This document provides information on sexual harassment of women in the workplace in India. It defines sexual harassment and outlines what behaviors constitute harassment. It notes that 52% of women experience harassment at work, including unwanted touching or sexual advances. While one in five women report harassment, 80% believe the outcome will be poor if they do. The document discusses the Sexual Harassment of Women at Workplace Act and the responsibilities of employers to prevent harassment through training and establishing internal committees to handle complaints. It provides guidance on filing complaints and the complaint resolution process.
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.
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 degree of implementation of the guidelines laid down in Vishakha’s judgment
Efficacy as well as the limitations of “The Protection of Women against Sexual Harassment at Work Place Bill ,2010” As passed by Rajya Sabha on 26th Feb 2013
Obstacles in the implementation of laws to prevent sexual harassment of women at workplace as well as attempt to discuss solution to remove these hurdles
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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.
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 degree of implementation of the guidelines laid down in Vishakha’s judgment
Efficacy as well as the limitations of “The Protection of Women against Sexual Harassment at Work Place Bill ,2010” As passed by Rajya Sabha on 26th Feb 2013
Obstacles in the implementation of laws to prevent sexual harassment of women at workplace as well as attempt to discuss solution to remove these hurdles
An Overview of Labour Welfare Fund Rules in IndiaNovojuris
This presentation takes you through the analysis of various Labour Welfare Fund Rules in India. There are 16 States and Union Territories which have enacted or adopted the Labour Welfare Fund Act and corresponding Rules. These legislations aim to provide for a Board titled “State Labour Welfare Fund Board” with a fund titled “Labour Welfare Fund”. The important duties of this fund are to grant allowance for pension, maternity, marriage, treatment, education, death etc., to labourers in respective States.
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
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.,
Presentation is all about the Sexual Harassment on the women in the workplace and also talks about the law to protect women against these kind of inhuman activities.
http://blog.hr360.com/hr-blog/sexual-harassment-in-the-workplace
Sexual harassment in the workplace - how to recognize it, establishing procedures to report it, and how to prevent it.
come and join AFTERSCHOOOL and let us together change the world in positive direction. Come and join AFTERSCHOOOL for making people social entrepreneurs
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What is required to minimize the effects is the application of certain management practices. Disaster management is an essential component of our development works. Let us see the aspects of Disaster Management in this module.
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
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.,
Presentation is all about the Sexual Harassment on the women in the workplace and also talks about the law to protect women against these kind of inhuman activities.
http://blog.hr360.com/hr-blog/sexual-harassment-in-the-workplace
Sexual harassment in the workplace - how to recognize it, establishing procedures to report it, and how to prevent it.
come and join AFTERSCHOOOL and let us together change the world in positive direction. Come and join AFTERSCHOOOL for making people social entrepreneurs
Disaster is a serious, dangerous and intolerable phenomena on the planet earth. Thousands of people die in a moment. Many people may become homeless and parentless. Valuable properties get damaged within no time. Disasters are events shocking the whole world and making the humanity to feel very sad. All life support systems are affected by these incidences.
What is required to minimize the effects is the application of certain management practices. Disaster management is an essential component of our development works. Let us see the aspects of Disaster Management in this module.
this presentation discusses sexual harrasment in the workplace. it is a presentation that teachers can use in the business curriculum when teaching human resource management. this presentation also makes refference to the Ontario Human Rights Code and tips for employees and employers.
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http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
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3. How Common is Sexual
Harassment at Workplace?
52% Women experience Sexual Harassment
at Workplace;
25% touched without invitation;
20% experienced sexual advances;
TUC Survey
4. Why Don’t women report?
1 out of 5 do report it;
80% thinks outcome is poor;
16% said that the situation worsened after
they reported;
TUC Survey
5. What is Sexual Harassment?
ANY UNWELCOME ACT or behavior
SEXUAL in nature
A SUBJECTIVE experience
IMPACT not the Intent
that matters
6. Sexual Harassment includes
• Physical contact
• Abusive Sounds
• Making sexually colored
remarks
• Using sexually abusive
language or signs in the
presence of woman
employee;
• Showing pornography or
the likes;
• Stalking
• vulgar/indecent jokes,
phone calls, text massages,
e-mails,
• Physical confinement or
touches against the will and
likely to intrude upon one’s
privacy; or
• Demand or request for
sexual favours;
7. Sexual Harassment includes
Implied or explicit promise of PREFERENTIAL TREATMENT in
her employment; or
Implied or explicit THREATENING TREATMENT in her
employment; or
Implied or explicit THREAT ABOUT PRESENT AND FUTURE
EMPLOYMENT STATUS; or
HOSTILE WORK ENVIRONMENT
Interference with her work
Humiliating treatment likely to affect her health or safety.
8.
9. What is at stake?
• Brand value – Negative Publicity;
• Decreased Morale and decreased efficiency of
employees;
• Loss of money for non-compliance of
provisions of law – Madras High Court awarded
Rs. 1.68 Crores in damages to an employee for Non-
Constitution of ICC.
10. Laws Governing Sexual
Harassment
The Sexual Harassment of women at workplace (Prevention,
Prohibition and Redressal) Act, 2013 and Rules made
thereunder.
Indian Penal Code (Section 209, 354, 376 and 509), 1860; and
Industrial Employment (Standing Orders) Act, 1946
11. No women employee shall be
subjected to sexual harassment at
workplace
Section 3(1) of the Act
Prevent Sexual Harassment
13. Who is Employee?
Employee means a person employed by Company for any work and
includes:-
Employed on regular, temporary, ad hoc or daily wage basis;
Either directly or through an agent, with or without the knowledge
of the principal employer ;
Whether for remuneration or not or working on a voluntary basis
or otherwise;
Whether the terms of employment are express or implied ; and
Contractor, coworker, a contract worker, probationer, apprentice
or called by any other such name .
14. What is Workplace?
Workplace includes:-
All premises including Corporate Office, head office, branch
offices and all other premises, locations, establishments,
institutions, units, sites controlled directly or indirectly but he
Company and/or where from business of the Company is
conducted;
All other premises where employees of the Company visit arising
out of or during the course of their employment including official
events; and
Includes the transportation and accommodation, if any, provided
by the Company for employees arising out of or during the course
of employment for commutation or residence purposes.
15. How to prevent?
Following are the responsibilities of the employer under the Act:-
Constitution of Internal Complaint Committee (ICC) to handle the
complaints of sexual harassment;
Display on the notice board of the premises giving full details of
members of ICC;
Display at conspicuous places at workplace, penalties &
consequences of sexual harassment ;
Providing training to sensitize the employees on the issues and
implications of sexual harassment at workplace and organizing
orientation programme(s) for members of ICC.
16. Internal Complaint
Committee
Every Employer needs to constitute ICC as per the provisions of the
Act to take care of following matters:-
To conduct enquiry into the complaints of sexual harassment;
To make recommendations to the Board of Directors of your
Company in the matters of sexual harassment after conclusion of
enquiry;
To file annual report as per the provisions of the Act
17. What to do?
Don’t ignore it. In the hope
that it will go away.
Don’t blame yourself and
don’t delay.
Be sure to say ‘No’ clearly
and firmly.
Speak Out. Speaking out
about sexual harassment is
an effective tool in combating
it.
18. What are the remedies?
Any aggrieved woman employee
may file a compliant with ICC for
Redressal of her grievances.
It is the responsibility of ICC to
send notice to Respondents
(against whom a complaint of
sexual harassment has been
made) within 7 (seven) working
days.
The Respondent shall file his
reply to the complaint along with
supporting documents.
19. Procedure of filing
Complaint
Any aggrieved woman may make a complaint in writing with any
member of ICC
at the prescribed contact details,
preferable within a period of 3 months of the date of incident of
sexual harassment or in case of series of incidents, with in a
period of 3 months from the date of last incident.
The Complainant shall file minimum six copies of the complaint.
The complaint shall consists of name of the Respondent(s), date
and details of incident of sexual harassment, name and details of
witness, if any, along with the supporting documents.
20. Who is eligible to file a
complaint?
Aggrieved woman herself;
Where the Aggrieved Woman is unable to make a Complaint on
account of her physical or mental incapacity , a Complaint may
be filed by any prescribed person, on her behalf;
Where the Aggrieved Woman for any other reason is unable to
make a Complaint, a Complaint may be filed by a person who
has knowledge of the incident, with her written consent;
Where the Aggrieved Woman is dead, a Complaint may be filed
by any person who has knowledge of the incident, with the
written consent of her legal heir(s).
21. Procedure of Enquiry
CONCILIATION –
The ICC may, before initiating an inquiry, at the request of the
Aggrieved Woman, take steps to settle the matter between her
and the Respondent.
No monetary settlement shall be made as a basis of conciliation.
The settlement terms shall be recorded in writing and forwarded
to the Board of Directors of the Company. Copies of the same
shall be provided to the Aggrieved Woman and the Respondent.
Where a settlement has been arrived at, no further inquiry shall
be conducted by the ICC.
22. Procedure of Enquiry
ENQUIRY–
In case, conciliation is not possible, ICC shall investigate the complaint and
provide its report, as promptly as possible, but not later than 90 working days
from the date of the Complaint.
The ICC shall follow principles of natural justice in all its proceedings.
Complete confidentiality shall be maintained, unless required by law.
A copy of the Complaint as recorded by ICC shall be given to the Respondent as
well as the Complainant.
The Respondent shall submit his response to the Complaint as well as to
indicate whether the Respondent wishes the ICC to examine any witnesses or
furnish any evidence.
The Complainant shall also indicate in writing whether the Complainant wishes
the ICC to examine any witnesses or furnish any additional evidence.
23. Procedure of Enquiry
Upon receipt of the responses from the Respondent and the
Complainant, the ICC shall conduct a hearing, where both the
Complainant and the Respondent shall be heard in person.
ICC shall be empowered to call upon such of the Employees who may
have been witness to the incident(s) of Sexual Harassment and/or
connected in any manner thereto.
All Employees shall extend their fullest co-operation to ICC.
Upon completion of the hearing, the ICC shall prepare its complete
report, setting out its recommendations on the disciplinary action(s) to be
taken against the Respondent or Complainant (as the case may be).
24. Punishment for Sexual
Harassment
To take action for sexual harassment as an act of misconduct in
accordance with the rules/regulations of the Company governing
‘conduct and discipline’ as applicable to the Respondent; and/or
To deduct such amounts from the salary or wages of the Respondent as
may be considered appropriate to be paid to the Complainant as per the
Policy of the Company.
Section 354, 354 A, 354B, 354 C, 354 D and 509 of Indian Penal Code,
1860 provides for punishment for offences of outraging the modesty of
woman, sexual harassment, disrobe, voyeurism, stalking and insulting
the modesty of woman respectively and the punishment ranges between
rigorous imprisonment from 1 to 3 years AND fine or both.
25. Punishment for Malicious
Compliant or False Evidence
If an Employee is found to have raised a malicious or false Complaint or
given any false evidence, such complainant or such person making evidence
may also be subject to :-
Appropriate disciplinary action, which may include termination of
employment, engagement or relationship with the Company, as the case
may be.
26. Absence of complaints of sexual
harassment doesn’t necessarily
means absence of sexual
harassment….....
27. Refrain from….
Behavior that may offend or hurt people at your workplace;
Behavior that cause harassment to any women employee at your workplace;
Behavior that may be interpreted by another as sexual harassment;
Behavior that may support sexual harassment in any manner;
Disbelieving a woman when she shares about harassment. Remember that
sexual harassment is ‘Unwelcome Behavior’.
Involvement in trivializing the matter of sexual harassment;
Filing or supporting any malicious or false complaint;
Producing any false evidence of sexual harassment.
28. What can you do…...
Be Professional all the time;
Set a positive example;
Think before making personnel comments;
Be supportive of people who wish to talk about being sexually harassed;
Direct them to the appropriate persons/authorities;
Hold the harasser accountable for his actions. Don’t make excuses for him;
Demand that the harassment be stopped;
Report sexual harassment to responsible person in the organisation.
29. Say ‘No’ to Sexual Harassment
Let’s make this Earth a safe and healthy Workplace