PRESENT - Sexual Harassment - What Employees Need To Know!
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This document discusses the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013 in India. It notes that while women's participation in the workforce is rising globally due to factors like education, technology, and judicial activism, their representation remains low in India at 25%. The Act mandates that all organizations follow procedures to prevent and address sexual harassment complaints. It establishes Internal Complaints Committees to inquire into complaints and recommend action against offenders to protect women and ensure safe workplaces. Finally, the document outlines types of sexual harassment behaviors that are considered criminal offenses under various laws in India.
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Domestic violence is a prominent issue where the victim, often women, are unaware of their legal rights and do not seek help. California has strict domestic violence laws and categorizes it as physical, sexual, or emotional abuse. Victims can visit a domestic violence lawyer in San Mateo for legal advice and assistance in filing a case. If convicted of domestic violence under California criminal code, penalties can include prison time. The law offices of Wayne A McFadden are well respected for representing domestic violence victims in San Mateo County courts. It is important to hire an experienced attorney, such as those at this law firm, to ensure a fair trial.
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This document summarizes Indian laws regarding the sexual harassment of women at the workplace. It outlines protections in the Indian constitution as well as criminal provisions in the Indian Penal Code. The 2013 Sexual Harassment of Women at Workplace Act established formal definitions of sexual harassment and created internal complaints committees to address grievances. Employers must constitute these committees, conduct anti-harassment training, and protect complainants' identities. The committees investigate complaints, determine outcomes, and recommend penalties including fines for non-compliance. Overall, the act and rules aim to prevent harassment through awareness campaigns while providing a structured redressal process.
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(1) Sexual harassment in the workplace is a widespread problem, with 77% of South African women reporting experiencing it.
(2) The code of good practice aims to eliminate sexual harassment by providing procedures to deal with complaints and encouraging policies that promote dignity and respect in the workplace.
(3) Employers must create a working environment free of harassment, adopt clear anti-harassment policies, and take action in response to complaints in order to fulfill their role in addressing this issue.
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Sexual Harassment
This document discusses the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013 in India. It notes that while women's participation in the workforce is rising globally due to factors like education, technology, and judicial activism, their representation remains low in India at 25%. The Act mandates that all organizations follow procedures to prevent and address sexual harassment complaints. It establishes Internal Complaints Committees to inquire into complaints and recommend action against offenders to protect women and ensure safe workplaces. Finally, the document outlines types of sexual harassment behaviors that are considered criminal offenses under various laws in India.
Prevention of Sexual Harassment at Workplace Act
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...
Sexual harassment at workplace
The document discusses the history and current laws around sexual harassment in the workplace in India. It notes that before 1997, sexual harassment complaints had to be filed under laws dealing with assault or insulting modesty. In 1997, a landmark Supreme Court case established guidelines for workplaces to handle complaints. In 2013, the Sexual Harassment of Women at Workplace Act was passed, defining harassment and establishing complaint committees. The document explores myths around harassment and outlines preventative steps and penalties under the criminal code. It also references a study of over 2,000 female employees on the issue.
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This document summarizes Indian laws regarding the sexual harassment of women at the workplace. It outlines protections in the Indian constitution as well as criminal provisions in the Indian Penal Code. The 2013 Sexual Harassment of Women at Workplace Act established formal definitions of sexual harassment and created internal complaints committees to address grievances. Employers must constitute these committees, conduct anti-harassment training, and protect complainants' identities. The committees investigate complaints, determine outcomes, and recommend penalties including fines for non-compliance. Overall, the act and rules aim to prevent harassment through awareness campaigns while providing a structured redressal process.
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(1) Sexual harassment in the workplace is a widespread problem, with 77% of South African women reporting experiencing it.
(2) The code of good practice aims to eliminate sexual harassment by providing procedures to deal with complaints and encouraging policies that promote dignity and respect in the workplace.
(3) Employers must create a working environment free of harassment, adopt clear anti-harassment policies, and take action in response to complaints in order to fulfill their role in addressing this issue.
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The document summarizes India's national laws and policies regarding the prevention of sexual harassment of women in the workplace. It outlines key socio-cultural factors, constitutional rights, national commissions established, and statistics related to women's education, health, and representation in government. It then discusses definitions of sexual harassment, employer responsibilities, and guidelines issued by the Supreme Court. Finally, it proposes a social marketing plan to increase awareness of sexual harassment prevention through various promotional activities, partnerships, and an allocated budget.
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This document provides an overview of sexual harassment in the workplace. It begins with definitions of the two types of sexual harassment: quid pro quo harassment, where a job benefit is directly tied to unwanted sexual advances; and hostile work environment harassment, when unwelcome sexual conduct creates an intimidating workplace. It then discusses employers' legal responsibility to prevent harassment and provides examples of harassing behaviors. The document concludes with a brief history of how sexual harassment laws have developed and evolved since the 1960s to be addressed under Title VII of the Civil Rights Act.
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The document discusses sexual harassment, including defining it as unwelcome verbal or physical behavior of a sexual nature, especially by a person in authority towards a subordinate. It notes that sexual harassment violates both state and federal law, and describes inappropriate behaviors that could constitute sexual harassment, such warning signs to watch out for, and appropriate behaviors that do not qualify as sexual harassment. The document provides information to help understand and prevent workplace sexual harassment.
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The problem of sexual harassment of women at workplace is an age-old problem. More women work due to severe economic constraints. Problem has become more aggravated. Guidelines passed by the Supreme Court of India in “Vishakha and others Vs State of Rajasthan”, 1998. Accordingly Women’s Complaints Committees have been or should be constituted. Yet the harassment of women at workplace remains unabated and many women are being victimized. These women are traumatized and need counseling before, on the day and after experiencing harassment. Family support is of paramount importance at such times.
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Both Alcatel Lucent and Franklin Templeton have strong policies and processes against sexual harassment. Alcatel Lucent's policy prohibits all forms of unlawful harassment and discrimination. It has a systematic complaint procedure that ensures all decisions are fair and transparent without local influence, keeping the identity of those who report confidential. Franklin Templeton also prohibits all forms of harassment based on protected traits and defines sexual harassment as behavior that impacts the recipient, rather than the intent of the perpetrator. It requires all employees to report incidents and supervisors to educate on the policy and assist with filing complaints. Both companies follow step-by-step processes that include investigation and potential disciplinary action to address incidents reported.
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The document discusses sexual harassment, including definitions, types, causes, and effects. It provides definitions from international instruments, national laws, and organizations. Sexual harassment is broadly defined as unwelcome conduct of a sexual nature that detrimentally affects the work or learning environment. There are two main types: quid pro quo, where favors are exchanged for sexual acts, and hostile work environment. Causes include power dynamics and discrimination. Effects include physical, psychological, and financial impacts on victims.
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Sexual harassment at the workplace remains a serious problem, with studies finding that 40-90% of women have experienced some form of it. It includes unwelcome sexual behavior that creates a hostile environment. While laws and guidelines exist, many victims still do not report it due to fear and lack of awareness of policies and support structures. Continued efforts are needed to address the issue and protect worker rights and dignity.
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This document summarizes key aspects of sexual harassment law. It defines sexual harassment as unwelcome sexual conduct that affects employment conditions. There are two types: quid pro quo, where a job benefit is conditioned on sexual favors; and hostile work environment, involving severe or pervasive conduct that interferes with work. Employers are strictly liable for supervisor harassment resulting in tangible job consequences. To avoid liability for other harassment, employers must prevent and address harassment and not retaliate against complainants. The best defense is having strong anti-harassment policies and procedures and responding properly to reported issues.
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This document provides an overview of sexual harassment in the workplace. It begins with definitions of the two types of sexual harassment: quid pro quo harassment, where a job benefit is directly tied to unwanted sexual advances; and hostile work environment harassment, when unwelcome sexual conduct creates an intimidating workplace. It then discusses employers' legal responsibility to prevent harassment and provides examples of harassing behaviors. The document concludes with a brief history of how sexual harassment laws have developed and evolved since the 1960s to be addressed under Title VII of the Civil Rights Act.
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The problem of sexual harassment of women at workplace is an age-old problem. More women work due to severe economic constraints. Problem has become more aggravated. Guidelines passed by the Supreme Court of India in “Vishakha and others Vs State of Rajasthan”, 1998. Accordingly Women’s Complaints Committees have been or should be constituted. Yet the harassment of women at workplace remains unabated and many women are being victimized. These women are traumatized and need counseling before, on the day and after experiencing harassment. Family support is of paramount importance at such times.
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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
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This document discusses the prevention of sexual harassment of women in the workplace in India. It defines sexual harassment and outlines responsibilities and procedures to prevent it according to the Sexual Harassment of Women at Workplace Act. Key points include defining sexual harassment as any unwelcome sexually determined behavior, requiring companies to establish Internal Complaint Committees to address complaints, and outlining complaint and investigation procedures to provide remedies for aggrieved women employees. Punishments are also specified for harassment and false complaints. The overall goal is to create a safe work environment free of sexual harassment.
posh_pink__blue-archies.pptx
This document discusses the prevention of sexual harassment of women in the workplace in India. It defines sexual harassment and outlines responsibilities and procedures to prevent it according to the Sexual Harassment of Women at Workplace Act. Key points include defining sexual harassment as any unwelcome sexually determined behavior, requiring companies to establish Internal Complaint Committees to address complaints, and outlining complaint and investigation procedures to provide remedies for aggrieved women employees. Punishments are also specified for perpetrators and false complaints. The overall goal is to educate about and prevent sexual harassment to create safe and healthy workplaces.
posh_pink__blue-archies (1).pptx
The document discusses the prevention of sexual harassment of women in the workplace in India. It defines sexual harassment and outlines responsibilities and procedures to prevent harassment as per the Sexual Harassment of Women at Workplace Act 2013. Key points include defining harassment, establishing internal committees to handle complaints, filing complaints within 3 months, conciliation procedures, investigation process within 90 days, potential punishments, and maintaining confidentiality.
POSH Act 2013 Awareness And Training Module
The document discusses the prevention of sexual harassment of women in the workplace in India. It defines sexual harassment and outlines responsibilities and procedures to prevent harassment as per the Sexual Harassment of Women at Workplace Act 2013. Key points include defining sexual harassment, establishing internal committees to handle complaints, filing complaints and investigation procedures, potential punishments, and the responsibilities of employers and employees to prevent harassment.
Sexual harassment of women at workplace (Prevention, Prohibition and Redressa...
This document provides a critical analysis of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013 in India. It summarizes the key differences between the guidelines established in the Vishaka judgment and the provisions of the 2013 Act. It also outlines some drawbacks of the Act, including the fear of retaliation preventing many women from reporting harassment, limited recourse for those in the informal sector, and a lack of compliance audits and governmental scrutiny to properly enforce the Act.
Sexual Harassment of women at workplace (Prevention, Prohibition and Redressa...
The document summarizes the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 in India. It defines sexual harassment and outlines the rights established in the Vishakha case. It describes the complaint process and the roles of Internal Complaint Committees and Local Complaint Committees. It provides guidance on how to file a complaint, the inquiry process, interim relief for complainants, punishments, and protections of confidentiality. The goal of the act is to protect women from sexual harassment at work and provide a mechanism to file complaints and seek redressal.
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PRESENT - Sexual Harassment - What Employees Need To Know!
- 1. What is sexual harassment? What can you do if you are being harassed?
- 2. Sexual harassment is defined as a form of sex discrimination. It includes unwelcome sexual advances, inappropriate requests for sexual favors and other unwanted verbal or physical contact.
- 3. Per the ACLU, Federal Law Prohibits: 1- “Severe or pervasive” harassment, creating an environment that a “reasonable person” would find “abusive.” A boss, coworker, or third party (such as a customer) can create a hostile environment. 2- Requesting sexual favors in exchange for job benefits. 3- Retaliating for filing internal complaints, charges with government agencies, or participating in an investigation.
- 4. If you have been experiencing sexual harassment, there are things you can do. 1. Review your employer’s policy regarding sexual harassment, if they have one. a. If you can not find the policy in the employee handbook or online, contact your Human Resources Department or ask any supervisor where it can be found.
- 5. 2. Document your experiences in writing and maintain any evidence. 3. If you can, inform the person who is harassing you that their advances are not welcome and to stop. 4. If your company has a policy, follow the required steps for reporting the harassment. A. The law protects you from retaliation from reporting the incident(s).
- 6. 5. If you are not comfortable in telling your harasser or if he or she does not stop, file a discrimination charge with the Equal Employment Opportunity Commission (EEOC) at https://www.eeoc.gov You do not need an attorney to file a complaint, but you must file before you can sue. EEOC charges must be filed within 180 days of the last incident (depending on where you work it could be 300 days) . A. You can meet and talk confidentially with an EEOC representative without filing.
- 7. If you are interested to learn more or take action regarding sexual harassment or other workplace issues, please share this post with others and attend our next event to meet other like-minded people.
- 8. Celebrate How Far We Have Come When: Sunday, August 26, 2018 3:00 pm – 5:00 pm Where: Nacho Daddy Summerlin 9560 W. Sahara Ave. Las Vegas, NV 89117 Sponsored by Get your free tickets: https://tinyurl.com/womensequalityday2018 When women unite, we create a better world for families, communities, cities, states, nations, and the world!