This note is only intended as a general overview and is not to be viewed as a substitute for legal advice. Brands & Bonds shall not be liable for any actions taken or not taken on the basis of this note.
It is a bitter truth that ‘freedom’ in its full sprit and excellence is still a distant dream irrespective of gender. The modern civil society strives to maintain gender neutrality at work place, and women, commendably have shred out their inhibitions and emerged to hold key positions and works towards economic growth of the society. The increasing number of women in employment, however, has also created unfortunate avenues for exploitation in multiple forms, the grievous being sexual in nature.
The Indian Government, realized that the guidelines formulated in the famous case of Vishaka Vs State of Rajasthan, was not ample enough to contain the menace, hence, passed a specific statue called Sexual Harassment of women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
The objective of the Act is to provide protection against sexual harassment of women at workplace and for the prevention and redressal of complaints of sexual harassment and matters connected therewith or incidental thereto.
It is the duty of all employees to ensure that the work environment attains highest ethical standard in inter personal behavior, especially with woman employees.
All forms of discrimination and conduct which can be considered harassment, coercive or disruptive, or which create a hostile or offensive environment is strictly prohibited and is not be tolerated. Instances of sexual harassment whenever brought to the notice of the management of the organization should be dealt expeditiously and inquired in accordance of law.
The Act attempts to comprehensively define as to what amounts to Sexual Harassment at work place. “Sexual harassment” of women employees includes any one or more of the following unwelcome acts or behavior (whether directly or by implication) namely:-
Sexual harassment of a woman employee would mean to include abuse of authority by any person in charge of the organization or any person employed by it to exploit the subordinate woman employee to harass her in a manner which prevents or impairs the employee's full potential. It also includes behaviour that overtly or covertly abuses the inherent power to threaten, coerce or intimidate an employee to accept sexual advances or make employment decision affecting the individual or create an intimidating, hostile or offensive work environment.
The organization should accord and recognizes that it has the duty to prevent or deter the commission of any acts of sexual harassment at the workplace. The circumstances of sexual harassment at employment may include any unwelcome sexual behaviour by any person either individually or in association with other persons or by any person in authority whether directly or by implication and includes:
The Act casts few specific obligations on the Employer to comply with.
The Act further makes some pertinent provision which amplifies the scope and extent of the application of the Act.
Work Place: The connotation of work place is wide enough to include any place visited by the employee arising and out of the course of employment including the transportation provided by the Employer for undertaking such journey.
Employee: The Act defines and employee to mean a person employed at a workplace for any work on regular, temporary, ad hoc or daily wage basis, either directly or through an agent, including a contractor, with or, without the knowledge of the principal employer, whether for remuneration or not, or working on a voluntary basis or otherwise, whether the terms of employment are express or implied and includes a co-worker, a contract worker, probationer, trainee, apprentice or called by any other such name.
One of the important feature of the Act is that it enables the Organization to handle the subject within its four corners, however as prescribed by the Act and Rules. The ICC if concludes the perpetrator guilty, can recommend any form of punishment including
Interestingly, the above stated punishment can be prescribed by the Organization if the complaint is found frivolous.
If the organization fails to comply with the provisions and does not constitute an ICC, it not only it loses the opportunity to handle the matter within the organization since then the matter would be handled by the Local Complainants Committee formed by the respective Government but also the Act cast a first time liability of Rs.50,000/- and for continued or subsequent non-compliance, the penalty doubles and may even lead to cancellation of the License of the Employer/revocation of any statutory business licenses.
Keeping pace with the objective of the Act, it is a commendable initiative and social responsibility. It is important that the organizations should comply with the provisions with open will and work towards ensuring the fundamental right of freedom in its true spirits.
The Act undoubtedly is enshrined with sharp edges and many of the provisions are likely to be tested by the Courts in future.
Author - Vineed Abraham & Bindhu Antony
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