Termination and all recommendations given by the IC should be in sync with the Disciplinary Action Policy of the company or should be part of the internal Anti sexual harassment policy of the company. Recommendation may vary from Apology, warning, deduction of Salary to compensate the victimâ€™s loss, Pay or role change, Termination etc
Penalties should vary based on the extent of the offence committed. However, in all cases, it is advised that the perpetrator is given counselling so that he/she is given an opportunity to help themselves out of the situation.
The Law does not state whether the person should be terminated or allowed to resign. Organisations need to define this for themselves, based on current practises followed for the any breach in following company policy and based on the severity.