The document summarizes key aspects of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 in India. It defines sexual harassment, outlines employer duties to prevent harassment, and describes the complaint and inquiry process. It establishes internal and local complaints committees to investigate complaints confidentially within 3 months. If allegations are proved, committees can recommend penalties under service rules or compensation. Malicious complaints can also be punished.
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.
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).
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
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.
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).
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
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.
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 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
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.
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.
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
Sexual Harassment PowerPoint PPT Content Modern SampleAndrew Schwartz
136 slides include: what is and is not sexual harassment, 6 types of sexual harassment, various classes of harassment, who is the harasser, what sexual harassment causes, the complaint procedure, the consequences and effects of sexual harassment, statistics, sexual harassment policies in other countries as compared to those in the United States of America and more.
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.
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 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
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.
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.
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
Sexual Harassment PowerPoint PPT Content Modern SampleAndrew Schwartz
136 slides include: what is and is not sexual harassment, 6 types of sexual harassment, various classes of harassment, who is the harasser, what sexual harassment causes, the complaint procedure, the consequences and effects of sexual harassment, statistics, sexual harassment policies in other countries as compared to those in the United States of America and more.
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.
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.
Workplace Bullying & Harassment Ultimate Training ResourceCarole Spiers
Do you need to deliver a Workplace Bullying & Harassment training course but have no time to prepare?
Then look no further, as here is your 1-stop training resource, including workbook and powerpoint presentation.
Written by Carole Spiers, Leading Authority on Work Stress and Author of Show Stress Who’s Boss!, this ultimate workplace bullying and harassment training resource is for trainers, HR professional and Managers.
This authoritative training resource is for your adaption and use today!
Download immediately: http://bit.ly/TEP0UH
Harassment is a form of employment discrimination that violates our Civil Rights an disturbs our professional and life performance.
Harassment is unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.
It can happen through negative actions and inflict an individual or a specific group of people.
And such conduct to be considered unlawful, it must create a work environment that would be intimidating, hostile, or offensive to reasonable people.
We have prepared a presentation to discuss this important subject, that affects us in some stages of our professional life.
What is Harassment
What is Workplace Bullying
Look at some statistics
Implications on the workplace
Responsibilities of employers/supervisors
Legal Obligations
Minimizing the Risk
Assessment Task
Here, the country's rising star in multifaceted trainings and speaking engagements; Mr. Myron Sta. Ana, talks about Sexual Harassment in the Philippine Workplace according to the provisions of Republic Act No. 7887 or otherwise known as the Anti-Sexual Harassment Act of 1995, which was his topic during his talk for the 3rd and 4th year Business Administration students of Miriam College in Quezon City, Philipppines.
Submission on online violence against women for ohchr by rayznewsShreedeep Rayamajhi
This report is submitted to the OHCHR the Special Rapporteur Ms. Dubravka Šimonović the Special Rapporteur on violence against women addressing new challenges brought by online violence against women to prevention, protection, prosecution and redress for such acts. decided to address in her thematic work new challenges brought by online violence against women to prevention, protection, prosecution and redress for such acts.
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.,
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
Empowerment of women and Legal Provision
Dr. Vibhuti Patel,
Director, PGSR & Professor & Head,
Department of Economics, SNDT Women’s University,
Churchgate, Mumbai-400020.
E-mail- vibhuti.np@gmail.com Phone-91-022-26770227, mobile-9321040048
The constitutional guarantees for empowerment of women
The constitutional guarantees for empowerment of women are as follows:
Fundamental Rights ensure empowerment of women thro’
Article 14- equal rights and opportunities for men and women in the political, economic and social sphere
Article 15- prohibition of discrimination on the grounds of sex, religion, caste etc
Article 15(3)- empowers the State to take affirmative measures for women
Article 16- provides for equality of opportunities in the matter of public appointments
The directive Principals ensure empowerment of women thro’
• Article 39- enjoins the state to provide an
– adequate means of livelihood to men and women and
– Equal pay for equal work
– Article 42- State to ensure the provision for just and humane condition of work and maternity relief.
• Fundamental duties
• Article 51v (A) (e) - fundamental duty on every citizen to renounce the practices derogatory to the dignity of women.
• Financial Accountability
• Article 151- reports relating to the accounts of the Union and states to be prepared and placed before the Parliament and State legislatures respectively.
Articulation of the demands and alternatives suggested by the women’s movement constantly refer to the Fundamental Rights in the Constitution of India such as
Article 14- equal rights and opportunities for men and women in the political, economic and social sphere
Article 15- prohibition of discrimination on the grounds of sex, religion, caste etc
Article 15(3) that empowers the State to take affirmative measures for women
Article 16 that provides for equality of opportunities in the matter of public appointments
When the government of India signed the UN charter on Equality, Development and Peace in 1975, the process of gender audit in the governance got an official stamp. In 1976, the Equal Remuneration Act was enacted to provide equal opportunities, equal treatment and equal wages for work of similar nature. NGOs have been consistently doing public scrutiny of Maternity Benefit Act, 1961 and specific provisions for women in general labour laws, The Factories Act, 1948 – Section 34 provides that the State government can lay down rules prescribing weights that may be carried by men and women, The Contract Labour (Abolition and Regulation) Act and Rules- that separate provision of utilities for women and fixed working hours.
Though these laws have proper implementation mechanisms, there is no provision for monitoring the effect of these laws on women. Allowance for special provisions for women have often proven to be detrimental to their employment opportunities. Participation of workingwomen in the decision-making processes in the industrial and agrarian relations is abysmally low. Women’s access to legal service largely remains inadequate in spite of the legal service Act, 1987.
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
03062024_First India Newspaper Jaipur.pdfFIRST INDIA
Find Latest India News and Breaking News these days from India on Politics, Business, Entertainment, Technology, Sports, Lifestyle and Coronavirus News in India and the world over that you can't miss. For real time update Visit our social media handle. Read First India NewsPaper in your morning replace. Visit First India.
CLICK:- https://firstindia.co.in/
#First_India_NewsPaper
27052024_First India Newspaper Jaipur.pdfFIRST INDIA
Find Latest India News and Breaking News these days from India on Politics, Business, Entertainment, Technology, Sports, Lifestyle and Coronavirus News in India and the world over that you can't miss. For real time update Visit our social media handle. Read First India NewsPaper in your morning replace. Visit First India.
CLICK:- https://firstindia.co.in/
#First_India_NewsPaper
role of women and girls in various terror groupssadiakorobi2
Women have three distinct types of involvement: direct involvement in terrorist acts; enabling of others to commit such acts; and facilitating the disengagement of others from violent or extremist groups.
01062024_First India Newspaper Jaipur.pdfFIRST INDIA
Find Latest India News and Breaking News these days from India on Politics, Business, Entertainment, Technology, Sports, Lifestyle and Coronavirus News in India and the world over that you can't miss. For real time update Visit our social media handle. Read First India NewsPaper in your morning replace. Visit First India.
CLICK:- https://firstindia.co.in/
#First_India_NewsPaper
Welcome to the new Mizzima Weekly !
Mizzima Media Group is pleased to announce the relaunch of Mizzima Weekly. Mizzima is dedicated to helping our readers and viewers keep up to date on the latest developments in Myanmar and related to Myanmar by offering analysis and insight into the subjects that matter. Our websites and our social media channels provide readers and viewers with up-to-the-minute and up-to-date news, which we don’t necessarily need to replicate in our Mizzima Weekly magazine. But where we see a gap is in providing more analysis, insight and in-depth coverage of Myanmar, that is of particular interest to a range of readers.
In a May 9, 2024 paper, Juri Opitz from the University of Zurich, along with Shira Wein and Nathan Schneider form Georgetown University, discussed the importance of linguistic expertise in natural language processing (NLP) in an era dominated by large language models (LLMs).
The authors explained that while machine translation (MT) previously relied heavily on linguists, the landscape has shifted. “Linguistics is no longer front and center in the way we build NLP systems,” they said. With the emergence of LLMs, which can generate fluent text without the need for specialized modules to handle grammar or semantic coherence, the need for linguistic expertise in NLP is being questioned.
31052024_First India Newspaper Jaipur.pdfFIRST INDIA
Find Latest India News and Breaking News these days from India on Politics, Business, Entertainment, Technology, Sports, Lifestyle and Coronavirus News in India and the world over that you can't miss. For real time update Visit our social media handle. Read First India NewsPaper in your morning replace. Visit First India.
CLICK:- https://firstindia.co.in/
#First_India_NewsPaper
‘वोटर्स विल मस्ट प्रीवेल’ (मतदाताओं को जीतना होगा) अभियान द्वारा जारी हेल्पलाइन नंबर, 4 जून को सुबह 7 बजे से दोपहर 12 बजे तक मतगणना प्रक्रिया में कहीं भी किसी भी तरह के उल्लंघन की रिपोर्ट करने के लिए खुला रहेगा।
Future Of Fintech In India | Evolution Of Fintech In IndiaTheUnitedIndian
Navigating the Future of Fintech in India: Insights into how AI, blockchain, and digital payments are driving unprecedented growth in India's fintech industry, redefining financial services and accessibility.
हम आग्रह करते हैं कि जो भी सत्ता में आए, वह संविधान का पालन करे, उसकी रक्षा करे और उसे बनाए रखे।" प्रस्ताव में कुल तीन प्रमुख हस्तक्षेप और उनके तंत्र भी प्रस्तुत किए गए। पहला हस्तक्षेप स्वतंत्र मीडिया को प्रोत्साहित करके, वास्तविकता पर आधारित काउंटर नैरेटिव का निर्माण करके और सत्तारूढ़ सरकार द्वारा नियोजित मनोवैज्ञानिक हेरफेर की रणनीति का मुकाबला करके लोगों द्वारा निर्धारित कथा को बनाए रखना और उस पर कार्यकरना था।
ys jagan mohan reddy political career, Biography.pdfVoterMood
Yeduguri Sandinti Jagan Mohan Reddy, often referred to as Y.S. Jagan Mohan Reddy, is an Indian politician who currently serves as the Chief Minister of the state of Andhra Pradesh. He was born on December 21, 1972, in Pulivendula, Andhra Pradesh, to Yeduguri Sandinti Rajasekhara Reddy (popularly known as YSR), a former Chief Minister of Andhra Pradesh, and Y.S. Vijayamma.
ys jagan mohan reddy political career, Biography.pdf
Prevention of Sexual Harassment at Workplace and criminal prosecution for sexual harrasment
1. Prevention and Prohibition
of
Sexual Harassment of Women
at
Workplace and Criminal prosecution for
Sexual Harassment
Rohit Naagpal, M.Com. LL.B. & Rahul Chopra
M/S Kaizen Lex Advisors
Attorneys-at-Law
www.kaizenlex.com
2. HISTORICAL BACKGROUND
UN’s activity and international cooperation in the field of human rights has resulted in
covenants, conventions and several recommendations incorporating the principles
and norms of human rights. One of such conventions provides for eliminating
discrimination against women. India is a party and a signatory to this Convention on
Elimination of All Forms of Discrimination against Women (CEDAW). Article 11 of the
CEDAW requires the State Parties to take appropriate measures to eliminate
discrimination against women in the field of employment. The idea is that the
equality in employment can be seriously impaired if women are subjected to gender
specific violence, such as sexual harassment at the workplace.
The Supreme Court of India issued certain guidelines in a landmark judgment of
Vishakha v. State of Rajasthan (1997) 6 SCC 241 and has also reaffirmed that sexual
harassment is a form of discrimination against women and violates the Constitutional
right to equality. These guidelines are now replaced by the Sexual Harassment of
Women At Workplace (Prevention, Prohibition And Redressal) Act, 2013 which has
come into effect on 22nd
April 2013.
3. AIM
The Act has been passed with an aim to provide protection
against any kind off Sexual harassment of women at
workplace and for the prevention and redressal of complaints
of sexual harassment and for matters connected therewith
and incidental thereto.
4. To Safeguard Women from sexual violence and protect
their fundamental right to equality under Article 14 & 15
of the Constitution and right to life and to live with
dignity under Article 21 of the Constitution and the right
to practice any profession or to carry on any occupation,
trade or business which includes a right to safe
environment free from sexual harassment.
5. What is Sexual Harassment ?
Section 2 (n) of the Act defines ;-
Sexual Harassment means any one or more of the following unwelcome
acts or behaviour whether directly or impliedly :
I. Any unwanted Physical contact and advances; or
II. Any demand or request for sexual favours; or
III. making sexually coloured remarks; or
IV. showing pornography; or
V. any other unwelcome physical, verbal or non-verbal conduct of sexual
nature.
6. NOTE : WHETHER DIRECTLY OR BY IMPLICATION
SEXUAL
HARASSMENT
Section 2(n)
Request for
sexual favours
Showing
Pornography
Unwelcome
Physical, Verbal
or Non-verbal
Conduct
Physical Contact &
Advances
Sexually Coloured
Remarks
7. AGGRIEVED WOMAN
Section 2 (a) (i) & (ii)
In Relation
to
Workplace
Unemployed
woman of any
age
Employed
woman of any
age
Who alleges to have been
subjected to any act of sexual
harassment by the respondent
In Relation
to
Dwelling
House
Woman of any
age, employed in
such a dwelling
place or house
8. WORKPLACE
Section 2(o)
Owned, Controlled wholly
or substantially financed
directly or indirectly by the
govt. or local authority or
corporation or co-
operative society
Department Organisation
Undertaking
Establishm
ent
Enterpris
e
Institu
tion
Hospitals or
Nursing homes
Residential or
Non- residential
During the
course of
employment
transpor
tation
place
visited by
the
employee
a dwelling
place or a
house
Unorganized
sector
Any private organization,
venture, undertaking,
enterprise, institution,
establishment, society, trust,
non-governmental
organization, unit or service
provider carrying on
commercial
professio
nal
vocation
al
educati
onal
indust
rial
Health
service
Financial
activities
including
productio
n
supply
sale &
distribu
tion
Sports institute, Stadium,
Sports complex, Games
venue for training sports
and other activities
relating thereto
11. HOSTILE WORKING
ENVIRONMENT
Sexist remarks
Posting pictures
of pornography
Derogatory terms
with sexual
connotations
Intimidating work
environment
Allowing frequent
physical contact
even when not
sexual
Dirty jokes at
workplace where all
employees can hear
them
Obscene
graffiti
13. DUTY OF THE EMPLOYER IN WORKPLACES
In Vishakha v. State of Rajasthan, the Supreme Court directed
that it shall be the duty of every employer or other significant
persons in workplaces or other institutions to prevent or deter
the commission of acts of sexual harassment and to devise a
procedure for the settlement or prosecution of acts of sexual
harassment by taking effective steps;
14. EMPLOYER’S DUTIES UNDER SECTION 19 OF THE ACT
1. provide a safe working environment at the workplace including safety from the persons coming into
contact at the workplace.
2. display at any conspicuous place in the workplace, the penal consequences of sexual harassments.
3. sensitise the employees with the provisions of the Act by organizing workshops and awareness
programmes and orientation programmers for the members of the internal committee.
4. facilitate the Internal Committee or the Local Committee , for dealing with the complaint and
conducting an inquiry.
5. provide assistance in securing attendance of respondent and witness before the committee.
6. make available such information to the Internal Committee as may be required with regard to the
complaint.
7. provide assistance to the aggrieved woman.
8. cause to initiate action under Indian Penal Code,1860 or any other law for the time being in force
against the perpetrator
9. cause to initiate action against the perpetrator where the perpetrator is not an employee, in the
workplace at which the incident took place.
10. monitor timely submission of reports by the Internal Committee.
15. DISTRICT OFFICER’S DUTIES UNDER SECTION 20 OF
THE ACT
There are two main obligations of a District officer and they are-
I. He shall monitor the timely submission of reports furnished by the Local
Committee.
II. He shall also take measures as may be necessary for engaging non-governmental
organizations for creation of awareness on sexual harassment and the rights of the
women.
ADDITIONAL DUTY OF AN EMPLOYER UNDER SECTION 22 OF THE ACT TO
INCLUDE INFORMATION IN ANNUAL REPORT
I. The employer of any organisation is under a statutory obligation to prepare an
annual report and include in that report, the total number of cases/complaints of
sexual harassment filed with him and how they have been disposed of under the
scheme of the Act.
II. In case no such annual report was required to be prepared, the employer shall
intimate the number of cases/complaints , to the District Officer.
16. COMPLAINTS
COMMITTEE
Internal
Complaints
Committee
Local Complaints
Committee
Presiding
officer
(Woman)
Not less than two
members from
employees committed
to cause of women
one member from non-
govt. organisations or
associations or person
committed to the cause of
women
½ of total
members
(Women)
At district
level
Chairperson
(Woman)
one member working
in block, taluka, tehsil
or municipality
(Woman)
two members
one is woman
amongst non-
governmental
organisations,
associations and
persons committed
to cause of women
EMPLOYER DISTRICT OFFICER
17. COMPLAINT MECHANISM
Complaint of Sexual Harassment u/s 9 of the Act
• Complaint of sexual harassment at workplace must be made by an aggrieved woman and
the same should be in writing and be specific against the harasser;
Provided where an aggrieved woman is not capable of making a complaint in writing, in such
a case, the presiding officer or the chairperson, as the case may be, provide assistance to
the woman for making the complaint.
• Complaint should be made to the Internal Committee, if so constituted or the Local
Committee if not so constituted.
• It should be made within three months from the date of incident or within three months
from the date of last incident in case of series of incidents.
Provided also that the Internal Committee or the Local Committee may extend the time limit
not exceeding three months, if it is satisfied that there existed such circumstances as would
prevent a woman from filing a complaint within the said period.
• In case if the aggrieved woman is not capable of making a complaint on account of physical
incapacity or death or otherwise, her legal heir may make a complaint.
18. CONCILIATION
under section 10 of the Act
• The Internal Committee or the Local Committee before making an inquiry in the
following section, may, at the specific request of the aggrieved woman take steps
to make settlement between her and the respondent through conciliation.
• No monetary settlement be made for the purpose of conciliation.
• If a settlement is arrived at, the Internal or the Local Committee, as the case may
be, record such settlement and forward with recommendation to the employer or
the District Officer to take action as specified.
• The Committee shall provide the copies of the settlement so arrived and recorded
to the aggrieved woman and the respondent.
• No further inquiry is required if a settlement is arrived under this section.
19. INQUIRY INTO COMPLAINT
under section 11 of the Act
• If the Internal or the Local Committee, fails to make effective conciliation under
section 10 of the act, it shall, where the respondent is an employee, in accordance with
the provisions of the service rules, make an inquiry into the complaint and if no such
service rules exist, in such manner as may be prescribed.
• Where both the parties are employees, they shall be given a fair opportunity of being
heard and a copy of the findings made during the course of inquiry be submitted to
both the parties enabling them to make representations against such findings before
the Committee.
• If any term or condition of the settlement arrived at under sub-section (2) of section 10
is not complied with by the respondent, then in such a case, the Internal or the Local
Committee shall make an inquiry into the complaint and forward it to the police.
• The inquiry under this section shall be completed within a period of 90 days.
20. Inquiry u/s 11 the Act into the Complaint by a
Domestic Worker .
• As per section 2 (b)(ii)(e) a domestic worker is any woman employed to do the
household work in any household for remuneration, whether in cash or in kind,
either directly or through any agency on a temporary, permanent, part time or full
time basis, but does not include any member of the family of the employer;
• In case of a domestic worker, if a prima facie case exist, the Local Committee
shall, forward the complaint to the police, within a period of 7 days for registering
a complaint under section 509 of the Indian Penal Code (45 of 1860), and any
other relevant provisions of the said code where applicable.
21. Powers of the Committee
The Internal or the Local Committee, as the case may be, has the same powers as
vested in a civil court under the Civil Procedure Code,1908 while trying a suit.
Summoning &
enforcing attendance
of any person
examination of a
person on oath requiring the
discovery of
documents
requiring production
of documents
POWERS OF
COMMITTEE
u/s 11(3)
22. COMPLETION OF INQUIRY / INQUIRY REPORT U/s 13 of the Act
• Once the inquiry is completed, the Internal or the Local Committee, as the case
may be, provide a report of its findings to the employer or the District Officer
within 10 days from the date of completion of inquiry.
• If the Committee arrives at a conclusion that the allegations against the
respondent are false or have not been proved, it shall recommend the employer
and the District Officer not to take any action.
• If the Committee concludes that the allegation against the respondent has been
proved, it shall recommend the employer or the District Officer, as the case may
be-
I. To take action against sexual harassment under the service rules and in absence of
service rules, in such manner, as may be prescribed;
II. To deduct from the salary of or wages of the respondent such sums as may be
appropriate to be paid to aggrieved woman or to her legal heirs.
• The employer or the District Officer shall act upon the recommendations within 60
days of its receipt by him.
23. MALICIOUS/FALSE
COMPLAINT
u/s 14
Complainant/ witness
etc. alleging falsely be
punished acc. to the
services rules
Mere inability to
substantiate a
complaint will attract
no liability
An enquiry to be
conducted before
establishing malicious
intent
24. FACTORS DETERMINING COMPENSATION
Mental trauma, pain, suffering and emotional distress caused to the
aggrieved woman;
Any Loss in career opportunity due to the incident of sexual harassment;
Any Medical expenses incurred by the victim of physical and mental
abuse;
The income and the financial status of the respondent ;
Feasibility of such payment in lump sum or in installments.
25. PROHIBITION OF PUBLICATION AND DISCLOSURE OF
IDENTITY
under section 16
• The Act prohibits publication of the contents of complaint, identity, addresses of
the aggrieved woman, respondent, witnesses and any information relating to
conciliation or inquiry proceedings or an action taken by the employer or the
District Officer.
• Information regarding justice secured to any victim of sexual harassment may be
disseminated without disclosing the name, address, identity or any other
particulars relating to that victim.
26. NON-COMPLIANCE BY THE EMPLOYER U/S 26
OF THE ACT.
If an employer fails to comply with the provisions of this act, he shall be
punishable with fine which may extend to 50000/- (Fifty Thousand Rupees Only).
If an employer, recommits an offence punishable under this Act or is convicted of
the same offence again, then he shall be liable to the twice the punishment, which
might have been imposed on his first conviction and also cancellation of his licence
or the registration as may be required to carry on his business or activity.
27. Power of Government to make Rules u/s 22 of
the Act
The Central Government is empowered to make rules for carrying out the provisions
of this Act by notifying in the Official Gazette which shall be notified soon
28. CONCLUSION
This Act has been formulated for the prevention of any kind of Sexual
Harassment , with noble aim of detection and punishing of the same at the very
first instance and same if effectively implemented will help in reducing the acts
sexual violence/ exploitation of women at the workplace by imposing deterrent
effects on the perpetrators by imbibing penal provisions.
The enactment also provides for the effective enforcement of the basic human
right of gender equality and guarantee against sexual harassment at workplaces.
______________________
29. Besides the civil remedy in case of Sexual Harassment of
women discussed all above, following are the other penal
provisions for perpetrators of Harassment.
• The Indecent Representation of Women (Prohibition) Act (1987).
It is an Act to prohibit indecent representation of women through advertisements or
in publications, writings, paintings, figures or in any other manner and for matters connected
therewith or incidental thereto.
Main purpose of the legislation and also the wrong that it is intended to prevent and punish.
Section 3 specifically prohibits publication of any sort of advertisement which contains
indecent representation of women as for instance; pornographic image or video, etc. and
thereby, harasses women.
Section 4 prohibits publication or sending by post of books, pamphlets, etc. containing
indecent representation of women.
30. Section 6 on the other hand imputes criminal liability on the harasser by making it punishable
with imprisonment which may extend to two years and with fine which may extend to two
thousand rupees on the first conviction and in the event of a second or subsequent
conviction with imprisonment for term of not less than six months but which may extend to
five years and also with a fine not less than ten thousand rupees but which may extend to
one lakh rupees.
31. THE INDIAN PENAL CODE, 1860
• Sections 354, 376 & 509 are the penal provisions relating to crime
against women
• Section 354 of the Act says that whoever assaults or uses a criminal force to any woman with
an intention of outraging her modesty or with a prior knowledge that his act is certain to
outrage the modesty of the woman commits an offence under this section and is liable to be
punished with an imprisonment of either description for a term which may extend to two
years, or with fine, or with both.
• Section 376 provides punishment for rape of a woman and the punishment is imprisonment
for a term which shall not be less than 7 years and may extend for life or for a term which
may extend for 10 years and shall also be liable to fine unless the woman raped is his own
wife and is not under twelve years of age, in which case, he shall be punished with
imprisonment of either description for a term which may extend to two years or with fine or
with both.
32. Section 509. Word, gesture or act intended to insult the modesty of a woman.--Whoever,
intending to insult the modesty of any woman, utters any word, makes any sound or gesture,
or exhibits any object, intending that such word or sound shall be heard, or that such gesture
or object shall be seen, by such woman, or intrudes upon the privacy of such woman, shall be
punished with simple imprisonment for a term which may extend to one year, or with fine, or
with both.
33. Amendments in Indian Penal Code
Recent Amendment has recognized very important acts as offences and has
incorporated them into the Indian Penal Code,1860. These are :-
1. Section 326A is a new section which has been added into the IPC and is aimed at
punishing the offence of acid throwing or acid attack. It is a gender neutral offence and has
been made cognizable and non-bailable and is triable by the Court of Session. This section
requires that there should be a voluntary causing of grievous hurt by use of acid, etc.
Punishment- Imprisonment for not less than 10 years but which may extend to
imprisonment for life and fine to be paid to the victim.
2. Section 326B also added which says that if a person voluntarily throws or attempts to throw
acid, then an offence under this section is committed and is punished with an imprisonment
for 5 years and which may extend to 7 years and with fine. This offence is also cognizable,
non-bailable and triable by the Court of Session.
34. 2. Section 354A a new section is added as it defines and punishes acts of sexual harassment
is aimed at the prevention and prohibition of sexual harassment of women.
Following are the ingredients of offence of sexual harassment under this section :
I. physical contact and advances involving unwelcome and explicit sexual overtures; or
II. a demand or request for sexual favours; or
III. making sexually coloured remarks; or
IV. forcibly showing pornography; or
V. any other unwelcome physical, verbal or non-verbal conduct of sexual nature.
Punishment- Imprisonment which may extend to 3 years or with fine or with both in case of
sexual harassment of nature of unwelcome physical contact and advances or demand or
request for sexual favours, showing pornography or;
Imprisonment which may extend to 1 year or with fine or with both in case of sexual
harassment of the nature of making sexual colored remarks.
This offence is cognizable but bailable unlike under section 354 of the IPC,1860.
35. 4. Section 354B punishes an act which is committed with an intent to disrobe a woman. Assaults
or use of criminal force to any woman or abetment of such act with the intention of disrobing
or compelling her to be naked is made punishable with an imprisonment of not less than 3
years but which may extend to 7 years and with fine. The offence under this clause is again
cognizable but non-bailable.
5. Section 354C defines and punishes Voyeurism. It says watching or capturing a woman in
“private act”, which includes an act of watching carried out in a place which, in the
circumstances, would reasonably be expected to provide privacy, and where the victim's
genitals, buttocks or breasts are exposed or covered only in underwear; or the victim is using a
lavatory; or the person is doing a sexual act that is not of a kind ordinarily done in public
amounts to voyeurism.
Punishment- ( I ) In case of first conviction, imprisonment of not less than 1 year, but which
may extend to 3 years, and with fine. The Offence is bailable.
( ii ) In case of second or subsequent convictions, imprisonment of not less than 3 years,
but which may extend to 7 years, and with fine. The offence is non-bailable.
36. 6. Section 354D defines the offence of stalking:-
To follow a woman and contact, or attempt to contact such woman to foster personal interaction
repeatedly despite a clear indication of disinterest by such woman; or monitor the use by a woman of
the internet, email or any other form of electronic communication. There are exceptions to this
section which include such act being in course of preventing or detecting a crime authorised by State
or in compliance of certain law or was reasonable and justified.
Punishment- ( I ) In case of first conviction, imprisonment up to 3 years and with fine. The offence is
cognizable but bailable.
( ii ) In case of second or subsequent convictions, imprisonment up to 5 years or with fine. The
offence is cognizable but non-bailable.
37. RAPE (SECTION 375 ) NOW HAS A WIDER DEFINATION AND INCLUDE
SEXUAL ASSAULT.
Changes in the definition of rape under section 375 of the IPC,1860:-
The word rape has been replaced with sexual assault in Section 375.
Now penetration other than penile penetration is an offence under this section.
The definition of sexual assault is gender neutral in some aspect, with acts like
penetration of penis, or any object or any part of body to any extent, into the vagina,
mouth, urethra or anus of another person or making another person do so, apply of
mouth or touching private parts constitutes the offence of sexual assault.
penetration now means penetration to any extent, and lack of physical resistance is
immaterial for constituting this offence.
38. A new section 376A has been added which states that if a person committing the
offence of sexual assault, "inflicts an injury which causes the death of the person or
causes the person to be in a persistent vegetative state, shall be punished with
rigorous imprisonment for a term which shall not be less than twenty years, but which
may extend to imprisonment for life, which shall mean the remainder of that
person’s natural life, or with death”.
In gang rape cases, persons involved regardless of their gender shall be punished
with rigorous imprisonment for a term which shall not be less than twenty years,
but which may extend to life and shall pay compensation to the victim which
shall be reasonable to meet the medical expenses and rehabilitation of the victim.
The age of consent in India has been increased to 18 years, which means any
sexual activity irrespective of presence of consent with a woman below the age of
18 will constitute statutory rape.
39. Only in certain aggravated situations, punishment will be imprisonment of not less
than seven years but which may extend to imprisonment for life and shall also be liable
to fine else, in aggravated situations, punishment will be rigorous imprisonment for a
term which shall not be less than ten years but which may extend to imprisonment for
life, and shall also be liable to fine.