“Sexual Harassment” includes any unwelcome act or behaviour Circumstances amounting to “Sexual Harassment”
whether directly or by implication:
• Implied or explicit promise of preferential treatment
• Sexually coloured remarks; in employment; or
• Physical contact and advances; • Implied or explicit threat of detrimental treatment in
• Showing pornography; employment or about present or future
• A demand or request for sexual favours; and/or employment status; or
• Any other unwelcome physical, verbal/non verbal conduct • Interference with work or creating an intimidating or
being sexual in nature. offensive or hostile work environment; or
• Humiliating treatment likely to affect health or
safety.
Alkem Laboratories Limited
Important Concepts under the Act
Aggrieved Woman
• covers all women
• covers clients, vendors, service providers, customers and domestic
workers as well irrespective of age, employment status, employed
in organized or unorganized, public or private sectors
Workplace
• Any organisation, undertaking, establishment, enterprise,
institution, office, unit or branch etc.;
• hospitals and nursing homes;
• dwelling place/house;
Extended Workplace
• Any place visited by the employee arising out of, or during course
of employment, including transportation provided by employer.
Alkem Laboratories Limited
Salient Features of Inquiry & Instructions to Members
• The ICC is a fact-finding body and shall conduct the enquiry in
Natural Justice and accordance with principles of natural justice in a fair and
objective manner. It should maintain confidentiality at all times
Confidentiality and is prohibited to discuss regarding the complaint with any
third party including employees;
Time period for enquiry • The ICC has to complete the inquiry within 90 days;
On written request by the complainant, the committee may, with the power vested in them,
recommend to
If it is found that the allegation is malicious, or the person making the complaint knew it to be
false, or complainant has produced forged/misleading documents it will be treated as a
Malicious Complaint. In such cases, suitable action can be taken against the complainant.
*Deduction of compensation payable to the aggrieved woman from the wages of the respondent.
Determined by:
• Mental trauma, pain, suffering, emotional distress caused
• Loss in career opportunity due to the incident
• Medical expenses incurred
• Income/financial status of the respondent
• Feasibility of such payment in lump sum or in instalments