Latest update including the recent amendments with detailed notes explains what, why and how to implement in workforce. Create anti- sexual harassment policy
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
Sexual Harassment of Women at Workplace Act, 2013 (POSH Act)CS Jigar Shah
Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 also known as POSH Act is one of the important legislation and compliance is mandatory for almost every organisation in India be it Company, Sole Proprietorship or LLP. In this PPT we try to cover basic compliance of law for the easier understand. To read Act, please click on http://bit.ly/2EFkBEo
The law has been passed in order to protect the women from sexual harassment and help her have a safe working environment.
The ACT is meant to save women only unlike in other countries where they have sexual harassment ACT to protect all. We think a lot of improvements need to be taken care in the act. It is more like the beta version.
The Act puts additional burden on the employer. Non compliance of the act shall attract monetary penalty and might even lead to closure of business.
Do read the our views slide on the last page.
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.
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
Sexual Harassment of Women at Workplace Act, 2013 (POSH Act)CS Jigar Shah
Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 also known as POSH Act is one of the important legislation and compliance is mandatory for almost every organisation in India be it Company, Sole Proprietorship or LLP. In this PPT we try to cover basic compliance of law for the easier understand. To read Act, please click on http://bit.ly/2EFkBEo
The law has been passed in order to protect the women from sexual harassment and help her have a safe working environment.
The ACT is meant to save women only unlike in other countries where they have sexual harassment ACT to protect all. We think a lot of improvements need to be taken care in the act. It is more like the beta version.
The Act puts additional burden on the employer. Non compliance of the act shall attract monetary penalty and might even lead to closure of business.
Do read the our views slide on the last page.
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.
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).
Safety of women is of utmost importance in our society, be it personal space or professionalspace. To ensure their safety, it is vital to make them aware of their vulnerability to sexualharassment in their surroundings.
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.
However, a large chunk of Government and private workforce is still in the dark about theprovisions and effectiveness of the statute. It is more likely that when the problem is notaddressed, the harassment will get worse resulting in attrition of women workforce and manyother negative impacts.
There have also been scenarios where despite men being innocent, have been booked underPOSH by women just to satisfy of their personal vendetta.
IC Members should be given a thoroughunderstanding of redressal process and hence theyshould be well equipped with the knowledge of the said law.
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. How to deal with diversity at workplace. Conducting enquiry in compliant cases. Equitable justice. Vishaka Judgement and development thereafter.
The Sexual Harassment of Women at Workplace Act, 2013Mayur D. Chauhan
It gives a gist of all the things that come into picture when it comes to women safety.
By - Advocate Rajendra P. Parkar
Assisted By - Mayur D. Chauhan
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.,
How to prevent workplace sex harrasment . by dr alka arup mukherjee secretary...alka mukherjee
Vishakha V State of Rajasthan & Ors AIR 1997 SC 3011
• Duty of the Employer or other responsible persons in work places and other institutions to prevent or deter the commission of acts of sexual harassment and to provide the procedures for the resolution, settlement or prosecution of acts of sexual harassment by taking all steps required.
• All employers or persons in charge of work place whether in the public or private sector should take appropriate steps to prevent sexual harassment including the following:
o Express prohibition of sexual harassment at the work place should be notified, published and circulated in appropriate ways.
o The Rules/Regulations of Government and Public Sector bodies relating to conduct and discipline should include rules/regulations prohibiting sexual harassment and provide for appropriate penalties in such rules against the offender.
o As regards private employers steps should be taken to include the aforesaid prohibitions in the standing orders under the Industrial Employment (Standing Orders) Act, 1946.
o
Prevention of Sexual Harassment at Workplace in IndiaAdv Rajasekharan
The presentation provides an overview of "the Provisions of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act" & its rules.
The law came into force on 9th December 2013, replacing Supreme Court's Vishaka Guidelines 1977. (Updated this presentation on 22 April 2014).
Safety of women is of utmost importance in our society, be it personal space or professionalspace. To ensure their safety, it is vital to make them aware of their vulnerability to sexualharassment in their surroundings.
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.
However, a large chunk of Government and private workforce is still in the dark about theprovisions and effectiveness of the statute. It is more likely that when the problem is notaddressed, the harassment will get worse resulting in attrition of women workforce and manyother negative impacts.
There have also been scenarios where despite men being innocent, have been booked underPOSH by women just to satisfy of their personal vendetta.
IC Members should be given a thoroughunderstanding of redressal process and hence theyshould be well equipped with the knowledge of the said law.
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. How to deal with diversity at workplace. Conducting enquiry in compliant cases. Equitable justice. Vishaka Judgement and development thereafter.
The Sexual Harassment of Women at Workplace Act, 2013Mayur D. Chauhan
It gives a gist of all the things that come into picture when it comes to women safety.
By - Advocate Rajendra P. Parkar
Assisted By - Mayur D. Chauhan
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.,
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
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.
ReadySetPresent (Sexual Harassment PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Harassment in the workplace is the precursor to a hostile work environment. Understanding the difference between what is and is not sexual harassment, ones responsibilities as an employee and the consequences if harassment does occur will enable employees and managers to work in a comfortable environment. Sexual Harassment PowerPoint Presentation Content slides include topics such as: what is and is not sexual harassment, 6 types of sexual harassment, 10+ slides on various classes of harassment, 3 slides on who is the harasser, 3 slides on what sexual harassment causes, 10 slides on the complaint procedure, 10 slides on the consequences and effects of sexual harassment, 15+ slides on statistics, 10 slides on countries with similar harassment policies to the U.S. and more.
Sexual Harassment 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.
Prevention of Sexual Harassment at Workplace ActAID FOR CHANGE
This presentation highlights the issue of a woman facing sexual harassment at workplace, its impact on her and how she should act to tackle the situation...
Sexual harassment of women at workplaceSinu Joseph
This presentation uses visuals to explain the Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act 2013. It can be used by employers, ICC members or organizations working to impact awareness on the Act. Write to contactus@mythrispeaks.org for more information.
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.
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
Compliance Under the Sexual Harassment ActNovojuris
Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 came into force from December 2013. In our post (https://novojuris.com/2014/03/26/sexual-harassment-of-women-at-workplace/), we had written a brief about the Act, constitution of the Internal Complaints Committee (ICC).
In this presentation, we are capturing the compliances that organizations should comply with.
With the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 coming into force from December 2013, all organizations (yes all) should have a policy on sexual harassment and also have a committee to redress.
Sexual harassment of women at workplaceSinu Joseph
This presentation uses simple visuals to explain the Sexual Harassment of Women at Workplace (Prevention, Prohibition, Redressal) Act 2013. It can be used by Employers, ICC members and organizations working to impart awareness on Sexual Harassment. For further details, you can write to contactus@mythrispeaks.org
This is a sample sensitisation presentation on Sexual Harassment of Women at Workplace Act, 2013. This can be used to sensitise the employees as required under the law.
Sexual harassment at Indian workplaces: Legal obligations of employersgamechangerlaw
This presentation serves as a primer on India's new anti-sexual harassment law. More specifically, this presentation also outlines the legal obligations of employers towards women employees under the new anti-sexual harassment legislation.
0x01 - Newton's Third Law: Static vs. Dynamic AbusersOWASP Beja
f you offer a service on the web, odds are that someone will abuse it. Be it an API, a SaaS, a PaaS, or even a static website, someone somewhere will try to figure out a way to use it to their own needs. In this talk we'll compare measures that are effective against static attackers and how to battle a dynamic attacker who adapts to your counter-measures.
About the Speaker
===============
Diogo Sousa, Engineering Manager @ Canonical
An opinionated individual with an interest in cryptography and its intersection with secure software development.
Sharpen existing tools or get a new toolbox? Contemporary cluster initiatives...Orkestra
UIIN Conference, Madrid, 27-29 May 2024
James Wilson, Orkestra and Deusto Business School
Emily Wise, Lund University
Madeline Smith, The Glasgow School of Art
This presentation by Morris Kleiner (University of Minnesota), was made during the discussion “Competition and Regulation in Professions and Occupations” held at the Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found out at oe.cd/crps.
This presentation was uploaded with the author’s consent.
Have you ever wondered how search works while visiting an e-commerce site, internal website, or searching through other types of online resources? Look no further than this informative session on the ways that taxonomies help end-users navigate the internet! Hear from taxonomists and other information professionals who have first-hand experience creating and working with taxonomies that aid in navigation, search, and discovery across a range of disciplines.
Acorn Recovery: Restore IT infra within minutesIP ServerOne
Introducing Acorn Recovery as a Service, a simple, fast, and secure managed disaster recovery (DRaaS) by IP ServerOne. A DR solution that helps restore your IT infra within minutes.
Sexual Harassment Of Women At Workplace Act'2013 ; Prepared by RameshKumar,HR
1. SEXUAL HARASSMENT OF
WOMEN
AT WORK PLACE ACT,2013
(Prevention, Prohibition and Redressal)
Prepared By
S.N.Ramesh Kumar
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 employer 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 favours; or
- making sexually coloured remarks; or
- showing pornography ; or
- any other unwelcome physical, verbal or non-verbal
conduct of sexual nature;
5. Scope
Whole of India
- Organized Sector
- Unorganized Sector
Officebranch of an organization employing at least 10
employees
7. 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
8. 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
9. Internal Complaints Committee (ICC)
FeesAllowances for members
- Allowance of Rs.200- per day ; and
- reimbursement of travel cost - which ever is less
• By train in three tier AC ; or
• AC bus ; or
• Auto ; or
• Rickshaw or taxi ; or
• The actual amount spent
10. 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.
11. Local Complaints Committee (LCC)
One Chairperson
Eminent Women
with social work
field
Belonging to the
Schedule Caste
or Tribe or
Backward Class
Ex- Officio
Concerned officer
Dealing with social
welfare or women &
child development in
the area.
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
12. Who cannot be a member of ICC or LCC
- Contravenes section 16
- Convicted for an offence or enquiry under any law is time
being pending against him/her.
- Has been found guilty or disciplinary proceeding is pending
against her
- Has abused his/her position as to render his continuance in
office prejudicial to the public interest
13. Complaint
Should submit to committee
- In writing (6 copies)
- along with supporting documents with the name and
address of the witnesses.
Within 3 months
- of the incident or
- from last instance in case of series of incidents
The Committee
- shall assist aggrieved person to make complaint in writing.
- can extend the time for filing complaint if it is satisfied
with the reason for the delay
14. Complaint
If she is unable to do so due to make complaint on account of
physical incapacity , complaint may be filed by
- her relative or friend ; or
- co-worker; or
- an officer of National Commission for Women
- an officer of Women’s Commission; or
- any person who has knowledge of the incident; or
- with the written consent of aggrieved women;
If she is unable to do so due to make complaint on account of
mental incapacity , complaint may be filed by
- her relative or friend or special educator; or
- qualified psychiatrist or psychologist ; or
- guardian under whose care she is receiving treatment
- who has knowledge of incident jointly with relative
15. Conciliation
On request of the aggrieved women
- Settle the matter between her & the respondent
- before making an enquiry.
- No monetary settlement shall be considered
If settlement arrived
- ICC or LCC shall record the settlement
- Send to the employer or the District Officer to take
action specified in the recommendation.
- Circulate the copies to both parties
Here an settlement has arrived no further inquiry shall be
made by the ICC or LCC
16. INQUIRY TO COMPLAINT
In case the respondent is an employee the committee
shall proceed in accordance with the service rules.
Forward to Police
- if no rules exists LCC shall forward the complaint
under 509 of the Penal Code and relevant
provisions within 7 days if prima facie case exist.
- if the complainant informs the committee that any
terms or condition of the settlement has not been
complied then the committee proceed to make an
enquiry or forward the complaint to the police
If both are employees then opportunity to be heard shall
be given equally
17. INQUIRY TO COMPLAINT
Notwithstanding anything contained in the section 509 of the
Penal Code may direct the respondent to pay sums as it may
appropriate to the aggrieved women having regard to sec.15
For purpose of making an inquiry the ICC or LCC may have
some powers , when trying a suit in following matters :
Under sub-section(7) :
- summoning and enforcing the attendance of any person
- examining him on oath;
- requiring the discovery & production of documents ; and
- any other matter
Inquiry under subsection(7) shall complete with in 90 days
18. INQUIRY TO COMPLAINT
During the pendency of an inquiry
The committee may recommend:-
- Transfer the aggrieved women or the respondent to new
work place ; Or
- Grant leave up to a period of 3 months which is an addition
to the leave entitled to her ; Or
- Grant any other relief as may be prescribed
Employer shall implement upon the recommendation and send a
report to the committee
19. INQUIRY REPORT
Report
- Within 10 days of completion of the enquiry
- Committee provides report to the employer or district officer
- Should be available to the concerned parties
20. INQUIRY REPORT
IF ALLEGATION HAS BEEN PROVED
[[ - Take action in accordance with the provisions of the service
rules applicable
Where no such rules has been made, such manner as prescribed :
- To deduct from the salary or wages of respondent
- sum as it may consider appropriate to be paid to aggrieved
women or her legal heirs in accord with sec. 15
-Incase if employer unable to deduct from salary because of
- respondent being absent from duty
- cessation of employment
21. INQUIRY REPORT
IF ALLEGATION HAS BEEN PROVED
Contd….
- In such cases it may direct to respondent to pay amount to
aggrieved women;
- Incase respondent fails to pay , Committee forward the order
for recovery of sum as an arrear of land revenue to the
concerned district officer.
- The concerned authority shall act upon the recommendation
within 60 days of its receipt.
22. INQUIRY REPORT
IF ALLEGATION HAS NOT BEEN PROVED
If the committee arrives at the conclusion that the allegation has
not been proved by respondent it shall recommend employer and
the district officer that no action is required to be taken.
23. INQUIRY REPORT
Punishment for false or malicious complaint and false
evidence
If false complaint made or any forged documents being
produced the committee may recommend to take action as
per the service rules or as otherwise prescribed.
But if the complainant is unable to provide adequate proof
then no action is to be taken
The malicious intent shall be established after an enquiry in
accordance has been made with the prescribed procedure.
Committee arrives at an conclusion that during inquiry false
evidence has been produced then it may recommend action
against the witness as per service rule or as prescribed
24. Determination of compensation
Committee shall need to have regard to:
Section 13 :
- The mental trauma, pain suffering and emotional distress
caused to the aggrieved
- The loss in the career opportunity
- Medical expenses incurred post the incident
- Income & financial status of the respondent
- Feasibility of such payment in installment or in lump sum
25. Prohibition of Publication
Notwithstanding anything contained in the Right to Information
Act
- The Complaint
- Identity & Address of Aggrieved, respondent and witness
- Information relating to the conciliation, Inquiry and
recommendation by the committee
- Action taken by employer or District Officer
Shall not be published, communicated or made known public, in
media in any manner
27. Duties of Employer
Every employer shall –
Provide
- Safe working environment
- Safety from persons coming into contact
- Necessary facilities to the committees for dealing complaints
Display
- The penal consequences of sexual harassment
- Order constituting the Committee
Organize
- Workshops
- Awareness programmes at regular intervals
28. Duties of Employer
Every employer shall –
- Assist in securing the attendance of witness & respondent
before the committee
- Make such information available to the committee as it may
require in accordance with the complaint lodged
- Provide assistance to the aggrieved if she wishes to file the
complaint under Indian Penal Code or any other law in force
- Treat sexual harassment as a misconduct under service rules
and initiate action for such misconduct
- Monitor timely submission of report by the ICC
- Cause to initiate action, under the Penal Code against the
perpetrator in the workplace where the incident took place
29. Manner to Organize Workshops
Subject to section 19, every employer shall –
- Formulate and widely disseminate an internal policy or
resolution or declaration for probition,prevention and
redressal of sexual harassment at workplace
- Orientation programmes and seminars for ICC members
- Employees awareness programmes involving local bodies like
- Women’s groups, mothers committee etc..
- Declare names and contact details of all ICC Members
- Use modules developed by Stage Government to conduct
workshops
30. Duties and Powers of District Officer
- Monitor the timely submission of reports furnished by the LCC.
- Take such measures as may be necessary for engaging NGO for
creation of awareness on sexual harassment and the rights of
the women.
31. COMMITTEE ANNUAL REPORT
- The ICC or LCC shall prepare
- Forms
- Annual Report
- Submit to employer or District Officer
- Employer to include information in Annual Report
- District Officer shall forward report to State Government
- If no such reports prepared, intimate the details to District
Officer.
- The appropriate Government shall monitor the implementation
of this Act and shall maintain data on the number of cases filed
& disposed in respect of all cases of sexual harassment at
workplace
32. COMMITTEE ANNUAL REPORT
- Employer Annual Report Includes
- No.of complaints of sexual harassment received
- No.of complaints disposed off
- No.of cases pending for more then 90 days
- No.of workshops or awareness programs carried
out against sexual harassment
- Nature of action taken by employer or Officer
33. Inspection of Records
The Government may
- Call employer or District Officer
- To furnish in writing information
- Authorize any officer to make inspection
- of Records
- Workplace
- EmployerDistrict Officer shall produce on demand
- Fails to follow – Ref: Non –Compliance of Act slide
34. Non-Compliance of Act
- Penalty up to maximum of Rs. 50,000/-
- If any employer after having been previously convicted
and repetition of the same could result in punishment
being doubled and/or
- De-registration of the entity or revocation of any
statutory business licences.