This presentation summarizes the key aspects of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013 in India. The act aims to protect women from sexual harassment at work and provide mechanisms to resolve complaints. It requires employers to form Internal Complaints Committees to handle sexual harassment cases. The act defines sexual harassment and outlines procedures for filing complaints and conducting inquiries. It also specifies penalties for employers who do not comply with the act and protections to prevent the publication of complaint details.
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.
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.
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 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
Prevention of Sexual Harassment Act 2013Neha Shrimali
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
PROBLEM STATEMENT
The most effective weapon against workplace harassment is prevention. Harassment againstwomen requires to be addressed in order to prevent it.
It is believed that effective implementation of POSH can help establish a gender neutralenvironment ensuring safety & respect of all the employees.
This program covers entire workforce in theorganization. Regardless of the gender or designation,every employee should have a clear understanding ofthe concept.
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.
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.
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 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
Prevention of Sexual Harassment Act 2013Neha Shrimali
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
PROBLEM STATEMENT
The most effective weapon against workplace harassment is prevention. Harassment againstwomen requires to be addressed in order to prevent it.
It is believed that effective implementation of POSH can help establish a gender neutralenvironment ensuring safety & respect of all the employees.
This program covers entire workforce in theorganization. Regardless of the gender or designation,every employee should have a clear understanding ofthe concept.
Safety of women is of utmost importance in our society, be it personal space or professionalspace. To ensure their safety, it is vital to make them aware of their vulnerability to sexualharassment in their surroundings.
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
However, a large chunk of Government and private workforce is still in the dark about theprovisions and effectiveness of the statute. It is more likely that when the problem is notaddressed, the harassment will get worse resulting in attrition of women workforce and manyother negative impacts.
There have also been scenarios where despite men being innocent, have been booked underPOSH by women just to satisfy of their personal vendetta.
IC Members should be given a thoroughunderstanding of redressal process and hence theyshould be well equipped with the knowledge of the said law.
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).
Sexual Harassment at workplace - Meaning types and effectsTheTemplateWizard
Check a showcase of our Sexual Harassment at Workplace PowerPoint Presentation. Download Sexual Harassment at Workplace PowerPoint presentation now for great and creative presentation ideas on Sexual Harassment at Workplace - Meaning, Types & Effects. This is our general marketing powerpoint presentation on breast cancer prevention & control. We invite you to download TheTemplateWizard's Sexual Harassment at Workplace PPT presentation for great ideas on topics like sexual harassment at workplace, business and marketing etc. We have created Sexual Harassment at Workplace sample powerpoint presentations that demonstrates how to use visuals and illustrations in your PowerPoint presentations.
How to prevent workplace sex harrasment . by dr alka arup mukherjee secretary...alka mukherjee
Vishakha V State of Rajasthan & Ors AIR 1997 SC 3011
• Duty of the Employer or other responsible persons in work places and other institutions to prevent or deter the commission of acts of sexual harassment and to provide the procedures for the resolution, settlement or prosecution of acts of sexual harassment by taking all steps required.
• All employers or persons in charge of work place whether in the public or private sector should take appropriate steps to prevent sexual harassment including the following:
o Express prohibition of sexual harassment at the work place should be notified, published and circulated in appropriate ways.
o The Rules/Regulations of Government and Public Sector bodies relating to conduct and discipline should include rules/regulations prohibiting sexual harassment and provide for appropriate penalties in such rules against the offender.
o As regards private employers steps should be taken to include the aforesaid prohibitions in the standing orders under the Industrial Employment (Standing Orders) Act, 1946.
o
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.,
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.
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.
Safety of women is of utmost importance in our society, be it personal space or professionalspace. To ensure their safety, it is vital to make them aware of their vulnerability to sexualharassment in their surroundings.
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
However, a large chunk of Government and private workforce is still in the dark about theprovisions and effectiveness of the statute. It is more likely that when the problem is notaddressed, the harassment will get worse resulting in attrition of women workforce and manyother negative impacts.
There have also been scenarios where despite men being innocent, have been booked underPOSH by women just to satisfy of their personal vendetta.
IC Members should be given a thoroughunderstanding of redressal process and hence theyshould be well equipped with the knowledge of the said law.
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).
Sexual Harassment at workplace - Meaning types and effectsTheTemplateWizard
Check a showcase of our Sexual Harassment at Workplace PowerPoint Presentation. Download Sexual Harassment at Workplace PowerPoint presentation now for great and creative presentation ideas on Sexual Harassment at Workplace - Meaning, Types & Effects. This is our general marketing powerpoint presentation on breast cancer prevention & control. We invite you to download TheTemplateWizard's Sexual Harassment at Workplace PPT presentation for great ideas on topics like sexual harassment at workplace, business and marketing etc. We have created Sexual Harassment at Workplace sample powerpoint presentations that demonstrates how to use visuals and illustrations in your PowerPoint presentations.
How to prevent workplace sex harrasment . by dr alka arup mukherjee secretary...alka mukherjee
Vishakha V State of Rajasthan & Ors AIR 1997 SC 3011
• Duty of the Employer or other responsible persons in work places and other institutions to prevent or deter the commission of acts of sexual harassment and to provide the procedures for the resolution, settlement or prosecution of acts of sexual harassment by taking all steps required.
• All employers or persons in charge of work place whether in the public or private sector should take appropriate steps to prevent sexual harassment including the following:
o Express prohibition of sexual harassment at the work place should be notified, published and circulated in appropriate ways.
o The Rules/Regulations of Government and Public Sector bodies relating to conduct and discipline should include rules/regulations prohibiting sexual harassment and provide for appropriate penalties in such rules against the offender.
o As regards private employers steps should be taken to include the aforesaid prohibitions in the standing orders under the Industrial Employment (Standing Orders) Act, 1946.
o
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.,
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.
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.
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.
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 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 POSH Act 2013 has significantly impacted workplaces in India, providing victims of sexual harassment with the legal protection they need.
This article provides a Comprehensive Guide to the POSH Act, of 2013
Gender Statutory Protection and Social Legislation of Women and ChildrenAbdul Azeez H
This Lecture focuses on the place of women,
Need for special legislation for women and children, and the existing legislation such as The Criminal Law (Amendment) Act, 2013
Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013
Protection of Women from Domestic Violence Act, 2005
Indecent Representation of Women (Prohibition) Act, 1986
Immoral Traffic (Prevention) Act, 1956
Dowry Prohibition Act, 1961
Medical Termination of Pregnancy Act, 197
Pre-Natal Diagnostic Techniques ( Prohibition of Sex –section) Act, 1994
The Special Marriage Act, 1954
The Hindu Marriage Act, 1955
Hindu Succession Act, 1956 (as amended 2005)
Employees State Insurance Act, 1948
The Plantation Labour Act, 1951
The Family Courts Act, 1954
Maternity Benefit Act, 1961 (Amended in 1995)
The Contract Labour (Regulation and Abolition) Act, 1976
The Equal Remuneration Act, 1976
The Factories Act, 1948 as amended in 1986
Commission of Sati (Prevention) Act, 1987
The presentation discusses the major laws available in India that protects women in the workplace. The laws discussed are: 1. Maternity Benefit Act, 2017
2. Factories Act, 1948
3. Sexual Harassment of Women at Workplace Act, 2013
It also enumerates the Vishaka Guidelines provided by the Supreme Court of India and the procedure for complaint of a sexual harassment case.
2. This presentation is about the latest Indian
Law on
The Sexual Harassment of Women at
workplace (Prevention, Prohibition and
Redressal) Act 2013
3/23/2016 Sexual Harassment of women at workplace act 2013 2
3. Protection of women against sexual harassment at
workplace and for the prevention and redressal of
complaints of sexual harassment and for the matters
connected therewith of thereto.
3/23/2016 Sexual Harassment of women at workplace act 2013 3
Purpose of this Act:
4. Major Contents of this law:
3/23/2016 Sexual Harassment of women at workplace act 2013 4
•Foundation of the law
•Definitions
•Constitutions of Internal Complaints committee
•Constitutions of local complaints committee
•Inquiry with complaints
•Duties of Employer
•Duties and powers of District Officers
•Other Requirements
5. Foundation of the Act:
3/23/2016 Sexual Harassment of women at workplace act 2013 5
•Constitution of India
•Human Rights by International Conventions &
Instruments-Convention on the elimination of all forms
of discriminations against women (CEDAW)-which has
been ratified on 25th June 1998 by Government of India
•Article 11 of the CEDAW clarifies that equality to
employment can be seriously impaired when women are
subjected to gender specific violence, such a sexual
harassment at work
6. Reason for this Act:
3/23/2016 Sexual Harassment of women at workplace act 2013 6
1. Sexual harassment at a workplace is considered
violation of women ‘s right to equality, life and
liberty. It creates an insecure and hostile work
environment, which discourage women’s
participation in work, thereby adversely affecting
their social and economic empowerment and the
goal of inclusive growth
7. Reason for this Act:
3/23/2016 Sexual Harassment of women at workplace act 2013 7
2. With more and more women joining the workforce,
both in organised and unorganised sectors ensuring
an enabling working environment for women
through legislation is felt imperative by the
Government
8. Rights by the constituents
3/23/2016 Sexual Harassment of women at workplace act 2013 8
1. Article 14 & 15
Embodies the concept of equality and prohibits
discrimination on the grounds of religion, race ,caste
,sex or place of birth or any one of them
2. Article 19
Give fundamental rights to all citizens to practice any
profession or to carry out any occupation, trade or
business. This right presupposes the availability of an
enabling environment for women. which equoties,
safe, and secure in every aspects
9. Rights by the constituents
3/23/2016 Sexual Harassment of women at workplace act 2013 9
3. Article 21
Right to life and personal liberty, includes the right to
live with dignity and in case of women, it means that
they must be treated with due respect, decency and
dignity at workplace.
10. The act extends to whole of India
Definition:
3/23/2016 Sexual Harassment of women at workplace act 2013 10
1.Employee:
A person employed at the workplace for any work
includes regular, temporary, ad hoc, daily wage
employees either directly or through agent and
persons who are working on a voluntary basis i.e.
without remuneration. The term also includes
contract workers, probationers, and trainees.
11. The act extends to whole of India
Definition:
3/23/2016 Sexual Harassment of women at workplace act 2013 11
2. Employer:
a) Any department, organization, undertaking,
establishment, enterprise, institution, office, branch
or unit which is established, owned, controlled or
wholly or substantially financed by funds provided
directly or indirectly by the appropriate Government
or the local authority or a Government company or a
corporation or a co-operative society; OR
12. The act extends to whole of India
Definition:
3/23/2016 Sexual Harassment of women at workplace act 2013 12
b) Any private sector organization or a private venture,
undertaking, enterprise, institution, establishment,
society, trust, non-governmental organization, unit or
service provider carrying on commercial,
professional, vocational, educational, entertainment,
industrial, health services or financial activities
including production, supply, sale, distribution or
service;
13. The act extends to whole of India
Definition:
3/23/2016 Sexual Harassment of women at workplace act 2013 13
3. hospitals or nursing homes
4. any sports institute, stadium, sports complex or
competition or games venue, whether residential or
not used for training, sports or other activities
relating thereto
5. any place visited by the employee arising out of or
during the course of employment including
transportation provided by the employer for
undertaking such journey
6. a dwelling place or a house
14. The Act defines “aggrieved woman” to
mean
3/23/2016 Sexual Harassment of women at workplace act 2013 14
In relation to a workplace, a woman, of any age
whether employed or not, who alleges to have been
subjected to any act of sexual harassment by the
respondent;
In relation to a dwelling place or house, a woman
of any age who is employed in such a dwelling
place or house.
15. The Act has defined “sexual harassment”
3/23/2016 Sexual Harassment of women at workplace act 2013 15
physical contact and advances
a demand or request for sexual favors;
making sexually colored remarks;
showing pornography;
Any other unwelcome physical, verbal or non-verbal
conduct of sexual nature.
16. Further, the following may also amount to
sexual harassment:
3/23/2016 Sexual Harassment of women at workplace act 2013 16
Implied or explicit promise of preferential treatment
Implied or explicit threat of detrimental treatment
Implied or explicit threat about present or future
employment status
interference with work or creating an intimidating or
offensive or hostile work environment
Humiliating treatment likely to affect health or safety.
17. Constitutions of Internal complaints
committee:
3/23/2016 Sexual Harassment of women at workplace act 2013 17
Every employer of workplace shall by order in writing
constitute a committee to be known as Internal
complaints committee (ICC).
18. MEMBERS OF COMMITTEE:
3/23/2016 Sexual Harassment of women at workplace act 2013 18
1. Chairperson/Presiding Officer:
Shall be a woman employed at a senior level at workplace
amongst the employees
2. Two members:
Shall be amongst employees preferably committed to
the cause of women/experience in social work/have
legal knowledge
19. MEMBERS OF COMMITTEE:
3/23/2016 Sexual Harassment of women at workplace act 2013 19
3. One Member
Amongst NGO/ associations committed to the cause of
women/person familiar with the issues related to sexual
harassment
20. PROCEDURES FOR RESOLUTION, SETTLEMENT OR
PROSECUTION OF ACTS OF SEXUAL HARASSMENT:
3/23/2016 Sexual Harassment of women at workplace act 2013 20
Step1.
formal complaint to the Chairperson/Presiding Officer of the Internal Complaints
Committee constituted by the Management
Step 2.
The aggrieved woman shall submit 6(six) copies of the Complaint to the ICC along with
supporting documents and the names and addresses of the witnesses in writing(The
aggrieved woman is required to disclose her name, department, division and location she
is working in, to enable the Chairperson to contact her and take the matter forward)
Step 3.
ICC shall sent 1 of the copies to accused/respondent within 10 working days
Step 4.
The Accused/respondent) shall file his reply to the ICC along with supporting documents
and the names and addresses of the witnesses, within a period of10 working days from
the date of receipt of the documents
21. PROCEDURES FOR RESOLUTION, SETTLEMENT OR
PROSECUTION OF ACTS OF SEXUAL HARASSMENT:
3/23/2016 Sexual Harassment of women at workplace act 2013 21
Step 5.
At the time of inquiry, a minimum of 3 Members of the ICC including the chairperson, shall
be present
Step 6.
The ICC shall conduct such investigations in a timely manner and shall submit a written
report containing the findings and recommendations to the Employer within the 10 days
from the date of completion of inquiry
Step 7.
The Employer shall act upon the recommendation within 60 days of its receipt
Step 8.
The Complaint’s Committee report will also be made available to concerned parties
22. Provision for Complaint Redressal:
(Written report is necessary in each option)
3/23/2016 Sexual Harassment of women at workplace act 2013 22
Conciliation at the request of the aggrieved woman, take
steps to arrive at a settlement between the parties.
However, no monetary settlement can be made as the
basis of such conciliation
23. MANNER OF TAKING ACTION AGAINST THE
RESPONDENT:
3/23/2016 Sexual Harassment of women at workplace act 2013 23
Where the allegation against the respondents been proved, it shall
recommend to take action which may include the following:
a. Written apology;
b. Warning;
c. Reprimand or Censure;
d. Withholding of Promotion;
e. Withholding of pay rise or increments
f. Terminating the respondent from service; or
g. Undergoing a counseling session or carrying out community
service.
24. Where the Internal Complaints Committee arrives at a conclusion
that the allegation against the respondent is malicious or the
aggrieved woman or any other person making the complaint has
made the complaint knowing it to be false or the aggrieved
woman or any other person making the complaint has produced
any forged or misleading document, it may recommend to the
employer to take action in accordance with the provisions of the
service rules applicable to her or him.
3/23/2016 Sexual Harassment of women at workplace act 2013 24
PUNISHMENT FOR FALSE OR MALICIOUS COMPLAINT
AND FALSE EVIDENCE:
25. 1.Not withstanding anything contained in the Right to information
Act,2005, following can not be communicated or made known to
public, press or media.
2.identity and address of the aggrieved woman, respondent or
witnesses.
3. Any information relating to conciliation and inquiry
proceedings, recommendations of ICC.
3/23/2016 Sexual Harassment of women at workplace act 2013 25
PROHIBITION OF PUBLICATION OR MAKING KNOWN
THE CONTENTS OF COMPLAINTS AND INQUIRY
PROCEEDING:
26. 4.Action taken by the employer
There is the penalty for the person entrusted with the duty to
handle or deal with the complaints, inquiry, recommendations or
actions for the publications or making known the contents of
inquiry and complaints proceedings.
3/23/2016 Sexual Harassment of women at workplace act 2013 26
PROHIBITION OF PUBLICATION OR MAKING KNOWN
THE CONTENTS OF COMPLAINTS AND INQUIRY
PROCEEDING:
27. 1. Provide safe working environment
2. Post warnings which say “Respect the dignity of women” alike at conspicuous
positions in service premises
3.Launch regular education and training campaigns on the prevention of sexual
harassment
4.Make sure all employees should attend regular training programs on the prevention of
sexual harassment in the workplace, including training for new employees, trainees.
5Treat Sexual harassment as misconduct under the service rules and initiate action for
such misconduct.
6. Monitor timely submission of reports by ICC.
3/23/2016 Sexual Harassment of women at workplace act 2013 27
DUTIES OF THE EMPLOYER:
28. Internal committee should submit annual report to the employer on
which information on the number of cases filed and their disposal under
the purposed legislation.
3/23/2016 Sexual Harassment of women at workplace act 2013 28
Miscellaneous
29. where the employer fails either of the following:
1. To constitute an ICC
2. To take action on inquiry report
3.To punish for false or malicious complaint and false evidence
4.To include information in annual report
INR 50,000 fine, which gets doubled in case of repeated non-
compliance, and risks of shutting down of the business/ cancellation of
registration by the government or local authorities
3/23/2016 Sexual Harassment of women at workplace act 2013 29
PENALTY FOR NON-COMPLIANCE OF ACT: