Dear Friends Please find attached Gazette Notificaion of "The Sexual Harassment of Women at Workplace (Prevention, Prohibition& Redressal) Act 2013" published on 23rd April, 2013. Regards. SK
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I am attaching a ppt made on the subject.Hope it would be useful for others. Thanks Vivek Chandra
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Dear Seniors,
Please clarify the following for me: Should the Internal Complaints Committee (ICC) have a third-party member (from an NGO, etc.)? Or can the company form a committee with all four members from the internal team itself?
Regards,
Jagadeesh R
Molecular Connections
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Please clarify the following for me: Should the Internal Complaints Committee (ICC) have a third-party member (from an NGO, etc.)? Or can the company form a committee with all four members from the internal team itself?
Regards,
Jagadeesh R
Molecular Connections
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Dear All The act attached is very good. But what about mental harrassment which is so common in MNC for both the sexes. rgds Shipra
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In Indian gazette a fresh Act -2013 is required for mental harassment, since the cases of mental harassment is increasing day today in private as well govt agencies also.
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But how this will happen...can anyone guide me how we can do this?
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I feel today mental harassment is more prevalent as everybody knows there is no law for the same. Seniors can exploit their juniors very easily by taunting, insulting in front of others, bullying them. Not fostering them, their actions can make juniors feel low.
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In reality, the seniors have to understand the mentality of their juniors. They should recognize that a day will come when juniors will become seniors. However, since they don't attempt to grasp this fact, the division between juniors and seniors is entirely wrong. Juniors realize that seniors must be given due respect and their orders obeyed. Seniors easily exploit their juniors by taunting and insulting them in front of others, which may create a rift in seniority.
The smooth operation of an organization relies on a harmonious relationship between juniors and seniors. Today's seniors were yesterday's juniors, and similarly, today's juniors will become tomorrow's seniors. So, why is there a difference in mentality when both are essential parts of an organization?
Seniors are to be respected, and their orders should be followed. On the other hand, juniors also have the right to receive affection from their seniors. This gap should be bridged with the help of love and affection.
Regards,
From India, Jamshedpur
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The smooth operation of an organization relies on a harmonious relationship between juniors and seniors. Today's seniors were yesterday's juniors, and similarly, today's juniors will become tomorrow's seniors. So, why is there a difference in mentality when both are essential parts of an organization?
Seniors are to be respected, and their orders should be followed. On the other hand, juniors also have the right to receive affection from their seniors. This gap should be bridged with the help of love and affection.
Regards,
From India, Jamshedpur
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Hello everyone,
I have just come across the following on one of the legal-based sites:
"As a result of the growing importance of the issues relating to sexual harassment and protection of female employees in India, a new section was added to the Indian Penal Code, 1860 through the Criminal Law (Amendment) Act, 2013, which enlists the acts that constitute the offense of sexual harassment and further envisages penalties/punishments for such acts. A man committing an offense under this section is punishable with imprisonment, the term of which may range between 1 - 3 years or with a fine or both. Since the amendment criminalizes all acts of sexual harassment, employers shall be required to report any offenses of sexual harassment to the appropriate authorities."
Does this mean that all sexual harassment cases at the workplace need to be filed as FIR with the police?
Regards,
Shruti
From Australia
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I have just come across the following on one of the legal-based sites:
"As a result of the growing importance of the issues relating to sexual harassment and protection of female employees in India, a new section was added to the Indian Penal Code, 1860 through the Criminal Law (Amendment) Act, 2013, which enlists the acts that constitute the offense of sexual harassment and further envisages penalties/punishments for such acts. A man committing an offense under this section is punishable with imprisonment, the term of which may range between 1 - 3 years or with a fine or both. Since the amendment criminalizes all acts of sexual harassment, employers shall be required to report any offenses of sexual harassment to the appropriate authorities."
Does this mean that all sexual harassment cases at the workplace need to be filed as FIR with the police?
Regards,
Shruti
From Australia
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The purpose of intervention is to minimize or remove the malady. Has this intervention done so,in any case?
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Rules have also been notified in the Gazette on 09.12.2013. Attached herewith for reference to all. Thanks
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Several large and small corporations have introduced solutions to their employees and have adhered to the requirements of the ACT. Does anyone have any reports that such measures have stopped, minimized, or decreased sexual harassment complaints?
Attribution: https://www.citehr.com/458916-sexual...#ixzz36Smd7CoD
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Attribution: https://www.citehr.com/458916-sexual...#ixzz36Smd7CoD
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In this regard, there is an urgent need to review our approach towards gender crime laws in general.
Attribution: https://www.citehr.com/458916-sexual...#ixzz36TCJt3Uv
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Attribution: https://www.citehr.com/458916-sexual...#ixzz36TCJt3Uv
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Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act 2013.pdf