriate
comments to Riya about her personality. Slowly Rita started coming closure to Riya and stared
rubbing to her hands, shoulders and back. Rita also started moving her hands to Riya’s hairs which
made her very uncomfortable.
Riya shown her discomfort to Rita on which Rita gave very casual reply with remark ‘tumbhi to
ladki hi to ho’. Riya got scared about Rita’s conduct and left the meeting room. After 2 days Riya
faced awkward situations with Rita again and she again resisted Rita more firmly by which Rita
replied her, ‘itni taklif he, to promotion bhul jao’. Riya need your help to address this issue
through ICC.
Questions