Dear Concern, What all points have to be addressed in the Sexual Harassment Policy for IT -E commerce Industry? Please suggest and provide the same.
From India, Mumbai
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From India, Mumbai
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The Sexual Harassment Policy must include, inter alia:
1. Employer's commitment to promoting a safe and secure workplace environment/work-space free from sexual harassment of women at the workplace and the underlying factors that contribute to/likely to contribute to incidents of/acts of sexual harassment of women at the workplace;
2. Where no woman shall be subjected to sexual harassment at the workplace, including "arising out of employment" and "in the course of employment," including transportation provided by the employers, events/get-togethers sponsored by or funded by the employer, directly or indirectly;
3. Employer's commitment to providing a work environment free from hostile, intimidating, coercive work environment;
4. Constituting an Internal Committee in the establishment employing ten or more workers/employees, including at branches, units geographically differently located, where ten or more are employed as per Section-4 of SHWW (P, P&R) Act 2013;
5. Notifying the formation of the Internal Committee and providing all facilities/aid to the IC to function effectively under Section-19;
6. Monitoring submission/filing of reports by the Internal Committee like a) IC Annual Report as per Section-21 for the calendar year due for 2018;
7. Commitment to organizing mandatory i) employee awareness programs at regular intervals to sensitize the employees to the provisions of the said Act 2013;
8. Commitment to organizing mandatory i) orientation programs and ii) capacity & skills building programs for members of the Internal Committee so that they know about their legally entrusted duties and know/get trained in discharging their duties properly and faithfully; and
9. Most importantly, educating the employees and others that sexual harassment is and amounts to/to be treated as an act of:---
i) Misconduct punishable under the establishment's service rules or standing order;
ii) Offense under IPC;
iii) Offense of violation of fundamental rights of women guaranteed by our Constitution; and
iv) Violation of Intl Convention ratified by Indian Sovereign in 1993; and
v) Loss of profits and profitability, directly and loss of morale, motivation, sense of belongingness, indirectly, unwarranted media attention, loss of reputation, etc.
Kritarth Team of Special Educators invite observations, views, comments, and requests for assistance in implementing SHWW Act 2013 provisions and matters connected therewith.
Kritarth Team, Bengaluru Office 9th Feb 2019
From India, Delhi
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2141. Employer's commitment to promoting a safe and secure workplace environment/work-space free from sexual harassment of women at the workplace and the underlying factors that contribute to/likely to contribute to incidents of/acts of sexual harassment of women at the workplace;
2. Where no woman shall be subjected to sexual harassment at the workplace, including "arising out of employment" and "in the course of employment," including transportation provided by the employers, events/get-togethers sponsored by or funded by the employer, directly or indirectly;
3. Employer's commitment to providing a work environment free from hostile, intimidating, coercive work environment;
4. Constituting an Internal Committee in the establishment employing ten or more workers/employees, including at branches, units geographically differently located, where ten or more are employed as per Section-4 of SHWW (P, P&R) Act 2013;
5. Notifying the formation of the Internal Committee and providing all facilities/aid to the IC to function effectively under Section-19;
6. Monitoring submission/filing of reports by the Internal Committee like a) IC Annual Report as per Section-21 for the calendar year due for 2018;
7. Commitment to organizing mandatory i) employee awareness programs at regular intervals to sensitize the employees to the provisions of the said Act 2013;
8. Commitment to organizing mandatory i) orientation programs and ii) capacity & skills building programs for members of the Internal Committee so that they know about their legally entrusted duties and know/get trained in discharging their duties properly and faithfully; and
9. Most importantly, educating the employees and others that sexual harassment is and amounts to/to be treated as an act of:---
i) Misconduct punishable under the establishment's service rules or standing order;
ii) Offense under IPC;
iii) Offense of violation of fundamental rights of women guaranteed by our Constitution; and
iv) Violation of Intl Convention ratified by Indian Sovereign in 1993; and
v) Loss of profits and profitability, directly and loss of morale, motivation, sense of belongingness, indirectly, unwarranted media attention, loss of reputation, etc.
Kritarth Team of Special Educators invite observations, views, comments, and requests for assistance in implementing SHWW Act 2013 provisions and matters connected therewith.
Kritarth Team, Bengaluru Office 9th Feb 2019
From India, Delhi
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