Phaneesh Murthy denies harassment charges: Here's what iGate's policy says
In a conference call with reporters, Murthy denied sexual harassment charges and said he would contest it in court if the employee files a lawsuit. Ironically, when Murthy was thrown out of Infosys, he had claimed that he was wrongfully targeted.
Nasdaq-listed iGate has terminated the employment of its president and CEO Phaneesh Murthy on grounds that Murthy did not report his relationship with a subordinate employee. The company is also investigating a claim of sexual harassment, both of which are in violation of iGate's policy as well as Murthy's employment contract.
However, in a conference call with reporters, Murthy denied sexual harassment charges and said he would contest it in court if the employee files a lawsuit. Ironically, when Murthy was thrown out of Infosys, he had claimed that he was wrongfully targeted.
Infosys employee Maximovitch had complained of sexual harassment and wrongful termination of employment. Infosys, settled the lawsuit out of court for $3 million.
At the time too, NR Narayana Murthy, the then CEO of Infosys had said, "Phaneesh did not disclose to the company management, as an important functionary, that he had a relationship with Maximovitch and also of the fact that she had filed in the court for a restraining order against him".
This time too, iGate maintains that Murthy had failed to report his relationship with subordinate employee Araceli Roiz. "I am not certain if the employee will file harassment charges in court," Murthy said. "I will fight all harassment charges vigorously in court," he added.
Murthy further stated that the company investigation has not found any evidence of sexual harassment.
"I believe without a question, the charges are a case of extortion," he said.
Murthy also maintained that he had informed the company about his personal relationship with the subordinate employee, but the issue arose because of 'timing.'
According to the company's policy, if two personals have a personal relationship, the authorities must be formally informed through a letter or a note.
Moreover if the accused is found guilty of sexual harassment which was persistent and which resulted in (or could have resulted in) serious harm to others, the accused will be terminated immediately.
"The accused if found guilty of sexual harassment which was persistent and which resulted in (or could have resulted in) serious harm to others. The protection of others from further harm and the protection of the integrity of Patni are paramount. The accused be terminated from employment by following the norms and guidelines. In case of a third party being found guilty of such a conduct, the organization would terminate the business relationship. All location leaders are informed about such an action and are warned against taking this employee at another location," says the company's policy.
Here are the details of the company policy on sexual harassment:
Unwelcome sexual advances, request for sexual favours, and other physical, verbal, or visual conduct based on sex, constitute sexual harassment when these acts are unilateral, whether intentional or unintentional, and unwelcome by the other person. A conduct will be deemed as sexual harassment if:
• The harasser, either implicitly or explicitly suggests career advancement or other work related favours if the one harassed submits to his/her advances.
• Conduct has a purpose or effect of unreasonably interfering with the individual's performance or creating an intimidating, hostile or offensive work environment.
• No supervisor is to threaten or suggest, either explicitly or implicitly, that an employee's refusal or willingness to submit to sexual advances will affect the employee's terms or conditions of employment.
• Other sexually harassing or offensive conduct in the workplace that can be called sexual harassment includes:
• Unwanted physical contact or conduct of any kind, including sexual flirtations, touching, advances, or propositions.
• Verbal harassment of a sexual nature, such as lewd comments, sexual jokes or references, and offensive personal references.
• Demeaning, insulting, spreading rumours about lewd behaviour, intimidating, or sexually suggestive comments about an individual.
• The display in the workplace of demeaning, insulting, intimidating, or sexually suggestive objects, pictures, or photographs.
• Demeaning, insulting, intimidating, or sexually suggestive written, recorded, or electronically transmitted messages, including e-mails and SMS that are not appreciated by the receiver.
• Physical confinement against one's will and any other act likely to violate ones dignity and privacy.
• Any other instance of sexual harassment as may be defined under the local laws of the land where such offence may have been committed
Find latest and upcoming tech gadgets online on Tech2 Gadgets. Get technology news, gadgets reviews & ratings. Popular gadgets including laptop, tablet and mobile specifications, features, prices, comparison.
Protesting farmers fear dismantling of MSP system, creation of large monopolies: Agri expert Ajay Vir Jakhar
Jakhar said that the bills will result in a trickle-down model, which will only benefit large companies, not farmers or small traders
Seeking to allay fears over the safety of the vaccines, Vardhan said he would be happy to take the first dosage if people have a "trust deficit"
Parliament's Monsoon Session: Opposition to oppose four legislations that 'take away rights of states', says Jairam Ramesh
The legislation will be brought in to replace four ordinances — three related to the farm sector and the amendment to the Banking Regulation Act