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 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
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
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
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
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.,
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.
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
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).
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.
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.
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
ReadySetPresent (Sexual Harassment PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Harassment in the workplace is the precursor to a hostile work environment. Understanding the difference between what is and is not sexual harassment, ones responsibilities as an employee and the consequences if harassment does occur will enable employees and managers to work in a comfortable environment. Sexual Harassment PowerPoint Presentation Content slides include topics such as: what is and is not sexual harassment, 6 types of sexual harassment, 10+ slides on various classes of harassment, 3 slides on who is the harasser, 3 slides on what sexual harassment causes, 10 slides on the complaint procedure, 10 slides on the consequences and effects of sexual harassment, 15+ slides on statistics, 10 slides on countries with similar harassment policies to the U.S. and more.
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
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.,
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.
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
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).
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.
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.
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
ReadySetPresent (Sexual Harassment PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Harassment in the workplace is the precursor to a hostile work environment. Understanding the difference between what is and is not sexual harassment, ones responsibilities as an employee and the consequences if harassment does occur will enable employees and managers to work in a comfortable environment. Sexual Harassment PowerPoint Presentation Content slides include topics such as: what is and is not sexual harassment, 6 types of sexual harassment, 10+ slides on various classes of harassment, 3 slides on who is the harasser, 3 slides on what sexual harassment causes, 10 slides on the complaint procedure, 10 slides on the consequences and effects of sexual harassment, 15+ slides on statistics, 10 slides on countries with similar harassment policies to the U.S. and more.
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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
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.
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is a legislative act in India which seeks to protect against sexual harassment of women at workplace and for the prevention and redressal of complaints of sexual harassment.
We would like to inform you that our research article entitled “Classical Legal Cases on Posh Act” has been published in INTERNATIONAL JOURNAL FOR RESEARCH IN LAW Volume 6 Issue 4, February 2021, ISSN- 2454-8715
Abstract:
Women are one of the most important and necessary pillar of the society and life. They play the role of a daughter, sister, wife, mother, and equally with complete dedication are playing the role in each and every sector. In everywhere they are giving their best for the benefit of the respective sectors to the overall benefit of the country and the globe. But these women are facing a lot while doing their work. They are being harassed sexually and mentally by their co-workers. These things are threatening the comfortable and safe working environment, the dedication that women were giving to their work and most importantly the safety of the women. As a result many women leave their bright career, many suffer with serious mental depression and trauma. So keeping this in mind, the Indian Parliament introduced POSH. This paper explores landmark cases that revolve around sexual harassment at workplace.
This presentation is based on research by Anthony Mclean and Allan Pease on what it takes to persuade people ethically, without manipulating of coercing them.
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I was invited as a speaker at Kiehin Fie company at Pune on the occasion of International Women's day 2014. They invited the entire workforce of 1000 + and it was fun to speak in Marathi.
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I feel this is applicable to all who take their work seriously, hence put up relevant points.
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
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Indian Law on Sexual Harassment of Women at Workplace - 2013
1. THE LATEST INDIAN LAW
ON
THE SEXUAL HARASSMENT OF
WOMEN AT WORKPLACE
Sukanya Patwardhan
Sukanya.patwardhan@gmail.com/
spatwardhan@tata.com
23rd July 2013
7/23/2013
TataManagementTrainingCentre,Pune/
SukanyaPatwardhan
1
2. This presentation is about the latest Indian Law on
The Sexual Harassment of Women at Workplace
(Prevention, Prohibition and Redressal) Act 2013
7/23/2013
TataManagementTrainingCentre,Pune/
SukanyaPatwardhan
2
3. PURPOSE OF THIS ACT
To provide protection against sexual
harassment of women at workplace and for
the prevention and redressal of complaints
of sexual harassment and for the matters
connected therewith of thereto.
7/23/2013
TataManagementTrainingCentre,Pune/
SukanyaPatwardhan
3
4. MAJOR CONTENTS OF THIS LAW
Foundation of the Law
Definitions
Constitution of Internal Complaints Committee
Constitution of Local Complaints Committee
Complaint
Inquiry into Complaint
Duties of Employer
Duties and Powers of District Officer
Other Requirements
7/23/2013
TataManagementTrainingCentre,Pune/
SukanyaPatwardhan
4
5. WHAT IS ?
Prevention
To keep from happening
To stop or hinder something from happening,
especially by advance planning or action
Prohibit
To forbid by authority, A law, order, or decree that
forbids something
Redressal
To set right; remedy or rectify.
7/23/2013
TataManagementTrainingCentre,Pune/
SukanyaPatwardhan
5
6. FOUNDATION OF THIS ACT
Constitution of India
Human Rights by International Conventions and
Instruments – Convention on the Elimination of
all Forms of Discrimination against Women
(CEDAW)– which has been ratified on 25th June
1993 by the 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 .
7/23/2013
TataManagementTrainingCentre,Pune/
SukanyaPatwardhan
6
7. REASONS FOR THIS ACT
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 discourages women’s
participation in work, thereby adversely affecting
their social and economic empowerment and the
goal of inclusive growth.
With more and more women joining the
workforce, both is organised and unorganised
sectors, ensuring an enabling working
environment for women through legislation is felt
imperative by the Government.
7/23/2013
TataManagementTrainingCentre,Pune/
SukanyaPatwardhan
7
8. RIGHTS BY THE CONSTITUTION OF INDIA
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 of them.
Article 19
Gives fundamental right 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 equitous, safe
and secure in every aspect.
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.
7/23/2013
TataManagementTrainingCentre,Pune/
SukanyaPatwardhan
8
9. THE ACT EXTENDS TO WHOLE OF INDIA
DEFINITIONS
Employee:
A person employed at the workplace for any work
on regular, temporary, ad-hoc, daily wage basis,
either directly or through an agent, including a
contractor, with or without the knowledge of the
principal employer, whether or not for
remuneration or working on the voluntary basis
or otherwise, whether the terms of employment
are express or implied and includes a co-worker,
a contract worker, probationer, trainee,
apprentice or called by any other such name.
7/23/2013
TataManagementTrainingCentre,Pune/
SukanyaPatwardhan
9
10. EMPLOYER
In relation to any department , organisation,
undertaking, establishment, enterprise,
institution, office, branch or unit of the
appropriate Government or a local authority in
the above
If not specified, any person responsible for
management, supervision or control of the
workplace.
7/23/2013
TataManagementTrainingCentre,Pune/
SukanyaPatwardhan
10
11. SEXUAL HARASSMENT DEFINED
Includes any one or more of the following
unwelcome acts or bahaviour (whether directly or
by implication) viz:
Physical Contact or advances
A demand or request for sexual favors
Making sexually colored remarks
Showing pornography
Any unwelcome physical, verbal or non-verbal
conduct of sexual nature.
7/23/2013
TataManagementTrainingCentre,Pune/
SukanyaPatwardhan
11
12. PREVENTION OF SEXUAL HARASSMENT
DEFINITION
No woman shall be subjected to sexual harassment at
workplace
The following circumstances, among other circumstances, if
it occurs or is present in relation to or connected with any
act or behviour of sexual harassment may amount to sexual
harassment
Implied or explicit promise of preferential treatment in her
employment
Implied or explicit threat or detrimental treatment in her
employment
Implied or explicit 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.
7/23/2013
TataManagementTrainingCentre,Pune/
SukanyaPatwardhan
12
13. CONSTITUTION OF INTERNAL COMPLAINTS
COMMITTEE
Every Employer of a workplace shall by order in writing
constitute a committee to be known as “Internal Complaints
Committee”
Members of the Committee
A. Presiding Officer who shall be a woman employed at a
senior level at workplace from amongst the employees
B. Not less than two members from amongst employees
preferably committed to the cause of women/ experience in
social work/ have legal knowledge
C. One member from the NGO/ associations committed to the
cause of women/ person familiar with the issues relating to
sexual harassment
The Committee members to hold office for three years and External
member will be paid fees
7/23/2013
TataManagementTrainingCentre,Pune/
SukanyaPatwardhan
13
14. COMPLAINT OF SEXUAL HARASSMENT
A written Complaint to the Internal committee
by the complainant, within a period of three
months from the date of the incident and in case
of series if incidents, within a period of three
months from the date of last incident.
The Internal committee can extend the period
with reasons in writing exceeding not more than
3 months
Legal heir or such other person can make a
complaint on account of her physical or mental
incapacity or death.
7/23/2013
TataManagementTrainingCentre,Pune/
SukanyaPatwardhan
14
15. PROVISIONS FOR COMPLAINT REDRESSAL
Written report is necessary in each option
Conciliation – at the request of the aggrieved woman
before initiating an inquiry to settle the matter
No monetary settlement shall be made as a basis for
conciliation and no inquiry will be conducted
Inquiry into Complaint
The internal committee has same powers as are vested
in a civil court, such as
1. Summoning and enforcing attendance of any person
and examining him on oath
2. Requiring the discovery and production of
documents
3. Any other matter which may be prescribed
Inquiry to be completed within 90 days
7/23/2013
TataManagementTrainingCentre,Pune/
SukanyaPatwardhan
15
16. PROVISIONS FOR COMPLAINT REDRESSAL
Inquiry Report and Recommendations
To be provided to the employer by the Internal Committee,
within 10 days of completion of inquiry and to be made
available to the concerned parties.
If the committee reaches a conclusion that the allegation
against the respondent has not been proved, it shall
recommend to the employer that no action is required
against the respondent.
If the committee reaches a conclusion that the allegation
against the respondent has been proved, it shall
recommend to the employer
To take action as a misconduct in accordance with the
provisions of service rules applicable to the respondent,
where no such service rules have been made, in such a
manner as may be prescribed
To deduct an amount appropriate from the salary or wages
(Ref page no. 13 of the bare Act)
o The Employer shall act upon the recommendations within
60 days.
7/23/2013
TataManagementTrainingCentre,Pune/
SukanyaPatwardhan
16
17. FALSE ACCUSATION
Punishment for False or Malicious Complaint
and False Evidence
Mere inability to substantiate a complaint or
provide adequate proof need not attract action
against a complaint.
If the internal committee comes to a conclusion
that it was a false and /or malicious accusation
and /or the witness has given false evidence or
produced any forged or misleading document, it
may recommend the employer of the complainant
and/or the witness to take action in accordance
with the provisions of the service rules or where
no such service rules exist, in such manner as
may be prescribed.
7/23/2013
TataManagementTrainingCentre,Pune/
SukanyaPatwardhan
17
18. DETERMINATION OF COMPENSATION
For the purpose of determining the sums to be
paid to the aggrieved woman the internal
committee shall have regard to
The mental trauma, pain,suffering and emotional
distress caused to her
The loss in career opportunity due to the incident
of sexual harassment
Medical expenses incurred by the victim for
physical or psychiatric treatment
The income and financial status of the
respondent
Feasibility of payment in lump sum or in
instalments.
7/23/2013
TataManagementTrainingCentre,Pune/
SukanyaPatwardhan
18
19. PROHIBITION OF PUBLICATION OR MAKING
KNOWN THE CONTENTS OF COMPLAINT AND
INQUIRY PROCEEDINGS
Notwithstanding anything contained in the Right to
information Act, 2005, following can not be
communicated or made known to public, press or
media
Identity and address of the aggrieved woman,
respondent or witnesses
Any information relating to conciliation and inquiry
proceedings, recommendations of the internal
committee
Action taken by the employer
There is a penalty for the person entrusted with the
duty to handle or deal with the complaint, inquiry,
recommendations or actions for the publication or
making known the contents of complaint and inquiry
proceedings.
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20. DUTIES OF THE EMPLOYER
Provide Safe Working Environment
Display at conspicuous places the penal consequences of sexual
harassment, the order constituting , the internal committee
Organize workshops and awareness programs at regular intervals for
sensitising employees with the provisions of the act and orientation
program for the internal committee
Provide facilities for the internal committee for dealing with the
complaint and conducting enquiry
Assist in securing the attendance of respondent and witnesses before
the internal committee
Provide assistance to a woman if she chooses to file a complaint in
relation to the Indian Penal Code or any other law for the time being
in force.
Cause to initiate action under the Indian Penal Code or any other law
in force for the time being, if the woman so desires, where the
perpetrator is not an employee in the workplace where the incident of
sexual harassment took place.
Treat Sexual harassment as a misconduct under the service rules and
initiate action for such misconduct.
Monitor timely submission of reports by internal committee
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21. MISCELLANEOUS
Internal committee to submit annual report and
submit to the employer
Employer should include in its report the
information on the number of cases filed and
their disposal under the proposed legislation
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22. GOVERNMENT AUTHORITIES
Appropriate Govt should
monitor implementation and maintain data
Take measures to publicise the Act
Power to call for information and inspection pf
records
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23. PENALTY FOR NON-COMPLIANCE OF ACT
Where the employer fails either of the following
To constitute an Internal committee
To take action on inquiry report
To punish for false or malicious complaint and false
evidence
To include information in annual report
If the employer has been already convicted of an offence
punishable under this Act, will bear twice the
punishment / appropriate cognisance will be taken by
the court
Cancellation /withdrawal/ non renewal of the licence
/cancellation of the licence or the cancellation of the
registration by the Government or local authority
required for carrying out business or activity
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24. THANK YOU
www.bareactsonline.com
For more information please contact
Sukanya Patwardhan
spatwardhan@tata.com/
98500-37928 / 020-66091086
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