Preventing Sexual Harassment in the Workplace: Laws, Policies, and Procedures
This content emphasizes the importance of recognizing and addressing sexual harassment in the workplace. It covers various measures such as legal acts, rules, and guidelines aimed at preventing and addressing sexual harassment. From defining sexual harassment to outlining reporting procedures, it provides essential information on creating a safe and respectful work environment. The content also highlights the significance of proper communication and the different types of behaviors that constitute sexual harassment.
Download Presentation
Please find below an Image/Link to download the presentation.
The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author. Download presentation by click this link. If you encounter any issues during the download, it is possible that the publisher has removed the file from their server.
E N D
Presentation Transcript
Awareness of Anti- Sexual Harassment Measures
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013 The Criminal Law (Amendment) Act, 2013 Indian Evidence Act, 1872 Related labor laws.. In India, the Law includes
Harassment, Sexual Harassment, Discrimination and Abuse of Authority Guidelines, implementing UN Staff Rule 1.2 (f), updated on 11th May, 2018 For UN Staff, Contractors, Consultants & Allied Personnel UNDP Policy for Protection Against Retaliation The Office of Audits and Investigations The Office of the Ombudsperson
Hiralal Rama Jadhav v. Govt. of Maharashtra, 22 December 2017, Bombay High Court it is the employer s duty under the said Act of 2013, to treat sexual harassment as a misconduct under the service rules and to initiate action for such misconduct. - Justice M.S. Karnik
Before the IC of the organization of the Respondents employment. Before the LC when there is no IC at the Respondent s workplace. Where can a complaint be filed? Before the Office of the Ombudsperson when the complaint is against a UN Staff Member, UN Consultant or any other UN personnel. Before the police, if the action (or omission) also amounts to a criminal offence.
Demanding sexual favours Defining Sexual Harassment Making sexually colored remarks Verbal, non-verbal Sexual Harassment Showing pornography Physical assault
Detrimental treatment at work Circumstances considered as Sexual Harassment Humiliating treatment affecting health or safety Preferential treatment at work Creating a hostile work environment Threat to employment status
01 02 03 Guidelines for Professional communication Prioritize factual over emotional explanations Transparency and consistency set the tone Always speak up against negative behavior
Chronology under the Act of 2013 Filing a complaint Inquiry into complaint Submission of report Action based on report 90 Days 90 Days 10 60 Days Days
Your Rights Respondent Reply to the complaint, Be heard, and Provide evidence and witnesses to support your response
Medical expenses Financial status of the respondent Loss of career opportunity Factors affecting compensation Trauma Payment terms
Confidential and Anonymity at all times
Sec 354A, IPC: Sexual Harassment of a woman by a man is a criminal offence
