Women's harassment is on the rise, despite the numerous measures taken by governments, various authorities, and offices.
I am afraid to say that working women are not placed any better than others; perhaps they are more subjected to such embarrassments than others.
The epoch-making Sexual Harassment of Women at Workplace Act for the prevention, prohibition, and redressal of such a menace was enacted in 2013, and prior to that, we already had necessary systems in many companies following the Vishaka case.
However, when the Act came into force, it became legally mandatory and obligatory for all employers to follow those strict provisions and rules of law.
There was confusion confounding, as the law was not easily understandable either to the victim who must benefit from it or the management who had to implement it for the greater good.
In this context, the Government itself has published a Handbook that is of great help for all workplaces, institutions, organizations, and even employees to provide a basic understanding of this law.
Moreover, this is very helpful for complaint committees internally established to have a better understanding of the proceedings so that they can conduct their proceedings in a legally sustainable way and also redress the grievances for which the law is enacted.
The Handbook has six sections covering introduction/genesis, definitions and the impact of sexual harassment, responsibilities in management and their responsibilities, redressal mechanisms, monitoring, and best practices to follow.
From India, Mumbai
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5I am afraid to say that working women are not placed any better than others; perhaps they are more subjected to such embarrassments than others.
The epoch-making Sexual Harassment of Women at Workplace Act for the prevention, prohibition, and redressal of such a menace was enacted in 2013, and prior to that, we already had necessary systems in many companies following the Vishaka case.
However, when the Act came into force, it became legally mandatory and obligatory for all employers to follow those strict provisions and rules of law.
There was confusion confounding, as the law was not easily understandable either to the victim who must benefit from it or the management who had to implement it for the greater good.
In this context, the Government itself has published a Handbook that is of great help for all workplaces, institutions, organizations, and even employees to provide a basic understanding of this law.
Moreover, this is very helpful for complaint committees internally established to have a better understanding of the proceedings so that they can conduct their proceedings in a legally sustainable way and also redress the grievances for which the law is enacted.
The Handbook has six sections covering introduction/genesis, definitions and the impact of sexual harassment, responsibilities in management and their responsibilities, redressal mechanisms, monitoring, and best practices to follow.
From India, Mumbai
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Every employer is bound by the Act to have an internal complaints committee, in which an external member is nominated. Efforts are made to keep the identity of the complainant secret. The proceedings of the committee are held in a legally sustainable way.
From India, Bokaro
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From India, Bokaro
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Sexual Harassment of women at workplace (Prevention, Prohibition & Redressal) Act 2013.pdf