By Bhavneet Vohra June 29, Though Indian Law speaks significantly about Sexual Harassment at workplace, but we need to understand that harassment against the employees is not restricted to the sexual alone. There are various categories that can be covered under the purview of harassment at workplace against the employees due to which the employees have to suffer humiliation and are often exploited by their respective supervisors. Non- Sexual Harassment - Majority of the people believe in the common notion that harassment at workplace can be sexual only.
Sexual Harassment Law in India: Redefining Workplace Dynamics
Workplace harassment problems of women in India and how to deal with them - Careerizma
State of Rajasthan, laid down certain guidelines to effectively deal with sexual harassment of female employees at the workplace. The guidelines are 12 in number, and may be considered the law on the subject until statutory provisions are made in that regard. In the past many companies have faced the wrath of government authorities, NGOs, political parties, the media and the courts for issues relating to harassment, particularly harassment of female employees. Therefore, every Company is to now have a sexual harassment policy which must encompass all the 12 guidelines laid down by the Supreme Court. For reference, the following are the 12 guidelines laid down by the Supreme Court:. Duty of the Employer or other responsible persons in work places and other institutions:. It shall be the duty of the employer or other responsible persons in work places or other institutions to prevent or deter the commission of acts of sexual harassment and to provide the procedures for the resolution, settlement or prosecution of acts of sexual harassment by taking all steps required.
Protection of Women From Sexual Harassment At Workplace
Since industrialization, women working in factories and offices have had to endure sexual comments and demands by bosses and coworkers as the price for economic survival. In the absence of civil and penal laws in India, for providing adequately and specific protection to women from sexual harassment in the work places, in , the Supreme Court passed a landmark judgment in Vishaka vs. State of Rajasthan, laying down guidelines to be followed by establishments in dealing with complaints about sexual harassment. After almost two decades, the specific Act against sexual harassment has been formulated by the Indian Legislature. Although the Act was welcomed and expected to meet the needs of the present day, the problematic provisions and unanswered questions present a conundrum for application of the Act, and should to be clarified for effective implementation of the Act.
These resources are not intended as a definitive statement on the subject addressed. Rather, they are intended to serve as a tool providing practical advice and references for the busy in-house practitioner and other readers. The law can be interpreted to imply that only behaviour that has sexual undertones is considered to be sexual harassment. So what constitutes sexual harassment? It depends on the country.