The document summarizes the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 in India. It outlines key rights of women related to equality and employment opportunities. It defines sexual harassment and outlines responsibilities of employers such as constituting Internal Complaints Committees to address grievances. The roles and functions of the committees in receiving complaints, attempting conciliation, conducting inquiries, determining compensation, and reporting are also summarized. Penalties for false complaints and non-compliance with the act are also provided.
Prevention of Sexual Harassment at Workplace in IndiaAdv Rajasekharan
The presentation provides an overview of "the Provisions of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act" & its rules.
The law came into force on 9th December 2013, replacing Supreme Court's Vishaka Guidelines 1977. (Updated this presentation on 22 April 2014).
1 prevention of sexual harassment online course with voiceoverShashank borse.sd9
Sexual harassment may occur not only where a person uses sexual behavior to control, influence or affect the career, salary or job of another person, but also between co-workers. It may also occur between an employee and someone that employee deals with in the course of his/her work who is not employed by the Company.
Indian Law on Sexual Harassment of Women at Workplace - 2013Sukanya Patwardhan
This presentation gives a brief overview of the recently enacted law on the Sexual Harassment of Women at Workplace. If you want this presentation please send me a mail with your name and the purpose to receive this ppt.
Prevention of Sexual Harassment at Workplace in IndiaAdv Rajasekharan
The presentation provides an overview of "the Provisions of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act" & its rules.
The law came into force on 9th December 2013, replacing Supreme Court's Vishaka Guidelines 1977. (Updated this presentation on 22 April 2014).
1 prevention of sexual harassment online course with voiceoverShashank borse.sd9
Sexual harassment may occur not only where a person uses sexual behavior to control, influence or affect the career, salary or job of another person, but also between co-workers. It may also occur between an employee and someone that employee deals with in the course of his/her work who is not employed by the Company.
Indian Law on Sexual Harassment of Women at Workplace - 2013Sukanya Patwardhan
This presentation gives a brief overview of the recently enacted law on the Sexual Harassment of Women at Workplace. If you want this presentation please send me a mail with your name and the purpose to receive this ppt.
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. How to deal with diversity at workplace. Conducting enquiry in compliant cases. Equitable justice. Vishaka Judgement and development thereafter.
Sexual Harassment of Women at Workplace Act, 2013 (POSH Act)CS Jigar Shah
Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 also known as POSH Act is one of the important legislation and compliance is mandatory for almost every organisation in India be it Company, Sole Proprietorship or LLP. In this PPT we try to cover basic compliance of law for the easier understand. To read Act, please click on http://bit.ly/2EFkBEo
The Sexual Harassment of Women at Workplace Act, 2013Mayur D. Chauhan
It gives a gist of all the things that come into picture when it comes to women safety.
By - Advocate Rajendra P. Parkar
Assisted By - Mayur D. Chauhan
The Indian Government has passed the first ever bill that protects women all over India from sexual harassment at their workplace. This slideshare explains the salient features of the Protection of Women from Sexual Harassment at Workplace Act, including - responsibilities of the employer, channels for redressal, compensation, etc.
This presentation talks about the Prevention Of Sexual Harassment Act (POSHA), and tells you as an employer what are the compliance you need to make sure, in-terms of forming an ICC or LCC etc.,
The law has been passed in order to protect the women from sexual harassment and help her have a safe working environment.
The ACT is meant to save women only unlike in other countries where they have sexual harassment ACT to protect all. We think a lot of improvements need to be taken care in the act. It is more like the beta version.
The Act puts additional burden on the employer. Non compliance of the act shall attract monetary penalty and might even lead to closure of business.
Do read the our views slide on the last page.
This is a sample sensitisation presentation on Sexual Harassment of Women at Workplace Act, 2013. This can be used to sensitise the employees as required under the law.
This presentation was shared with participants of Yellow Spark's Coffee Learning Series which was held on December 22nd 2017 in Mumbai, India. The workshop was designed to provide an overview on The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013.
and to help companies develop a policy on Prevention and Addressal of Sexual Harrassment for thier company.
Yellow Spark conducts periodic Coffee Learning Series in Mumbai. This power packed 2 hours of learning & interaction with top experts usually covers a key management subject essential for you to manage the people side of your business.
All sessions our Coffee Learning Series are FREE but by invite only. To receive notifications & invite, please reach us - contact@yellowspark.in
Sexual Harassment Of Women At Workplace Act'2013 ; Prepared by RameshKumar,HRRamesh Kumar
Latest update including the recent amendments with detailed notes explains what, why and how to implement in workforce. Create anti- sexual harassment policy
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
The Sexual Harassment at The Workplace (Prevention, Prohibition and Redressal) Act and Rules, 2013 have been notified by the ministry of WCD. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is a legislative act in India that seeks to protect women from sexual harassment at their place of work. It was passed by the Lok Sabha (the lower house of the Indian Parliament) on 3 September 2012. It was passed by the Rajya Sabha (the upper house of the Indian Parliament) on 26 February 2013. The Bill got the assent of the President on 23 April 2013.The Act came into force from 9 December 2013.
Compliance Under the Sexual Harassment ActNovojuris
Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 came into force from December 2013. In our post (https://novojuris.com/2014/03/26/sexual-harassment-of-women-at-workplace/), we had written a brief about the Act, constitution of the Internal Complaints Committee (ICC).
In this presentation, we are capturing the compliances that organizations should comply with.
Sexual harassment of women at workplaceSinu Joseph
This presentation uses visuals to explain the Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act 2013. It can be used by employers, ICC members or organizations working to impact awareness on the Act. Write to contactus@mythrispeaks.org for more information.
Sexual harassment at Indian workplaces: Legal obligations of employersgamechangerlaw
This presentation serves as a primer on India's new anti-sexual harassment law. More specifically, this presentation also outlines the legal obligations of employers towards women employees under the new anti-sexual harassment legislation.
Details of HAQ: Centre for Child Rights's Annual Report Years 2014 - 2015.
HAQ: Center for Child Rights
B1/2, Ground Floor,
Malviya Nagar
New Delhi - 110017
Tel: +91-26677412,26673599
Fax: +91-26674688
Website: www.haqcrc.org
FaceBook Page: https://www.facebook.com/HaqCentreForChildRights
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. How to deal with diversity at workplace. Conducting enquiry in compliant cases. Equitable justice. Vishaka Judgement and development thereafter.
Sexual Harassment of Women at Workplace Act, 2013 (POSH Act)CS Jigar Shah
Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 also known as POSH Act is one of the important legislation and compliance is mandatory for almost every organisation in India be it Company, Sole Proprietorship or LLP. In this PPT we try to cover basic compliance of law for the easier understand. To read Act, please click on http://bit.ly/2EFkBEo
The Sexual Harassment of Women at Workplace Act, 2013Mayur D. Chauhan
It gives a gist of all the things that come into picture when it comes to women safety.
By - Advocate Rajendra P. Parkar
Assisted By - Mayur D. Chauhan
The Indian Government has passed the first ever bill that protects women all over India from sexual harassment at their workplace. This slideshare explains the salient features of the Protection of Women from Sexual Harassment at Workplace Act, including - responsibilities of the employer, channels for redressal, compensation, etc.
This presentation talks about the Prevention Of Sexual Harassment Act (POSHA), and tells you as an employer what are the compliance you need to make sure, in-terms of forming an ICC or LCC etc.,
The law has been passed in order to protect the women from sexual harassment and help her have a safe working environment.
The ACT is meant to save women only unlike in other countries where they have sexual harassment ACT to protect all. We think a lot of improvements need to be taken care in the act. It is more like the beta version.
The Act puts additional burden on the employer. Non compliance of the act shall attract monetary penalty and might even lead to closure of business.
Do read the our views slide on the last page.
This is a sample sensitisation presentation on Sexual Harassment of Women at Workplace Act, 2013. This can be used to sensitise the employees as required under the law.
This presentation was shared with participants of Yellow Spark's Coffee Learning Series which was held on December 22nd 2017 in Mumbai, India. The workshop was designed to provide an overview on The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013.
and to help companies develop a policy on Prevention and Addressal of Sexual Harrassment for thier company.
Yellow Spark conducts periodic Coffee Learning Series in Mumbai. This power packed 2 hours of learning & interaction with top experts usually covers a key management subject essential for you to manage the people side of your business.
All sessions our Coffee Learning Series are FREE but by invite only. To receive notifications & invite, please reach us - contact@yellowspark.in
Sexual Harassment Of Women At Workplace Act'2013 ; Prepared by RameshKumar,HRRamesh Kumar
Latest update including the recent amendments with detailed notes explains what, why and how to implement in workforce. Create anti- sexual harassment policy
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
The Sexual Harassment at The Workplace (Prevention, Prohibition and Redressal) Act and Rules, 2013 have been notified by the ministry of WCD. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is a legislative act in India that seeks to protect women from sexual harassment at their place of work. It was passed by the Lok Sabha (the lower house of the Indian Parliament) on 3 September 2012. It was passed by the Rajya Sabha (the upper house of the Indian Parliament) on 26 February 2013. The Bill got the assent of the President on 23 April 2013.The Act came into force from 9 December 2013.
Compliance Under the Sexual Harassment ActNovojuris
Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 came into force from December 2013. In our post (https://novojuris.com/2014/03/26/sexual-harassment-of-women-at-workplace/), we had written a brief about the Act, constitution of the Internal Complaints Committee (ICC).
In this presentation, we are capturing the compliances that organizations should comply with.
Sexual harassment of women at workplaceSinu Joseph
This presentation uses visuals to explain the Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act 2013. It can be used by employers, ICC members or organizations working to impact awareness on the Act. Write to contactus@mythrispeaks.org for more information.
Sexual harassment at Indian workplaces: Legal obligations of employersgamechangerlaw
This presentation serves as a primer on India's new anti-sexual harassment law. More specifically, this presentation also outlines the legal obligations of employers towards women employees under the new anti-sexual harassment legislation.
Details of HAQ: Centre for Child Rights's Annual Report Years 2014 - 2015.
HAQ: Center for Child Rights
B1/2, Ground Floor,
Malviya Nagar
New Delhi - 110017
Tel: +91-26677412,26673599
Fax: +91-26674688
Website: www.haqcrc.org
FaceBook Page: https://www.facebook.com/HaqCentreForChildRights
http://www.HROnCall.com.au
Important things that businesses in Australia need to be aware of in relation to Anti Discrimination and Sexual Harassment laws.
The Sexual Harassment Act, 2013, which was passed to replace the Vishaka guidelines, imposes serious obligations on employers. Every organization where more than 10 people work is required to create sexual harassment policies, constitute complaints committees and perform numerous other compliances. Non-compliance can result in a fine of INR 50,000 or even shutting down of the business.
The End Sexual Harassment toolbox is a makes compliance extremely simple for employers and HR, and enables effective sensitization of the employees. HR can create customized policies, set up internal complaints committees and undertake capacity-building of the committee members with the help of the toolbox, and empower employees with a sensitization toolkit. Learning and progress can be monitored through a testing and certification system. It has been prepared after extensive discussions and help of several women's rights and business lawyers in India.
Recognise and prevent sexual harassment at work to build safe and respectful workplaces.
Learn to identify what could constitute as harassment and how your organisation can help. How individual contributors and managers can be sensitised to the subject.
Prevention of Sexual Harassment at Workplace ActAID FOR CHANGE
This presentation highlights the issue of a woman facing sexual harassment at workplace, its impact on her and how she should act to tackle the situation...
The Prevention of Sexual Harassment (PoSH) at Workplace Act of India PPTmpavi257
POSH Act, 2013
The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (also referred to as the “POSH Act”) came into existence in 2013. It has its foundations in the Vishaka Guidelines, and establishes a mechanism for dealing with sexual harassment complaints in the workplace.The Company is also committed to promote a work environment that is conducive to the professional growth of its employees and encourages equality of opportunity.
The Company will not tolerate any form of sexual harassment and is committed to take all necessary steps to ensure that its employees are not subjected to any form of harassment.
This policy applies to all categories of employees of the Company including permanent, temporaries, trainees and employees on contract at Company Premises. This policy is also equally applicable for all employees irrespective of their position - managerial or sub- ordinates.
Sexual harassment may be one or a series of incidents involving unsolicited and unwelcome sexual advances, requests for sexual favors, or any other verbal or physical conduct of sexual nature (irrespective of gender).
Sexual Harassment includes –
• Any unwelcome sexually determined behavior (direct or implied) such as physical contact and advances (verbal, written or physical)
• Unwelcome communications or invitations
• Demand or request for sexual favors
• Sexually cultured remarks
• Showing pornography
• Creating a hostile work environment and any other unwelcome “sexually determined behavior” (physical, verbal or non-verbal conduct) of a sexual nature.
• Anyother type ofsexually-oriented conduct, verbalabuse or ‘joking’ that is sex-oriented
• Transmitting/posting emails, texts, or pictures of a sexual nature through office or personal equipment
• Intrusive personal questions about sexual activity
Presentation by Dr TV Rao (Founder National President - National HRD Network and Chairman - TV Rao Learning System) on 'HR Managers Who make a Difference' on 8th August 2014.
Importance of Effective Communication during Annual Performance & Rewards CycleNational HRD Network
73rd NHRDN Webinar on Importance of Effective Communication during Annual Performance & Rewards Cycle by Ms Leena Sahijwani, (Director – Rewards & South Asia Leader- Women’s Network, GE South Asia) on 29th May 2014
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
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"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
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RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
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It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
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1 Act on Sexual Harrassment
1. ACTS related to Sexual Harassment of
Women at Workplaces
21st September, 2013
Divya Chavan Jachak
1
2. FUNDAMENTAL
Rights
Right to Equality,
Right to Equal Opportunity (relating to Employment)
Right to practice any profession or carry out any
occupation, trade, business
Right to Life and Live with dignity.
Special Provisions for the benefit of Women
4. Protection against Sexual Harassment
&
Right to Work with Dignity
UNIVERSALLY RECOGNIZED HUMAN RIGHT
CONVENTION ON ELIMINATION OF
ALL FORMS OF DISCRIMINATION
Ratified on 23rd June,1993
5. Sexual Harassment of Women at Workplace
Recognized for the first time
by the Hon’ble SUPREME COURT
in 1997
Vishakha
v/s
State of Rajasthan
6. SEXUAL HARASSMENT OF WOMEN AT
WORKPLACE
(PREVENTION, PROHIBITION
& REDRESSAL ) ACT, 2013
8. S
Y
N
OP
S
I
S
‘Sexual Harassment’- Definition S.2(n) & S. 3(2)
‘Aggrieved Woman’ – In Relation to a Workplace S.2(a)
‘Workplace’ – Definition S.2(o)
Duties of the Employer with Respect to the Workplace
Internal Complaints Committee (ICC)
Members Of ICC
Duties Of Members Of ICC
Appeal
Removal Of Member Of ICC
Duties Of Employer With Respect To ICC
Penalties
Cognizance by Courts
9. WHAT IS
SEXUAL HARASSMENT
UNWELCOME acts or behavior (whether directly or by Implication):
Physical contact & advances
Demand or Request for Sexual favors
Making Sexually colored remarks
Showing Pornography
Any other unwelcome Physical,
Verbal or Non-Verbal conduct of Sexual Nature
10.
Also . .
.
Implied or Explicit
- PROMISE of preferential treatment or
- THREAT of detrimental treatment in her employment;
- THREAT about her present or future employment status;
INTERFERENCE with her work or
Creating an INTIMIDATING or OFFENSIVE or HOSTILE work
environment for her;
HUMILIATING TREATMENT likely to affect her health or
safety
11. WHO IS AN
AGGRIEVED WOMAN
In relation to a
workplace
ANY WOMAN (Irrespective of Age)
Employed:
Organized or Unorganized
Sector
Public or Private Sectors
Casual / Temporaries
Unemployed:
Clients
Customers
Patients
Students/Interns
Domestic Workers
13. WHAT IS A
WORKPLACE
Government Organization/ Public Sector
Department
Organization
Undertaking
Establishment
Enterprise
Institution
Office
Branch
Unit
-Established,
-Owned,
-Controlled,
-Wholly or
Substantially
financed by
funds directly
or indirectly
provided by-
-Appropriate Govt;
- Local Authority;
-Govt Company;
- Corporation;
-Co-operative
Society
14. Private Sector Organization & Services
• Private Sector
Organization
• Private Venture,
• Undertaking,
• Enterprise,
• Institution,
• Establishment,
• Society,
• Trust,
• Non-Governmental
Organization,
•Provider carrying:
•
- Commercial,
•
- Professional,
•
- Vocational,
•
- Educational,
•
- Entertainmental,
•
- Industrial,
•
- Health Services
•
- Financial
•
Activities
•(Including production,
Supply, Sale, Distribution or
service) Unit or Service
15. Other Places
Hospitals or Nursing Homes
Sports Institute, Stadium, Sports Complex
Competition or Games venue (Residential or Not)
used for Training, Sports or other Activities relating
thereto
ANY PLACE Visited During The Course Of Employment
TRANSPORTATION during the Course of Employment
17. DUTIES OF EMPLOYER
with respect to the WORKPLACE
PROVIDE
CONSTITUTE
DISPLAY
ORGANIZE
INITIATE ACTION
TREAT & TAKE ACTION
(MISCONDUCT)
18. DUTIES OF EMPLOYER
with respect to the WORKPLACE
(ICC)
To PROVIDE
- a safe Working Environment at the Workplace;
- safety from the persons coming into contact at the
workplace;
- assistance to the Woman if she chooses to file a
Complaint in relation to the offence under the
Indian Penal Code or any other Law;
To
CONSTITUTE
an Internal Complaints Committee
DISPLAY at any prominent place at the workplace:
- Order constituting the ICC
-the Penal Consequences of Sexual Harassment;
19.
the
To ORGANIZE workshops and Awareness programs at
regular intervals for sensitizing the employees with
the provisions of the Act.
Cause to INITIATE ACTION
-under the Indian Penal Code or any other Law,
against the perpetrator or if the aggrieved
Woman so desires,
-even when the perpetrator is not an Employee;
Treat Sexual Harassment as a
MISCONDUCT under
Service rules
INITIATE ACTION
for such a Misconduct;
21. District Officer to constitute in each
district
LOCAL COMPLAINTS
COMMITTEE
JURISDICTION
Where no ICC has been constituted due to having less than
10 workers
Complaint against the Employer
Extend to the areas of the entire District
22. MEMBERS
OF THE ICC
PRESIDING OFFICER :Woman employed at a
Senior Level at Workplace
from amongst the
Employees; If not Available
then- nominated from other
Offices or Administrative
Units of the Workplace
1 MEMBER FROM
NGO or
ASSOCIATIONS
Committed to cause of
Women OR Familiar
with issues relating to
Sexual Harassment.
2 MEMBERS
AMONGST
EMPLOYEES:Committed to the
cause of Women OR
Experience in Social
Work OR have Legal
Knowledge
ONE- HALF of the
Total Members
Nominated shall
be WOMEN
TENURE:
Not Exceeding 3
YEARS
FEES AND
ALLOWANCES:
EMPLOYER to
pay
for the Fees or
Allowances to
Member From
NGO Or
Associations
23. DUTIES
Of members of the
ICC
To hear Complaint of the ‘Aggrieved Woman’
Steps to settle the matter through Conciliation at the request of the
‘Aggrieved Woman’ before initiating Inquiry
Initiate Inquiry
Punishment for False or Malicious Complaint and False Evidence
Determine Compensation
Prepare and Submit Annual Report
25. COMPLAINT
To be made to ICC or LCC within 3 months from the Last
Incident
Writing
By taking Assistance from the
Presiding Officer or Member to
make Complaint in Writing
Complaint against the Employer to be made to the LCC
27. CONCILIATION
Settlement ARRIVED between the parties Record Settlement
Forward the copies of Settlement to the Employer with
recommendation
No Inquiry to be Conducted
Settlement Terms NOT complied with
- Inquiry to be conducted/ Action to be Taken
29. INQUIRY
According to Service Rules or Prescribed Rules;
Opportunity to both Parties to be heard;
After findings- the parties can make their Representation;
During the Pendency of Inquiry, ICC may make Recommendation to
the Employer to: Transfer the Aggrieved Woman or the Respondent to
any other Workplace; or
Grant leave to the Aggrieved Woman upto period of
3 months; or
Grant such other relief to the Aggrieved Woman as
maybe prescribed
31.
Inquiry Report to be submitted within 10 days from the
completion of Inquiry to the Employer or the District Officer.
Allegation against Respondent
Proved
Allegation against Respondent
Not Proved
Recommendation to
Employer/District Officer
No Action
To deduct from Salary or
Wages such appropriate sums,
notwithstanding anything in
the Service Rules applicable to
the Respondent
Take Action- Misconduct
in accordance to Service
Rules
or
Rules
as
prescribed
.
35. COMPENSATION
When allegation has been
PROVED
ICC or LCC shall have regard to :
The Mental Trauma, Pain, Suffering and Emotional Distress;
The Loss in the Career Opportunity;
Medical Expenses incurred for Physical or Psychiatric Treatment;
The Income and Financial Status of the Other Party;
Feasibility of such Payment in lump sum or in Installments
37. ANNUAL REPORT
Members of the ICC To Submit the same to:
The Employer & District Officer;
Each Calendar Year;
Prescribed Form and Time
38. PENALTY TO
PUBLISH OR COMMUNICATE
Proceedings;
The identity and addresses of the Parties;
Recommendations of the ICC;
Action taken by the Employer;
TO THE
PUBLIC, PRESS AND MEDIA
39. REMOVAL OF MEMBER OF ICC
Publication or Making known the Contents of Complaint and Inquiry
Proceeding;
Convicted for an offence or an Inquiry into an Offence under any law for
the time being in force is Pending against him;
Found Guilty in any disciplinary proceedings or a disciplinary
proceeding is pending against him;
Abused his/her Position as to render his continuance in office
prejudicial to public interest
40. APPEAL
Appeal to Court or Tribunal
(In Accordance with the Service Rules or
Manner as maybe prescribed)
Within 90 DAYS of the Recommendations
41. DUTIES OF EMPLOYER
with respect to
ICC
or
LCC
Organize Orientation Programs;
Provide necessary facilities to deal with the Complaint & to
Conduct an Inquiry;
Assist in securing the Attendance of persons;
Make available such information as it may require having
regard to the Complaint made;
Implement Recommendations ;
Send a Report of Recommendations implemented to ICC or LCC
42.
To Act on the recommendations made in the Inquiry Report within
60 days
Monitor the timely submission of Reports by the ICC
To include information in Annual Report of his Organization- the
number of cases filed and their Disposal;
But if No Annual Report is required to be prepared- intimate such
number of cases to District Officer.
To Produce on demand before the Officer of the Appropriate
Government making Inspection all Information, Records and other
Documents in his Custody.
42
43. PENALTIES
Non Compliance of Provision of the Act by the EMPLOYER
FAILURE TO
Constitute ICC;
Take Action with respect to Inquiry Report;
Take Action with respect to False Malicious Complaint & False
Evidence;
Include information in Annual Report or Intimate number of cases to
District Officer;
Contravenes , Attempts or abets to contravene Provisions of the Act
44. PENALTIES
Extend to Rs. 50,000/-
2nd or Subsequent Conviction
Twice the Punishment
which has been
imposed on 1st
Conviction
Cancellation/
Withdrawal /
Non-Renewal /
Approval of
Registration or License
of Business by
Authority
47. OFFENCE
PENALTY
Assault or Criminal Force to Woman with
Intent to OUTRAGE her MODESTY
Imprisonment of 1 Year which may extend
to 5 Years & Fine
Sexual Harassment of the nature of
Unwelcome Physical Contact & Advances,
Demand or Request for Sexual Favors,
Showing Pornography
May extend to 3 Years Imprisonment
or Fine or Both
Sexual Harassment of the nature of
making Sexually Colored Remark
May extend to 1 Year Imprisonment
or Fine or Both
Assault or use of Criminal Force to
Woman with Intent to DISROBE
Imprisonment : not less than 3 Years
which may extend to 7 Years &Fine
Voyeurism
Any Man who Watches, Captures the
image of Women engaging in a Private Act
in circumstances where she would usually
have the expectation of not being
observed
1st Conviction: Imprisonment not less than
1 Year but which may extend to 3 Years
And Fine
2nd / Subsequent Conviction:
Imprisonment not less than 3 Years but
which may extend to 7 Years
48. OFFENCE
PENALTY
Stalking
Any man who follows a Woman &
Contacts (or attempts to Contact)
such Woman to Foster Personal
interaction Repeatedly despite a
clear Indication of Disinterest by
such a Woman
1st Conviction: Imprisonment upto 3 Years
And fine
2nd / Subsequent Conviction: Imprisonment
upto 5 Years
Rape
R.I. not less than 10 Years which may extend
to Life Imprisonment & Fine
Sexual Intercourse by a Person in
Authority
R.I. not less than 5 Years which may extend
to 10 Years & Fine
Outrage of Modesty of a Woman
Simple Imprisonment which may extend to 3
Years & Fine
50. OFFENCE
Sending offensive messages
through communication services,
etc
Violation Of Privacy
Publishing or Transmitting
Obscene Material in Electronic
Form
PENALTY
Imprisonment- term which may extend to 3
years & Fine
Imprisonment which may extend to 3 Years &
Fine not Exceeding Rs. 2 Lakh
1st Conviction: Imprisonment which may
extend to 3 Years & Fine of Rs. 5 Lakh
2nd /Subsequent Conviction: Imprisonment
which may extend to 5 Years & Fine of Rs. 10
Lakh
Publishing or Transmitting
Material containing Sexually
Explicit Act/s
1st Conviction: Imprisonment which may
extend to 5 Years & Fine of Rs. 10 Lakh
2nd /Subsequent Conviction: Imprisonment
which may extend to 7 Years & Fine of Rs. 10