CHAPTER-1
INTRODUCTION
WHAT AMOUNTS TO SEXUAL HARASSMENT AT WORKPLACE?
Sexual harassment in the workplace is a violation of women's human rights
and a prohibited form of violence against women. Sexual harassment is an
unwelcome verbal, visual or physical conduct of a sexual nature that is severe
or pervasive and affects working conditions or creates a hostile work
environment. Sexual harassment causes incalculable economic, psychological
and physical harm to its victims and serves to reinforce the subordination of
women to men in the workplace. Sexual harassment of women in the
workplace is a widespread problem exacerbating difficult economic
conditions and damaging their ability to achieve equality with men.
Definition of Sexual Harassment
Generally sexual harassment is a sexually oriented conduct that may
endanger the victims job, negatively affect the victims job performance or
undermine the victims personal dignity. It may manifest itself physically or
psychologically. Its milder and subtle forms may imply verbal innuendo,
inappropriate affectionate gestures or propositions for dates and sexual
favours. However it may also assume blatant and ugly forms like leering,
physical grabbing and sexual assault or sexual molestation.
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Sexual harassment laws and policies adopted at the international and national
level are not meant to inhibit normal socializing at work or relationships
based on mutual consent. Rather, these laws are aimed at egregious conduct
which serves as an obstacle to the equal participation of women in the
workplace. Therefore, it is essential to determine as to what amounts to
sexual harassment at workplace however it is difficult to define. It
encompasses a variety of behaviors which are perceived differently by
different people. Laws prohibiting sexual harassment in the workplace tend to
define the term sexual harassment to include part or all of the following
ingredients:
or unwanted verbal, non-verbal, physical or visual conduct based on sex or
of a sexual nature
The following acts are examples of behavior which may, under certain
circumstances, be considered sexual harassment:
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Verbal Examples:
Staring at someone
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Physical Examples
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(i)
(ii)
(iii)
employment; or
Implied or explicit threat about her present or future employment
(iv)
status; or
Interferes with her work or creating an intimidating or offensive
or hostile work environment for her; or
(v)
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Having to take more time off work, drop courses, or change academic
plans; academic transcripts may be weakened because of decreased
school performance
Having one's personal life offered up for public scrutiny --the victim
becomes the "accused," and their dress, lifestyle, and private life will
often come under attack. (Note: this rarely occurs for the perpetrator.)
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Loss of trust in the types of people that occupy similar positions as the
harasser or their colleagues
Loss of references/recommendations
Loss of career
The following are some of the health effects, both psychological and
physiological, that can occur to someone who has been sexually harassed:
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Depression
Difficulty concentrating
Headaches
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Sexual harassment has been linked to decreased job satisfaction, and can lead
to a loss of staff and expertise because of resignations to avoid harassment, or
because of resignations or firings of alleged harassers. Every year, hundreds
of millions of dollars are lost in productivity because of effects such as
employee absenteeism to avoid harassment, and increased team conflict in
environments where harassment is occurring. The increased team conflict
also leads to problems with team cohesion and less success in meeting
financial goals. The knowledge that harassment is permitted can undermine
ethical standards, and discipline in the organization. If the problem is ignored,
a companys image can suffer amongst clients, employees, potential
customers, and
the general public. Health care costs can increase because of the health
consequences of harassment, not to mention the legal costs if a victim files a
lawsuit after complaints are ignored or mishandled.
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After about four months, the person was thrown out of the job but because of
poor performance. I asked the company why he was not removed when he
had sexually harassed me. They had no answer and I left the job.
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I wanted to lodge some sort of complaint, but he was so senior. Also, often it
is the girls reputation that is tarnished in such cases.
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Later, I discovered that this was his usual behaviour with almost every intern.
I even heard that he preferred to have female interns and that he didnt act in
this manner with the employees."
It happened when I was an intern in an IT firm in Delhi. It was post midnight. The team I was part of, had to attend a video conference with an USbased client. Once it got over, my team head offered to drop me home. I
agreed as I had no reason to be wary about his advances.
In the car, he tried to brush his hand against my legs on the pretext of
changing gears.
He asked me if I was staying alone in the city and whether I had a boyfriend
or not. When we reached my home, he asked me for a good night kiss. I was
shocked. He grabbed me and kissed me. The moment I could free myself, I
asked him to open the car door which he did. I ran
towards my house.
On resuming office, I asked him why he had forcibly kissed me and said I
could report the incident to the HR.
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His response was, You never said no. Go ahead, report it. I will tell them
you were an equal party to it and thats why agreed to go with me. He also
said whatever happens between two adults outside the office premises is
something that they have to handle themselves. I left my fight there and never
went back to complete my internship.
AGE: 25, PR PROFESSIONAL, BANGALORE
Seema alleged a manager sexually harassed her when working for a club over
a period of several years. The allegations included touching, leering and that
comments of a sexual nature were made about her body. She stated she had
complained to management several times and that the complaints were
ignored. She also alleged that as a woman she had been denied promotions
offered to less experienced males at the club. As a result, she resigned.
The manager and the employer denied the allegations, stating her attitude at
work had deteriorated during her employment. The matter was resolved by
conciliation with the employer and the manager paying some hefty amount to
the complainant. The respondents also provided
written apologies for any offence the complainant may have experienced.
AGE: 30, Occupation: GOVERNMENT OFFICIAL, DELHI
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The respondents denied the allegations stating that the relationship was
mutual and that there was no sexual harassment. In conciliation the matter
settled for the payment of unknown amount for pain and suffering and the
individual respondent provided a written apology.
Age: 24, Occupation: IT PROFESSIONAL, CHENNAI
A Supervisor made several unsolicited, sexually suggestive advances towards
Julie in the workplace. Despite Julie repeatedly asking him to stop, the
advances continued. Julie reported the matter to her Manage. In recent
months, her manager had heard of similar complaints from other female staff
about the said supervisor, but this was the first formal complaint. Unsure of
what action to take the manager sent the supervisor a copy of the
organisations Sexual.
Harassment Policy and asked him in an email to read the policy document
and not to act in a manner that could contravene the policy, but took no other
action..
Examples of Behavior Not Amounting to Sexual Harassment
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continue. If you ask the person to stop, and they continue to do so, then
you are being sexually harassed.
Casual Comments like You look nice today. The boss says to his
assistant, You look nice today. That's a great outfit. There, he has not
acted unreasonably by complimenting his assistant. So long the boss
does not go extreme and makes the employee uncomfortable by his
complements, it should be OK. But, an occasional compliment would
be permitted, and maybe even welcomed by his assistant, said Barer.
If the boss makes even a single,innocuous compliment, and the
employee asks him to stop, he should do as requested.
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CHAPTER-3
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The legislative progress of the Act has been a lengthy one. The Bill was first
introduced by women and child development minister Krishna Tirath in 2007
and approved by the Union Cabinet in January 2010. It was tabled in the Lok
Sabha in December 2010 and referred to the Parliamentary Standing
Committee on Human Resources Development. The committee's report was
published on 30 November 2011. In May 2012, the Union Cabinet approved
an amendment to include domestic workers. The amended Bill was finally
passed by the Lok Sabha on 3 September 2012. The Bill was passed by the
Rajya Sabha (the upper house of the Indian Parliament) on 26 February
2013. It has come into force and has been published in the Gazette of India,
Extraordinary, Part-II, Section-1, dated the 23rd April 2013 as Act No. 14 of
2013.
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However, the rules required to implement and monitor of the law are to be
made to put the legislation to operation. The predecessor of this legislation
was the landmark judgment of the Supreme Court (SC) in the
case Vishaka vs State of Rajasthan, a rape case involving a social worker in
Rajasthan in 1997. The judgment outlined a set of guidelines - Guidelines on
Sexual Harassment at the Workplace - for prevention and redress of
complaints on sexual harassment of women at workplace. The
verdict defined the concept of sexual harassment, laid down duties of
employers to deal with it and stipulated formation of committees to dispose
of complaints on sexual harassment at workplace, for the first time in India
According to the Press Information Bureau of the Government of India:
The Act will ensure that women are protected against sexual harassment at all
the work places, be it in public or private. This will contribute to realization
of their right to gender equality, life and liberty and equality in working
conditions everywhere. The sense of security at the workplace will improve
women's participation in work, resulting in their economic empowerment and
inclusive growth.
The Act uses a definition of sexual harassment which was laid down by the
Supreme Court of India in Vishaka v. State of Rajasthan (1997). Article 19
(1) g of the Indian Constitution affirms the right of all citizens to be
employed in any profession of their choosing or to practice their
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The Act provides protection not only to women who are employed but
also to any woman who enters the workplace as a client, customer,
apprentice, and daily wageworker or in ad-hoc capacity. Further, the
Act seeks to cover workplaces in the unorganised sectors.
Employers who fail to comply with the provisions of the Act will be
punishable with a fine which may extend to Rs. 50,000/.
Since there is a possibility that during the pendency of the enquiry the
woman may be subject to threat and aggression, she has been given the
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option to seek interim relief in the form of transfer either of her own or
the respondent or seek leave from work.
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Besides,
the
State
and
Central
Governments
will
oversee
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The Officer responsible for implementing the law is the head of the
institution with regard to a department, organization, undertaking,
establishment, enterprise, institution, office, branch or unit unless any other
officer is assigned the responsibility by any specific order. In all other kinds
of workplace any person responsible for the management, supervision and
control of the workplace is the responsible officer.
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As well the officers under the central and state governments have been
assigned certain responsibilities to make the law work.
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CRITICISM:
Act has often been criticized on following grounds:
1) If women found guilty of making a false complaint or giving false
evidence, she could be prosecuted, which has raised concerns about women
being even more afraid of reporting offences. Women activist feel that such
provision will deter a woman to come forward and complain.
2) Concerns are often raised about the role of the employer in sexual
harassment cases. There is no stipulated liability for employers in cases of
employee-to-employee harassment. They also viewed the provision that
employers are obligated to address grievances in a timely manner at the
workplace as problematic because of potentially uncooperative employees.
3) Furthermore, the law requires a third-party non-governmental organisation
to be involved, which could make employers less comfortable in reporting
grievances, due to confidentiality concerns.
4) May get misused by disgruntled women employees.
Ultimately success of law depends upon its implementation. Passing of
act/rules is a major step however whether it would help or not would depend
upon its effective implementation and confidence that it generates in the
women.
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CHAPTER-3
INTERNAL COMPLAINTS COMMITTEE (ICC)
CONSTITUTION OF ICC
The redressal mechanism provided in the Act is in the form of Internal
Complaints Committee (ICC) and Local Complaints Committee (LCC).
All workplaces employing ten (10) or more than ten (10) workers are
mandated under the Act to constitute an ICC by an order of the
employer in writing.
The members of the ICC shall hold office for a period of three years
from the date of their nomination/appointment.
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any member of the ICC or the Chairperson or any member of the LCC should
provide all reasonable assistance to the aggrieved woman for making the
complaint in writing.
As per Rule 6 of the POSH Rules, where the aggrieved woman is unable to
make a complaint, any one of the following may file the complaint on her
behalf:
On account of her physical incapacity:
Her co-worker; or
Any person who has knowledge of the incident, with the written
consent of the aggrieved woman;
A special educator; or
Any person who has knowledge of the incident jointly with her relative
or friend or a special educator or qualified psychiatrist or psychologist,
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Where the aggrieved woman for any other reason is unable to make a
complaint, a complaint may be filed by any person who has knowledge of the
incident, with her written consent;
Where the aggrieved woman is dead, a complaint may be filed by any
person who has knowledge of the incident, with her written consent of her
legal heir.
Time Limit
A complaint of sexual harassment can be filed within a time limit of three (3)
months. This may be extended to another three (3) months if the woman can
prove that grave circumstances prevented her from doing the same.
ENQUIRY UNDER ICC
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the District Officer, as the case may be, they are mandated to take action on
the report within 60 days.
The Committee may in case where prima facie case is made out may
recommend to the employer or the District Officer, as the case may be, to
take any action including a written apology, warning, reprimand or censure,
withholding of promotion, withholding of pay rise or increments, terminating
the respondent from service or undergoing a
counseling session or carrying out community service.
In case the complaint has not been proved, then the Committee can
In case the allegation against the respondent has not been proved then
the Committee can write to the employer/district officer that no action needs
to be taken in the matter.
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penalty according to the Service Rules. However, this clause has a safeguard
in the form of an enquiry prior toestablishing the malicious intent. Also, mere
inability to prove the case will not attract penalty under this provision.
The Act also has provisions for providing reliefs to the aggrieved
woman in the interim period including leave and transfer during the pendency
of the inquiry.
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Powers of ICC/LCC
For the purpose of making an inquiry under the POSH Act, the ICC or LCC,
as the case may be, shall have the same powers as are vested in a civil court
under the Code of Civil Procedure, 1908 when trying a suit of the following
matters, namely:
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SENSITIZATION OF WORKERS
The Act casts a responsibility on every employer to create an environment
which is free from sexual harassment. Employers are required to organize
workshops and awareness programmes at regular intervals for sensitizing the
employees about the provision of this legislation and display notices
regarding the constitution of Internal Committee, penal consequences of
sexual harassment etc.
An employer must know the following:
I] First and foremost, acknowledge that it is your legal responsibility to
provide safe working environment for women free from sexual harassment
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and discrimination and that you can be held liable for sexual harassment by
employees.
II] Know that sexual harassment can have a devastating effect upon the
health, confidence, morale and performance of those affected by it. The
anxiety and stress produced by sexual harassment commonly leads to those
subjected to it taking time off work due to sickness, being less efficient at
work, or leaving their job to seek work elsewhere.
III] Understand the reasons why women remain silent about sexual
harassment. An absence of complaints about sexual harassment does not
necessarily mean an absence of sexual harassment. It may mean that the
recipients of sexual harassment think that there is no point in complaining
because:
- Nothing will be done about it;
- It will be trivialized;
- The complainant will be subjected to ridicule, or
- They fear reprisals.
IV] Recognize the tangible and intangible expenses and losses organizations
experience:
- Costly investigation and litigation
- Negative exposure and publicity
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- Embarrassing depositions
- Increased absenteeism
- Lowered employee morale
- Reduced productivity
- Decreased efficiency
- Higher employee turns over
- Erosion of organizations brand names, goodwill, and public image
- Negative impact on stock price
The best way to prevent sexual harassment is to adopt a comprehensive
sexual harassment policy. The aim is to ensure that sexual harassment does
not occur and, where it does occur, to ensure that adequate procedures are
readily available to deal with the problem and prevent its
recurrence.
What Steps Can Employees Take To Prevent Sexual Harassment?
Identify/Recognize Harassment
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Do not blame yourself. Don't ignore sexual harassment in the hope that
it will go away.
Most women themselves fail to recognize sexual harassment and treat it as
trivial and routine.
Such has been the internal coping mechanism. Ignoring offensive behavior or
denying its existence are the most common ways women deal with sexual
harassment.
Dealing with the Harasser upfront:
Do the unexpected: Name the behavior. Whatever he's just done, say it,
and be specific.
Hold the harasser accountable for his actions. Don't make excuses for
him; don't pretend it didn't really happen. Take charge of the encounter
and let people know what he did. Privacy protects harassers, but
visibility undermines them.
Make honest, direct statements. Speak the truth (no threats, no insults,
no obscenities, no appeasing verbal fluff and padding). Be serious,
straightforward, and blunt.
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Make it clear that all women have the right to be free from sexual
harassment. Objecting to harassment is a matter of principle.
His behavior is the issue. Say what you have to say, and repeat it if he
persists.
End the interaction on your own terms, with a strong closing statement:
'You heard me.
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Speak up at the time: Be sure to say "NO" clearly, firmly and without
smiling as that is the best way to let the harasser know that his behavior
is offensive. Objecting to the behavior when it occurs, help if you
decide to file charges later.
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Set your own boundaries: Say "NO" emphatically and clearly when you
are asked to go places, do things, and respond to questions, or engage
in situations that make you uncomfortable. Do not worry about
offending the other person or hurting his or her ego. Take care of
yourself first.
Be aware of situations and people who may harm you: Don't ignore
other's
warnings
about
particular
people
or
social
settings.
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Documenting Harassment
Documenting the harassment is important for use as evidence in a case or
complaint. You should: Photograph or keep copies of any offensive material
at the workplace. Keep a journal with detailed information on instances of
sexual harassment. Note the dates, conversation, frequency of offensive
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Spread the word - let your colleagues know about the issue, its
prevalence and the judgment.
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Would you like your friend, partner, child or sibling to be treated in the
same manner?
There are a number of measures that unions can take to combat sexual
harassment. The goal is to make union members sensitive to the problem and
to create a climate to discourage sexual harassment and, if it occurs, a climate
where victims will feel comfortable turning to the union for assistance. Trade
Unions in unorganized sector can play a definite and vital role in helping set
up complaints mechanism and instituting systems/channels that could provide
forum for recipients of sexual harassment in unorganized sector to complain.
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If the sexual harassment victim comes to you for help, try to informally
resolve the complaint by talking to the harasser. If that is ineffective,
help the victim to file a complaint with the appropriate authority.
Try to stop any harassment you observe, whether or not the victim has
complained. If this is unsuccessful, do not do or say anything that could
be interpreted as condoning the harasser's behavior.
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Carry out orientation programmes and seminars for the Members of the
Internal Committee;
Declare the names and contact details of all the Members of the
Internal Committee;
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Further, if any of the conditions of the settlement is not complied with by the
respondent, the complainant can go back to the Committee who will proceed
to make an inquiry.
Conciliation under Section 10 of the POSH Act
The Committee shall provide the copies of the settlement so arrived and
recorded to the aggrieved woman and the respondent.
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CHAPTER-4
LOCAL COMPLAINTS COMMITTEE (LCC)
CONSTITUTION OF LCC
Complaints from workplaces employing less than ten (10) workers or when
the complaint is against the employer will be looked into by the LCC. A
District Officer notified under the Act will constitute the LCC at the district
level. LCC will also look into complaints from domestic workers.
LCC will be a five member committee comprising of a chairperson to be
nominated from amongst eminent women in the field of social work or
committed to the cause of women, one member from amongst women
working in block/taluka/tehsil/manicipality in the district, two members of
whom at least one shall be a woman to be nominated from NGOs committed
to the cause of women or a person familiar with the issues related to sexual
harassment provided that at least one of the nominees should preferably have
a background in law or legal knowledge. The concerned officer dealing with
the social welfare or women and child development shall be an ex officio
member.
ENQUIRY UNDER LCC
In case of domestic worker or workers of any organization with less than ten
(10) workers/employees, the procedure is different considering the nature of
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employment. They can approach the LCC in case of any complaint. If the
complainant wishes then conciliation may be carried out. However, in other
cases if the complaint is proved prima facie then the LCC can forward the
complaint to the police for registering the case and taking appropriate action
under the relevant provision of IPC.
Regarding monitoring, the Act provides that the State Governments will
monitor implementation and maintain data for all State Government
establishments as well as private establishments in their territory. For
establishments of the Central Government this duty is cast on the
Government of India. All ICCs have to submit Annual reports to the
employer who in turn will submit it to the district officer. All LCCs shall
submit their annual report to the district officer. The district officers will
submit the report annually to the State Governments. As per Rule 14 of the
POSH Rules, the annual reports shall have the following details:
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He shall also take measures as may be necessary for engaging nongovernmental organizations for creation of awareness on sexual
harassment and the rights of the women.
MODEL
OF
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Communicate Policy
Issue a strong policy from the top authority against sexual harassment taking
a "zero tolerance" approach Make sure it gets out to all your employees either
through the employee handbook or in memo form or with pay packets or with
appointment letter. Have the employees sign it to acknowledge that they
received and read the policy. The policy can also be posted in the workplace.
If you have employees whose primary language is not English, have your
sexual harassment policy translated or communicate to them in their primary
language. Discuss the policy with all new employees Ensure that third-party
such as suppliers and customers are aware of your sexual harassment policy
Review the policy with your employees on a regular basis
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Enforce Policy
Take complaints of sexual harassment seriously and investigate all sexual
harassment charges quickly and thoroughly and professionally maintain
accurate records of the investigation and the findings make sure employees
who bring charges do not face retaliation Ensure confidentiality and time
bound response to complaints. Take immediate action when sexual
harassment is discovered or suspected Discipline appropriately any employee
found to have engaged in sexual harassment Safeguard your employees from
third-party work-related sexual harassment
COMPLAINTS CHANNEL
Complaints Channels need to provide different routes that employees can
take to file complaints; i.e., contacting the responsible authority for sexual
harassment, a supervisor, calling a hotline, complaining through email, etc.
Organizations need to focus on the plight of the average individual. A policy
is useless unless people use it, and most research indicates that a small
fraction of employees ever say or do anything about harassing behavior.
Informal methods of resolving complaints must be part of the complaints
mechanism as
(1). The objective is to end the harassing behavior at the lowest possible
(which is the most cost effective, as well)
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The complainant, when she complains, has at stake her personal life
and career.
Formalize and publicize complaint procedures that are easy and nonthreatening.
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If
unresolved
to
the
complainants
Beware of stereotypes.
All sexual crimes are committed in private, so that there may not be
any eyewitnesses. This is an important point that the committee would
do well to remember at all the times.
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Don'ts
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Remember, this is a human rights issue, therefore, (a) do not give too
much weightage to intention, focus on the impact, and (b) 'proof
beyond reasonable doubt' is not required, a strong probability is
sufficient.
If the problem should involve transfer of one of the people involved, try
to ensure that the harasser-rather than the victim- is the person required
to move.
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or any corrective action that your company takes to prevent the sexual
harassment from occurring again in the future.
TRAINING
Take your employees with you. Educate them about the issue and promote a
healthy discussion of the policy.
Sexual Harassment Awareness Training
The setting up of a complaints committee and an anti-sexual harassment
policy lays a strong foundation for a sexual harassment free workplace.
However, effective training programmes are essential to sensitize/train all
their staff members, men and women, to recognize sexual harassment, deal
with it when it occurs and prevent it. The training programme is the best way
to ensure proper understanding and implementation of your policy. It is the
best forum to communicate to employees what behavior is acceptable and
what is not, in a non-threatening atmosphere of mutual learning. Training for
the members of the Complaints Committee and others who are going to be
instrumental in implementing the policy, is very essential. Their training
should include a component of gender sensitization, along with the
procedures for taking complaints, and for enquiry, etc.
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survey can be done anonymously and should be distributed with a copy of the
company's sexual harassment policy. The survey can simply ask the
employees (male and female) if they have experienced any form of sexual
harassment during the past year. The survey also helps to show that the
organization is actively engaged in preventing and correcting sexual
harassment.
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CHAPTER -5
PENAL CODE
PENAL PROVISIONS UNDER THE POSH ACT
Section 26 of the POSH act provides that, an employer will be liable to a fine
of Rs 50,000/- (Rupees Fifty Thousand Only) in case of violation of his
duties under the Act and in case of subsequent violations the amount of fine
will be double together with penalty in the form of cancelation of his license,
withdrawal or non-withdrawal of the registration required for carrying out his
activity.
Malicious/False Complaints under section 14 of the POSH Act
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Glaring example of this fact are the two recent instances of sexual harassment
which involve some highly educated and
respectable people in the society.
Justice Ganguly Sexual Assault Case
The whole nation was in shock when a law intern was a student at National
University of Juridical Sciences (NUJS), Kolkata, leveraged charges of
sexual harassment against a retired Judge of the Apex Court in her blog.
Consequently, the Supreme Court appointed a three-judge panel (Justices
R.M. Lodha, H.L. Dattu and Ranjana Desai) to investigate the veracity of the
issue. The law intern informed the three-judge panel that it was former
Supreme Court Judge A.K. Ganguly who had allegedly sexually harassed her
in December 2012.
The law intern accused Justice Ganguly of sexual harassment. In a signed
statement she deposed that at a hotel room in Delhi last December, Justice
Ganguly told her he loved her and suggested that she share his room with
him. On the other hand Justice Ganguly denying all the charges, claimed that
it was "a cordial meeting followed by dinner." However, the three-judge
committee, has found a ring of truth in a law graduate's allegation that he had
subjected her to "unwelcome sexual behaviour" in December last year.
Justice Ganguly is likely to face stringent consequences for his misbehavior.
Though, he has refused to quit as the Chairman of the West Bengal Human
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CONCLUSION
This research has outlined the potential application of new and creative
bystander approaches to addressing sexual harassment in the workplace.
Specifically, it has integrated studies on sexual harassment with a range of
theoretical and empirical research on bystander approaches as they apply in
the context of workplace bullying, racial harassment, whistle blowing,
violence in intimate relationships, workplace justice frameworks and
employee voice.
The research has shown that bystander approaches can be potent tools in
preventing and addressing workplace sexual harassment.
However, the adoption, implementation and evaluation of bystander
approaches can only be effective for addressing workplace sexual harassment
provided they are oriented towards the specific contexts of sexual
harassment. They must also be crafted for use in the typical situations in
which sexual harassment takes place. And above all, they must be supported
by organizational change. Considering such complex issues poses significant
challenges. However, this paper has provided some preliminary suggestions
for how such strategies can be developed.
Whilst the paper has focused on the way bystander approaches may be
relevant to sexual harassment in the workplace, the conclusions are also
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BIBLIOGRAPHY
http://en.wikipedia.org/wiki/The_Sexual_Harassment_of_Women_at_Workpl
ace_(Prevention,_Prohibition_and_Redressal)_Act,_2013
https://www.google.co.in/url?
sa=t&rct=j&q=&esrc=s&source=web&cd=9&cad=rja&uact=8&ved=0CFgQ
FjAI&url=http%3A%2F%2Findia.gov.in%2Fsexual-harassment-womenworkplace-prevention-prohibition-and-redressal-act2013&ei=LrxXVL2xC8uOuASFuYGYAg&usg=AFQjCNHkJXyIeA_jz4NC
F_Rk0aIOKWVgWg&bvm=bv.78677474,d.c2E
http://www.mondaq.com/india/x/238076/Discrimination+Disability+Sexual+
Harassment/Indias+New+Labour+Law+Prevention+Of+Sexual+Harassment
+At+The+Workplace
http://www1.umn.edu/humanrts/svaw/harassment/explore/5prevention.htm
http://www.bna.com/preventing-sexual-harassment-p17179873502/
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