---Attention - Heads of HR Management & Management Functioneries---
"Duties of Employers Under Section-19 of Sexual Harassment of Women at Workplace (P,P&R) Act 2013 & the Rules"
As an Aid & Advisor and Decision-Makers in their Own Right as HR Funtional Head, please deem it your Duty to ensures that
a) your Employer Faithfully and Properly "Discharges" Her/His Legal enforceable "Duties of Employers" as Listed in Section-19 of Sexual Harassment of Women at Workplace (P,P & R) Act 2013; and
b) Reports Action-Taken as required in the Section-22 of the said SHWW (P,P & R) Act 2013, the Companies Act and as in recently Gazetted on 31st July 2018 Companies (Accounts) Amended Rules 2014.
Out of the Ten (10) Duties of Employer, Employers May Begin with and By
a). Providing Protection to Women from Sexual Harassment at Workplace by providing a Safe Working Environment at the
workplace with shall include Safety from the persons coming into contact at the workplace;
(b) Display the Penal Consequences of Causing Sexual Harassments; and the Order Constituting, the Internal Committee under
at any conspicuous place in the workplace;
(c) Organise i) Workshops and Awareness Programmes, at regular intervals, for Sensitising the Employees with the Provisions
of the SHWW (P,P7R) Act and Organize ii) Orientation Programmes & Capacity & Skills BuildingPrograms for the
Members of the Internal Committee;
(d) Provide necessary facilities to the Internal Committee or the Local Committeefor dealing with the SH Complaint and
Conducting an Inquiry;
(e) Assist in securing the Attendance of the Respondent and Witnesses before the Internal Committee or the Local Committee;
(f) make available such information to the Internal Committee or the Local Committee, as it may require having regard to the
SH Complaint;
(g) Provide assistance to the Woman if she so chooses to File a Complaint in relation to the offence under the IPC or any other
law for the time being in force;
(h) Cause to initiate action, under the IPC or any other law for the time being in force, against the Perpetrator, or if the aggrieved
Woman so desires, where the Perpetrator is not an Employee;
(i) Treat Sxual Harassment as an Act of Misconduct under the Service Rrules and initiate; And
(j) Monitor the Timely Submission of Reports by the Internal Committee's Presiding Officer before the District Officer of the
respective District in the Country.
The Day is Fast Approaching for the Internal Committee Presiding Officer to File Her Annual Report, under Her Signature for the Calendar year 2018, before the District Officer so designated by the State Govts. Generally, the Annual Report for the Year 2018 ought to be Filed before 31 January 2019 with a thereof to be forwarded to her Employer for Onward Action under Section 22.
Kritarth Team of Special Educators and Serving Member (External) of Internal Committees PAN India, would be Ready and Willing to Guide, Assist and Help the Employers and or the Heads of HR Management in Proper Implementation of the said Acts.
Kritarth Team,
27 Nov 2018.
From India, Delhi
200"Duties of Employers Under Section-19 of Sexual Harassment of Women at Workplace (P,P&R) Act 2013 & the Rules"
As an Aid & Advisor and Decision-Makers in their Own Right as HR Funtional Head, please deem it your Duty to ensures that
a) your Employer Faithfully and Properly "Discharges" Her/His Legal enforceable "Duties of Employers" as Listed in Section-19 of Sexual Harassment of Women at Workplace (P,P & R) Act 2013; and
b) Reports Action-Taken as required in the Section-22 of the said SHWW (P,P & R) Act 2013, the Companies Act and as in recently Gazetted on 31st July 2018 Companies (Accounts) Amended Rules 2014.
Out of the Ten (10) Duties of Employer, Employers May Begin with and By
a). Providing Protection to Women from Sexual Harassment at Workplace by providing a Safe Working Environment at the
workplace with shall include Safety from the persons coming into contact at the workplace;
(b) Display the Penal Consequences of Causing Sexual Harassments; and the Order Constituting, the Internal Committee under
at any conspicuous place in the workplace;
(c) Organise i) Workshops and Awareness Programmes, at regular intervals, for Sensitising the Employees with the Provisions
of the SHWW (P,P7R) Act and Organize ii) Orientation Programmes & Capacity & Skills BuildingPrograms for the
Members of the Internal Committee;
(d) Provide necessary facilities to the Internal Committee or the Local Committeefor dealing with the SH Complaint and
Conducting an Inquiry;
(e) Assist in securing the Attendance of the Respondent and Witnesses before the Internal Committee or the Local Committee;
(f) make available such information to the Internal Committee or the Local Committee, as it may require having regard to the
SH Complaint;
(g) Provide assistance to the Woman if she so chooses to File a Complaint in relation to the offence under the IPC or any other
law for the time being in force;
(h) Cause to initiate action, under the IPC or any other law for the time being in force, against the Perpetrator, or if the aggrieved
Woman so desires, where the Perpetrator is not an Employee;
(i) Treat Sxual Harassment as an Act of Misconduct under the Service Rrules and initiate; And
(j) Monitor the Timely Submission of Reports by the Internal Committee's Presiding Officer before the District Officer of the
respective District in the Country.
The Day is Fast Approaching for the Internal Committee Presiding Officer to File Her Annual Report, under Her Signature for the Calendar year 2018, before the District Officer so designated by the State Govts. Generally, the Annual Report for the Year 2018 ought to be Filed before 31 January 2019 with a thereof to be forwarded to her Employer for Onward Action under Section 22.
Kritarth Team of Special Educators and Serving Member (External) of Internal Committees PAN India, would be Ready and Willing to Guide, Assist and Help the Employers and or the Heads of HR Management in Proper Implementation of the said Acts.
Kritarth Team,
27 Nov 2018.
From India, Delhi
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