This document summarizes the key aspects of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act of 2013 in India. It defines workplace broadly to include organizations, transportation provided by employers, and places visited during the course of employment. It mandates that all employers set up Internal Complaints Committees to address sexual harassment complaints. It also establishes Local Complaints Committees at the district level to handle cases where an ICC is not set up or a complaint is against the employer. The process for filing complaints and conducting inquiries is also outlined, along with actions that can be taken if complaints are substantiated or found to be malicious. Monitoring and reporting requirements are also summarized.
Unmarried parents, sexual assault, and extramarital relationships are now all...AhmedTalaat127
The revised UAE Penal Code decriminalized consensual relationships outside of marriage, added provisions for unmarried parenting, and broadened the scope of rape charges. The Federal Decree-Law No. 31 of 2021 concerning the UAE Penal Code, released last month as part of the UAE’s most significant set of legislative changes, intends to boost women’s and domestic workers’ protections while promoting social cohesion public safety.
One change is relating to the Cohabitation between unmarried couples. According to recent legislative revisions in the United Arab Emirates, Cohabitation between unmarried couples has been decriminalized and is no longer a crime. It clarifies that consenting sex and pregnancy outside of marriage are not illegal. It’s worth noting that, previous to these amendments, it was unlawful to have sexual contact with someone who wasn’t married to the individual in the issue.
In California, a sex crime is an illegal act of a sexual nature. One of the most serious sex crimes is rape. Sex crimes may be either a misdemeanor or a felony.
For more information visit at:
http://www.sahamilaw.com
Unmarried parents, sexual assault, and extramarital relationships are now all...AhmedTalaat127
The revised UAE Penal Code decriminalized consensual relationships outside of marriage, added provisions for unmarried parenting, and broadened the scope of rape charges. The Federal Decree-Law No. 31 of 2021 concerning the UAE Penal Code, released last month as part of the UAE’s most significant set of legislative changes, intends to boost women’s and domestic workers’ protections while promoting social cohesion public safety.
One change is relating to the Cohabitation between unmarried couples. According to recent legislative revisions in the United Arab Emirates, Cohabitation between unmarried couples has been decriminalized and is no longer a crime. It clarifies that consenting sex and pregnancy outside of marriage are not illegal. It’s worth noting that, previous to these amendments, it was unlawful to have sexual contact with someone who wasn’t married to the individual in the issue.
In California, a sex crime is an illegal act of a sexual nature. One of the most serious sex crimes is rape. Sex crimes may be either a misdemeanor or a felony.
For more information visit at:
http://www.sahamilaw.com
Sexual Harassment Of Women At Workplace Act'2013 ; Prepared by RameshKumar,HRRamesh Kumar
Latest update including the recent amendments with detailed notes explains what, why and how to implement in workforce. Create anti- sexual harassment policy
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
The Sexual Harassment at The Workplace (Prevention, Prohibition and Redressal) Act and Rules, 2013 have been notified by the ministry of WCD. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is a legislative act in India that seeks to protect women from sexual harassment at their place of work. It was passed by the Lok Sabha (the lower house of the Indian Parliament) on 3 September 2012. It was passed by the Rajya Sabha (the upper house of the Indian Parliament) on 26 February 2013. The Bill got the assent of the President on 23 April 2013.The Act came into force from 9 December 2013.
Silence will cost: new tax code provisions means that if there is a non-disclosure agreement in a sexual harassment settlement, the payment and the attorney fees will no longer be eligible to be deducted as business expenses.
Silence will cost: new tax code provisions means that if there is a non-disclosure agreement in a sexual harassment settlement, the payment and the attorney fees will no longer be eligible to be deducted as business expenses.
Sexual Harassment Of Women At Workplace Act'2013 ; Prepared by RameshKumar,HRRamesh Kumar
Latest update including the recent amendments with detailed notes explains what, why and how to implement in workforce. Create anti- sexual harassment policy
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
The Sexual Harassment at The Workplace (Prevention, Prohibition and Redressal) Act and Rules, 2013 have been notified by the ministry of WCD. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is a legislative act in India that seeks to protect women from sexual harassment at their place of work. It was passed by the Lok Sabha (the lower house of the Indian Parliament) on 3 September 2012. It was passed by the Rajya Sabha (the upper house of the Indian Parliament) on 26 February 2013. The Bill got the assent of the President on 23 April 2013.The Act came into force from 9 December 2013.
Silence will cost: new tax code provisions means that if there is a non-disclosure agreement in a sexual harassment settlement, the payment and the attorney fees will no longer be eligible to be deducted as business expenses.
Silence will cost: new tax code provisions means that if there is a non-disclosure agreement in a sexual harassment settlement, the payment and the attorney fees will no longer be eligible to be deducted as business expenses.
Similar to Ppt on sexual harrasment on women in workplaces (20)
This presentation, created by Syed Faiz ul Hassan, explores the profound influence of media on public perception and behavior. It delves into the evolution of media from oral traditions to modern digital and social media platforms. Key topics include the role of media in information propagation, socialization, crisis awareness, globalization, and education. The presentation also examines media influence through agenda setting, propaganda, and manipulative techniques used by advertisers and marketers. Furthermore, it highlights the impact of surveillance enabled by media technologies on personal behavior and preferences. Through this comprehensive overview, the presentation aims to shed light on how media shapes collective consciousness and public opinion.
Collapsing Narratives: Exploring Non-Linearity • a micro report by Rosie WellsRosie Wells
Insight: In a landscape where traditional narrative structures are giving way to fragmented and non-linear forms of storytelling, there lies immense potential for creativity and exploration.
'Collapsing Narratives: Exploring Non-Linearity' is a micro report from Rosie Wells.
Rosie Wells is an Arts & Cultural Strategist uniquely positioned at the intersection of grassroots and mainstream storytelling.
Their work is focused on developing meaningful and lasting connections that can drive social change.
Please download this presentation to enjoy the hyperlinks!
Mastering the Concepts Tested in the Databricks Certified Data Engineer Assoc...SkillCertProExams
• For a full set of 760+ questions. Go to
https://skillcertpro.com/product/databricks-certified-data-engineer-associate-exam-questions/
• SkillCertPro offers detailed explanations to each question which helps to understand the concepts better.
• It is recommended to score above 85% in SkillCertPro exams before attempting a real exam.
• SkillCertPro updates exam questions every 2 weeks.
• You will get life time access and life time free updates
• SkillCertPro assures 100% pass guarantee in first attempt.
2. PURPOSE ?
• AN ACT TO PROVIDE PROTECTION AGAINST SEXUAL HARASSMENT OF WOMEN AT WORKPLACE AND FOR
THE PREVENTION AND REDRESSAL OF SEXUAL HARASSMENT AND FOR MATTERS CONNECTED THEREWITH
OR INCIDENTALS THERE TO.
3. WORKPLACE DEFINITIONS
EMPLOYEE
- REGULAR OR TEMPORARY
- AD HOC OR DAILY WAGE BASIS
- DIRECTLY OR THROUGH AN AGENT, CONTRACTOR
- WHETHER FOR REMUNERATION OR NOT
- VOLUNTARY BASIS
- CONTRACT WORKER, PROBATIONER, TRAINEE, APPRENTICE CALLED ANY OTHER SUCH NAME;
WORKPLACE
- ALSO COVERS WITHIN ITS SCOPE
- PLACES VISITED DURING THE COURSE OF EMPLOYMENT
- REASONS ARISING OUR OF EMPLOYMENT LIKE INCLUDING TRANSPORTATION PROVIDED BY
FOR COMMUTING
4. SEXUAL HARASSMENT INCLUDES
ANY ONE OR MORE OF THE FOLLOWING
UNWELCOME ACTS OR BEHAVIOR (DIRECTLY OR BY
IMPLICATION)
PHYSICAL CONTACT AND ADVANCES; OR
A DEMAND OR REQUEST FOR SEXUAL FAVORS; OR
MAKING SEXUALLY COLORED REMARKS; OR
SHOWING PORNOGRAPHY ; OR
ANY OTHER UNWELCOME PHYSICAL, VERBAL OR NON-VERBAL
CONDUCT OF SEXUAL NATURE;
5.
6. INTERNAL COMPLAINTS COMMITTEE (ICC)
EMPLOYER TO SET UP ICC ; BY AN ORDER IN WRITING
SHALL BE CONSTITUTED AT ALL ADMINISTRATIVE UNITS/OFFICES.
• COMMITTEE
NOMINATED BY THE EMPLOYER
PRESIDING OFFICER (PO) MUST BE A WOMEN WHO’S AT SENIOR LEVEL
TWO MEMBERS FROM AMONGST EMPLOYEES
ONE MEMBER FROM NGO
AT LEAST ½ OF TOTAL MEMBERS SHALL BE WOMEN
• TENURE OF THE COMMITTEE MEMBERS
EVERY MEMBER IN ICC SHALL HOLD OFFICE MIN.3 YEARS FROM THE DATE OF NOMINATION
7. ICC
One Presiding Officer
(Must be Women)
Minimum Two
other employees
One person from NGO
committed to cause of women
or familiar with issues relating
to sexual harassment on
allowance basis
(Min. 5yrs of experience in
Social Work)
INTERNAL COMPLAINTS COMMITTEE
(ICC)
Employer Level
8. LOCAL COMPLAINTS COMMITTEE (LCC)
• DISTRICT OFFICER SHALL CONSTITUTE LCC WITH MIN.5 MEMBERS
• RECEIVED COMPLAINTS ONLY WHERE ICC IS NOT CONSTITUTED BECAUSE OF HAVING LESS THEN TEN
WORKERS; OR
• IF THE COMPLAINT IS AGAINST THE EMPLOYER
• COMMITTEE MEMBERS SHALL NOMINATE BY DISTRICT OFFICER
• DISTRICT OFFICER SHALL DESIGNATE NODAL OFFICER AT EACH BLOCK
• RECEIVES COMPLAINTS
• FORWARD SAME TO LCC WITH IN A PERIOD OF 7 DAYS.
9. LOCAL COMPLAINTS COMMITTEE (LCC)
Belonging to the
Schedule Caste
or Tribe or
Backward Class
District Level
Have law or
legal knowledge
One member
women working
in the same
district
Two members
At least one
shall be woman
from NGO’s or
associations
Ex- Officio
Concerned officer
Dealing with social
welfare or women &
child development in
the area.
One Chairperson
Eminent Women
with social work
field
10. HOW TO FILL COMPLAINT AND INQUIRY PROCESS-
• A COMPLAINT OF SEXUAL HARASSMENT CAN BE FILED WITHIN A TIME LIMIT OF 3
MONTHS. THIS MAY BE EXTENDED TO ANOTHER 3 MONTHS IF THE WOMAN CAN
PROVE THAT GRAVE CIRCUMSTANCES PREVENTED HER FROM DOING THE SAME.
• THE ACT HAS A PROVISION FOR CONCILIATION. THE ICC/LCC CAN TAKE STEPS TO
SETTLE THE MATTER BETWEEN THE AGGRIEVED WOMAN AND THE RESPONDENT,
HOWEVER THIS OPTION WILL BE USED ONLY AT THE REQUEST OF THE WOMAN.
THE ACT ALSO PROVIDES THAT MONETARY SETTLEMENT SHALL NOT BE MADE A
BASIS OF CONCILIATION. FURTHER, IF ANY OF THE CONDITIONS OF THE
SETTLEMENT IS NOT COMPLIED WITH BY THE RESPONDENT, THE COMPLAINANT
CAN GO BACK TO THE COMMITTEE WHO WILL PROCEED TO MAKE AN INQUIRY.
• THE COMMITTEE IS REQUIRED TO COMPLETE THE INQUIRY WITHIN A TIME PERIOD
OF 90 DAYS. ON COMPLETION OF THE INQUIRY, THE REPORT WILL BE SENT TO THE
EMPLOYER OR THE DISTRICT OFFICER, AS THE CASE MAY BE, THEY ARE MANDATED
TO TAKE ACTION ON THE REPORT WITHIN 60 DAYS.
11. ACTION-
1. IN CASE THE COMPLAINT HAS BEEN FOUND PROVED, THEN THE COMMITTEE CAN
RECOMMEND ACTION IN ACCORDANCE WITH THE PROVISION OF SERVICE RULES
APPLICABLE TO THE RESPONDENT OR AS PER THE RULES WHICH WILL BE PRESCRIBED,
WHERE SUCH SERVICE RULES DO NOT EXIST. THE COMMITTEE CAN ALSO RECOMMEND
DEDUCTION OF AN APPROPRIATE SUM FROM THE SALARY OF THE RESPONDENT OR ASK
RESPONDENT TO PAY THE SUM. IN CASE THE RESPONDENT FAILS TO PAY SUCH SUM,
DISTRICT OFFICER MAY BE ASKED TO RECOVER SUCH SUM AS AN ARREAR OF LAND
REVENUE.
2. IN CASE THE ALLEGATION AGAINST THE RESPONDENT HAS NOT BEEN PROVED THEN
THE COMMITTEE CAN WRITE TO THE EMPLOYER/DISTRICT OFFICER THAT NO ACTION NEEDS
TO BE TAKEN IN THE MATTER.
3. IN CASE OF MALICIOUS OR FALSE COMPLAINT THEN THE ACT PROVIDES FOR A PENALTY
ACCORDING TO THE SERVICE RULES. HOWEVER, THIS CLAUSE HAS A SAFEGUARD IN THE
FORM OF AN ENQUIRY PRIOR TO ESTABLISHING THE MALICIOUS INTENT. ALSO, MERE
INABILITY TO PROVE THE CASE WILL NOT ATTRACT PENALTY UNDER THIS PROVISION.
12. MONITORING -
• REGARDING MONITORING, THE ACT PROVIDES THAT THE STATE GOVERNMENTS WILL MONITOR
IMPLEMENTATION AND MAINTAIN DATA FOR ALL STATE GOVERNMENT ESTABLISHMENTS AS
WELL AS PRIVATE ESTABLISHMENTS IN THEIR TERRITORY. FOR ESTABLISHMENTS OF THE
CENTRAL GOVERNMENT THIS DUTY IS CAST ON THE GOVERNMENT OF INDIA. ALL ICCS
HAVE TO SUBMIT ANNUAL REPORTS TO THE EMPLOYER WHO INTURN WILL SUBMIT IT TO THE
DISTRICT OFFICER. ALL LCCS SHALL SUBMIT THEIR ANNUAL REPORT TO THE DISTRICT
OFFICER. THE DISTRICT OFFICERS WILL SUBMIT THE REPORT ANNUALLY TO THE STATE
GOVERNMENTS.
• THE CENTRAL AND STATE GOVERNMENTS ARE MANDATED TO DEVELOP RELEVANT IEC AND
TRAINING MATERIALS AND ORGANIZE AWARENESS PROGRAMMED TO ADVANCE THE
UNDERSTANDING OF THE PUBLIC ON THE PROVISIONS OF THIS BILL.