Sexual Harassment Of Women At Workplace Case Study
'Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013'
Sexual harassment of women at workplace Act,2013, is an act established to protect women at workplace against various type of physical, mental and sexual harassment.
Various types of harassment at workplace -
The act is not restricted to industries and businesses, but all type and size of workplaces, matter it a home run business with a hired secretary, to a tailoring business with around 10-15 humans worth or working force with mix of men and women.
“sexual harassment” includes any one or more of the following unwelcome acts—
(i) physical contact and advances
(ii) a demand or request for sexual favours
(iii) making sexually coloured remarks …show more content…
Grant of promotion and perks to employees should not be biased on the basis of sex.
.Work environment should not be explicit or hostile for the female workers.
Prevention Methods
Establishment of a Internal complaint committee- To deal with the matters at lower levels and settle the case as a inside matter, saving the name of the company.
The internal committee should have a Presiding Officer who shall be a woman employed at a senior level at workplace from amongst the employees not less than two Members from amongst employees preferably committed to the cause of women or who have had experience in social work or have legal knowledge one member from amongst non-governmental organisations or associations committed to the cause of women or a person familiar with the issues relating to sexual harassment
The Member appointed from amongst the non-governmental organisations or associations shall be paid such fees or allowances for holding the proceedings of the Internal Committee, by the employer, as may be prescribed.
Other than an internal committee a local committee is also in picture.
CONSTITUTION OF LOCAL COMPLAINTS …show more content…
Complaint is filed to committee.
2. In front of a small council like a closed court settlement is tried to be achieved
3. Inquiry is started with collection of evidence and statements
4. During the pendency of an inquiry on a written request made by the aggrieved woman, the Internal Committee or the local Committee, as the case may be, may recommend to the employer to—
(a) transfer the aggrieved woman or the respondent to any other workplace
(b) grant leave to the aggrieved woman up to a period of three months
(c) grant such other relief to the aggrieved woman a may be prescribed.
5. The committee prepare a report with its findings and submit it to the employer or district officer depending upon the situation.
6.In case of a false case the employer or officer is made to take actions against the women.
7.Depending upon the severity of the case and the status of the women compensation is decided.
8. As to prevent the public display of inside information of company the report and all facts are to be kept between only the people involved with the committee involved.
9.A heavy penalty is subjected to the person or body in case of leak of the
Sexual harassment of women at workplace Act,2013, is an act established to protect women at workplace against various type of physical, mental and sexual harassment.
Various types of harassment at workplace -
The act is not restricted to industries and businesses, but all type and size of workplaces, matter it a home run business with a hired secretary, to a tailoring business with around 10-15 humans worth or working force with mix of men and women.
“sexual harassment” includes any one or more of the following unwelcome acts—
(i) physical contact and advances
(ii) a demand or request for sexual favours
(iii) making sexually coloured remarks …show more content…
Grant of promotion and perks to employees should not be biased on the basis of sex.
.Work environment should not be explicit or hostile for the female workers.
Prevention Methods
Establishment of a Internal complaint committee- To deal with the matters at lower levels and settle the case as a inside matter, saving the name of the company.
The internal committee should have a Presiding Officer who shall be a woman employed at a senior level at workplace from amongst the employees not less than two Members from amongst employees preferably committed to the cause of women or who have had experience in social work or have legal knowledge one member from amongst non-governmental organisations or associations committed to the cause of women or a person familiar with the issues relating to sexual harassment
The Member appointed from amongst the non-governmental organisations or associations shall be paid such fees or allowances for holding the proceedings of the Internal Committee, by the employer, as may be prescribed.
Other than an internal committee a local committee is also in picture.
CONSTITUTION OF LOCAL COMPLAINTS …show more content…
Complaint is filed to committee.
2. In front of a small council like a closed court settlement is tried to be achieved
3. Inquiry is started with collection of evidence and statements
4. During the pendency of an inquiry on a written request made by the aggrieved woman, the Internal Committee or the local Committee, as the case may be, may recommend to the employer to—
(a) transfer the aggrieved woman or the respondent to any other workplace
(b) grant leave to the aggrieved woman up to a period of three months
(c) grant such other relief to the aggrieved woman a may be prescribed.
5. The committee prepare a report with its findings and submit it to the employer or district officer depending upon the situation.
6.In case of a false case the employer or officer is made to take actions against the women.
7.Depending upon the severity of the case and the status of the women compensation is decided.
8. As to prevent the public display of inside information of company the report and all facts are to be kept between only the people involved with the committee involved.
9.A heavy penalty is subjected to the person or body in case of leak of the