The effective implementation of the Sexual Harassment of Women at Workplace Act, 2013 depends on the extent to which the people it seeks to protect, are aware of the same. It is in furtherance of this desired awareness, that sensitization of employees by the employer is one of the duties laid down by the Act.… Continue reading When is Employee Sensitization conducted in a Company under Sexual Harassment Law at Workplace
Category: Sexual Harassment
How is Employee Sensitization conducted in a Company under Sexual Harassment Law at Workplace
The Sexual Harassment of Women at Workplace Act, 2013 lays down the employer’s responsibility in carrying out workshops and awareness programs in order to ensure employee sensitization. While it is an essential task that employers are supposed to comply with, a majority of organisations perform this task merely in order to indicate compliance. However, these… Continue reading How is Employee Sensitization conducted in a Company under Sexual Harassment Law at Workplace
Problem Faced by Government in Building Local Complaints Committee
The Local Complaints Committee (LCC) is an undeniably vital body as far as the implementation of the Sexual Harassment of Women at Workplace Act goes. While it is mandatory for organisations with ten or more workers to create an Internal Complaints Committee (ICC) to resolve complaints of sexual harassment arising from within the organisation, the… Continue reading Problem Faced by Government in Building Local Complaints Committee
Common Misconceptions Companies Have While Selecting An External Member For ICC
[responsivevoice_button] Written by: Rohit Iyengar The ICC of an organisation is an indispensable body when it comes to the implementation of the Sexual Harassment of Women at Workplace Act, 2013. It is the first authority that an aggrieved employee, or any other individual who has faced sexual harassment from an employee of the organisation can… Continue reading Common Misconceptions Companies Have While Selecting An External Member For ICC
Problems Faced by Companies in Building Internal Complaints Committee
[responsivevoice_button] Written by: Rohit Iyengar The Sexual Harassment of Women at Workplace Act, 2013, is in no way unclear about the attributes based on which, people are to be chosen for the Internal Complaints Committee. The Act does lay down a few guidelines, based on which, employers are to build the ICC in their workplace:… Continue reading Problems Faced by Companies in Building Internal Complaints Committee
Laws complementing The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
In December 2013, the Vishakha guidelines were superseded by The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. The new act kept the essence of the Vishakha Guidelines while adding more provisions. In the Vishakha Guidelines, the definition of the term “workplace” was confined to the tradition office set-up where there… Continue reading Laws complementing The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
Definition of Workplace under Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act of 2013
It is an established fact that every victim of sexual harassment at workplace, willing to file a report shall do so as per the Act. Now the questions which arise in the mind of such victims are: What is a workplace? Is my case covered under the Act? Most of the women in India are under… Continue reading Definition of Workplace under Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act of 2013
Definition of Sexual Harassment under Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act of 2013
Sexual Harassment can be committed by a person of any position in an organisation. It is also important to mention that sexual harassment is not limited to making inappropriate sexual/physical advances. In fact, sexual harassment includes any unwelcome verbal or physical behavior that creates a hostile, degrading and humiliating work environment. We should always remember… Continue reading Definition of Sexual Harassment under Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act of 2013
Definition of Aggrieved woman under Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act of 2013
Previously, we have already acquainted ourselves with the definitions of “workplace” and “sexual harassment”. In this series, we have attempted to define an “Aggrieved Woman” as per the Act. “Aggrieved Woman”, the term in itself is quite suggestive. In simple terms an “aggrieved woman” is a woman, who in relation to a workplace alleges to… Continue reading Definition of Aggrieved woman under Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act of 2013
Decoding Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act of 2013
“The head of the HR department used to call me late night and send me inappropriate messages at work.” “My boss complimented me on my nail colour and touched my fingers inappropriately.” Sounds familiar? This is, more or less, how every reported case about sexual harassment at workplace sounds like. “Sexual Harassment at workplace”, is… Continue reading Decoding Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act of 2013
