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The sexual harassment of women at workplace
This document outlines the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act of 2013 in India. The key points are: it provides protection against sexual harassment and a complaint process; defines sexual harassment as unwanted conduct of a sexual nature; requires employers over a certain size to form Internal Complaint Committees to address harassment complaints; and outlines steps for filing complaints, investigation and potential penalties. The overall goal is to protect women's right to a safe work environment and dignity at work as guaranteed by the Indian Constitution.
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The sexual harassment of women at workplace
- 1. SEXUAL HARASSMENT OFWOMEN AT WORKPLACE (PREVENTION, PROHIBITION AND REDRESSAL) ACT, 2013
- 2. INTRODUCTION It is anAct to provide protection against sexual harassment of women at workplace and for the prevention and redressal of complaints of sexual harassment and for matters connected therewith or incidental thereto. The Act came into force on 22 April 2013
- 3. THE LAW RECOGNIZES Genderequality under Article 14 of the Constitution of India and the right to life and live with dignity under Article 21 of the Constitution which includes a right to a safe environment free from sexual harassment.
- 4. OBJECTIVE OF THELAW No woman shall be subject to sexual harassment at any workplace
- 5. SEXUAL HARASSMENT MEANS Unwelcomesexual behavior of direct or implied nature such as Physical contact & advances Request for sexual favours Sexually colored remarks Showing pornography & unwelcome physical, verbal or nonverbal sexual conduct
- 6. THE INGREDIENTS OFSEXUAL HARASSMENT Sexual in nature Must occur at Workplace Must be unwelcome
- 7. WORKPLACE INCLUDES organizations, departments,institutions, office, branch unit etc. in the public/private sector, both organized and unorganized, hospitals, nursing homes, educational institutions, sports institutes, stadiums, sports complex, NGOs, trusts, cooperatives, societies , service providers & any place visited by the employee in the course of employment including transportation
- 8. KINDS OF WORKPLACEHARASSMENT Hostile Work Environment Quid Pro Quo Environment
- 9. HOSTILE WORKING ENVIRONMENT MEANS Creatingan intimidating work environment & humiliating treatment likely to affect woman’s health/safety A pervasive form of sexual harassment that makes the work environment 'hostile' sexist remarks, display of pornography or sexist/obscene graffiti, physical contact/brushing against female employees make work environment hostile
- 10. QUID PRO QUOSEXUAL FAVOURS Implied or explicit promise of preferential treatment in job, threat of detrimental nature & threat to job sexual favours or advances in exchange for benefits This refers to sexually explicit behaviour or speech becomes a condition for employment Refusal to comply with a 'request' leads to retaliatory action such as dismissal, demotion, difficult work conditions.
- 11. KINDS OF EMPLOYEESCOVERED regular/temporary/ad-hoc/daily wage employees, whether for remuneration including volunteers Contractual worker, probationer trainee apprentice etc
- 12. ALL WOMEN COVERED irrespectiveof her age or employment status, in the organised or unorganised sectors public or private and covers clients, customers and domestic workers
- 13. EMPLOYERS RESPONSIBILITY To providesafe work environment devoid of harassment Preventive measures to be taken Formulate a policy that prohibits harassment as part of service rules Policy should say what constitutes sexual harassment Policy to explain complaint procedures
- 14. NO HARASSMENT POLICY Thereis a no-sexual harassment policy framed The policy set forth an express commitment to eradicate and prevent sexual harassment with express prohibition of sexual harassment. an explanation of penalties (including termination) the employer will impose for sexual harassment & with a detailed outline of the grievance procedure
- 15. CONSTITUTION OF INTERNAL COMPLAINTCOMMITTEE The Sexual Harassment Act requires an employer to set up an 'Internal Complaints Committee' ("ICC“) at each office or branch, of an organization employing at least 10 employees. * Provided that where the offices of administrative units of the workplace are located at different places or divisional or sub-divisional level, the Internal Committee shall be constituted at all administrative units or offices.
- 16. FEATURES OF ICC InternalComplaints Committee has been set up with 4 members to deal with the cases of harassment. Such a committee is headed by a _________ ICC has two members i.e.____ & _____among the employees of the Company ICC have half its members as women & include a third-party representative from an __________NGO conversant with sexual harassment
- 17. HOW TO MAKEA COMPLAINT? A complaint by the aggrieved women can be made in writing, however if complaint cannot be made in writing, Member of ICC will provide all the reasonable assistance to the women for making complaint in writing. Do not make general allegations such as the Manager harassed me. Be specific. Tell exactly what happened with detail, dates, witnesses & documents Be honest. Do not lie, as you could be sued for your lying Also, request what you want like “I want you to reassign me to a different manager”. Your employer need not have to accept your suggestion, but your input will be helpful.
- 18. TIME LIMIT A complaintof sexual harassment can be filed within 3 months However it may be extended to another 3 months - if the woman can prove that grave circumstances prevented her from filing the complaint.
- 19. PROVISION FOR CONCILIATION TheICC can take steps to settle the matter between the aggrieved woman & the respondent, This option will be used only at the request of the woman. Monetary settlement shall not be the basis of conciliation. If the settlement is not complied with by the respondent, the complainant can go back to the Committee to initiate an inquiry
- 20. COMPLETION OF INQUIRY TheCommittee is required to complete the inquiry within 90 days. On completion of the inquiry, the report will be sent to the employer within 10 days of completion of enquiry they are mandated to take action on the report within 60 days
- 21. COMMITTEE TO RECOMMEND ACTIONS theCommittee can recommend action against the respondent as per the rules the committee can recommend deduction of an appropriate sum from the salary of the respondent or ask the respondent to pay the sum.
- 22. FALSE COMPLAINT If complaintis false with malicious intent, the complainant can be penalized as per the Service Rules or any other manner as may be prescribed An enquiry to de conducted prior to establishing malicious intent Mere inability to prove the case will not attract penalty
- 23. PROHIBITS DISCLOSURE OFIDENTITY Disclosure of the identity and addresses of the aggrieved woman, respondent and witnesses prohibited Information regarding the justice secured to any victim, without disclosing the identity, can be disseminated
- 24. CIVIL SUIT FORDAMAGES Civil suit can be filed for damages under tort laws. For mental anguish, physical harassment, loss of income and employment caused by the sexual harassment.
- 25. CONCLUSION Law makes sexualharassment as a legal wrong Long term aims and goal of harmony at both work and society at large should be kept in mind. Legal recourse will build up confidence amongst female employees. Employers to ensure a safe and supportive atmosphere which will enhance the productivity
- 26. THANK YOU SAURABH SOMANI (COMPANYSECRETARY & COMPLIANCE OFFICER) G. G. DANDEKAR MACHINE WORKS LIMITED