This document discusses sexual harassment of women in the workplace in India. It begins by outlining the objectives of presenting on this topic, which are to examine the severity of the problem, flaws in the current system, and possible solutions. It then reviews relevant laws in India related to sexual harassment and women's rights, including provisions in the Constitution, the Indian Penal Code, Vishakha Guidelines, and the Protection of Women Against Sexual Harassment at Workplace Bill of 2010. The document concludes by noting that a lack of political will and failure of democratic institutions have hindered resolving this issue, and that comprehensive enforcement of protections laws combined with societal attitude changes are needed to adequately address the problem.
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
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 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 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
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 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 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
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
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
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).
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.
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
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
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
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).
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.
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.
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.
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
This Presentation describes various enactments relating to Women Empowerment including provisions of Indian Constitution. This also covers Protection of Human Rights of Children and Weaker sections of the Community.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
We all have good and bad thoughts from time to time and situation to situation. We are bombarded daily with spiraling thoughts(both negative and positive) creating all-consuming feel , making us difficult to manage with associated suffering. Good thoughts are like our Mob Signal (Positive thought) amidst noise(negative thought) in the atmosphere. Negative thoughts like noise outweigh positive thoughts. These thoughts often create unwanted confusion, trouble, stress and frustration in our mind as well as chaos in our physical world. Negative thoughts are also known as “distorted thinking”.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
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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Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
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Seminar presentation
1. SEXUAL HARASSMENT OF WOMEN AT WORKPLACE IN INDIA ASHALIKA PANDEY ID NO. 465 LLM 1ST YEAR HUMAN RIGHTS
2.
3. Efficacy as well as the limitations of “The Protection of Women against Sexual Harassment at Work Place Bill ,2010”
4. 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.Presentation Objectives
5.
6. To find out the flaws in present system which failed to address the malignancy.
7. To find out the possible cure for the malignancy . Research Problems
8. Research Questions What are the existing laws that speak about the status of women particularly at workplace? Is there any law to protect the harassment of women at workplace? If yes, then are they adequate or not ? What was the need for supreme court to lay down the guidelines in the Vishakha case? Do we really need any special enactment to prevent sexual harassment of women at workplace? Do we need modification in the Protection of Women Against Sexual Harassment at Workplace Bill 2010?
9.
10. Complete enforcement of protection laws coupled with specialized machineries, agencies as well as radical change in attitudeof society will address the solution. Hypotheses
11. According to The Protection of Women Against Sexual Harassment at Work Place Bill, 2010 (same as laid down in Vishaka’s case) : Sexual Harassment at work place includes unwelcome sexually determined behaviour such as- physical contact and advances; demand or request for sexual favours; sexually coloured remarks; showing pornography; any other unwelcome physical, verbal or non-verbal conduct of sexual nature. What is Sexual Harassment?
12. Indian Constitution. Indian Penal Code,1860. The Protection of Women Against Sexual Harassment at Work Place Bill, 2010. Law of Torts. Vishaka’s Judgment Guidelines. Relevant Laws :
13. Sexual Harassment and Indian Constitution Fundamental Rights Art.14: Equality before law Art. 15: Right to non-discrimination Art.15(1): The State shall not discriminate against any citizen on grounds only of religion, race, caste, sex, place of birth or any of them Art. 15(3):The State shall make any special provision in favour of women and children
14. Art. 16(1): Right to equal opportunities in employment to any office under the state Art. 16(2): No citizen shall, on grounds only of religion, race, caste, sex, descent, place of birth, residence or any of them, be ineligible for, or discriminated against in respect of, any employment or office under the State. Art. 19(1)(g): Right to practice any profession or to carry out any occupation, trade or business. Art. 21: Right to life. Art. 32 : Remedies for enforcement of right. Contd…
15.
16. S. 294 deals with obscene acts and songs at public place. S. 354 deals with assault or criminal force against women. S.376 deals with rape. S. 509 deals with uttering words or making gestures which outrages a women’s modesty. Sexual Harassment and IPC
18. 1) If a person harasses another by showing books, photographs, paintings, films etc. containing indecent representation of women then he will be liable with minimum 2yrs. imprisonment.2) Section 7 of this act punishes companies, if there is indecent representation of women like showing pornography. Indecent Representation of Women, Act (1997).
19.
20. As stated by Supreme Court, these guidelines are applicable to: (a) The employer or other responsible persons or other institutions to prevent sexual harassment and to provide procedures for the resolution of complaint. (b) Women who either draw a regular salary, receive an honorarium, or work in a voluntary capacity in the organized sector come under the purview of these guidelines. Contd…
21. a)Express prohibition of Sexual Harassment must be notified, published and circulated. b)Government/ PSUs Rules/ Regulations forconduct/ discipline must include rules/regulations prohibiting Sexual Harassment andprovide for appropriate penalties against theoffender. 2. Preventive Steps (as laids down in Vishakha case) :
22. d) Provision should be made for appropriate work conditions for women. e) Inclusion of prohibition of sexual harassment in the standing orders the Industrial Employment (Standing Order) act, 1946 by the private employers. Contd…
23. Initiate criminal proceeding under IPC if such conduct amounts to specific offence under IPC or any other law. Ensure prevention of victimization and discrimination of victims and witnesses. Provide optional transfer, if the victim feels necessary. ( intrime 3. Criminal Proceeding
24. Where such conduct amounts to misconduct in employment, appropriate disciplinary action should be initiated by the employer. 4.Initiate disciplinary proceeding
25.
26. Headed by women. Not less than the half members should be women. Includes a third party/NGO. 6.Complaint Committee
27. Employees should be allowed to raise issues of Sexual Harassment at workersmeetings, employer and employeemeetings & other forums. 7. Worker’s Initiative
28. Create awareness of the rights of female employees to be created at workplace. Notified guidelines in suitable manner. 8. Awareness
29. Necessary steps to be taken by the employer to assist the victim in terms of support and preventive action. 9. Third Party Harassment
30. 10. Central and State government to adopt suitable measure including legislation to ensure these guidelines are also observed by employers in PRIVATE SECTOR. 11. These guidelines will not prejudice any rights available under Protection of Human Rights Act, 1993
31. The Protection of Women Against Sexual Harassment at Work Place Bill, 2010
32. Defines : Sexual Harassment at work place. Creates a mechanism for redressal of complaints. Provide safeguards against false and malicious charges. Complaint committee: - Local complaint committee. - Internal complaint committee. Penalties for employers. Complaint committees: Power of civil court. Complaint committees: space for conciliation. Highlights of the Bill
33. No clear demarcation of the jurisdiction, composition and functions of the committees. No provision to protect the men from sexual harassment. Exclusion of the cases of Domestic Workers. Action against the complainant in case of a false or malicious complaints. Issues in the Bill 2010 : Need for amendment
34. The Bill doesn’t speak about mandatory compensations to victims of sexual harassment. Contd..
35. The apathy of government to deal with the issue of sexual harassment at workplace categorically implies the lack of political will as well as the failure of organs of government to address the issue. The existing legal framework is not comprehensive and there is difficulty in access to justice for the victims and this can be addressed only by complete enforcement of protection laws coupled with addition of specialized machineries, agencies as well as a radical change in the mindset of society towards women issues will address the problem adequately. CONCLUSIONS
36.
37. Contd.. State support to victims of sexual harassment. Creation of department of public awareness for women to promote interaction between women citizens and the state. Creation of a Monitoring agency to ensure enforcement of the legislation intended to protect and promote the rights and interests of women. Positive contribution from the media.