How to Effectively handle Sexual Harassment Complaints at your Organization
As the workplace becomes more and more diverse, there are several pros as well as some cons that arise. The unconscious biases start manifesting themselves in a bigger way when different people come together in teams. One of the ways in which such a bias shows up is sexual harassment because of preconceived gender notions. Companies have identified this as a big concern area but most of them...
Prevention of Sexual Harassment Act, 2013 : Role of Internal Committee at the Workplace
As per the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, the role of the Internal Committee (IC) is defined as below: Shall provide assistance to the victim to make the complaint in writing.
Complaints need to be filed within 3 months from the last incident occurrence date. IC may extend the time limit by another 3 months.
Before initiating an...
HR’s Dilemma on Sexual Harassment Incidents
A prospective client approached us with the below scenario in her organization faced by her employees in the retail outlets across India:
“There are sudden unexpected resignations happening in my organization and especially women folks. On the last day of exit, they speak up after much probing and confess to the actual reason as being sexually harassed by colleagues or managers and hence...
Anti Sexual Harassment – FAQs Demystified!!
KelpHR along with PeopleMatters conducted a webinar on “Tricky cases and best practices while handling Sexual Harassment incidents at workplace” on November 29th 2016. This event was attended by more than 135 participants from across corporate India. Click here to listen to our webinar.
At the end of the webinar, during the Q and A session, we received many relevant queries from the...
Vishaka Guidelines vs Prevention of Sexual Harassment , ASH Act 2013 and real life court room cases!!!
The legal dictionary defines sexual harassment as any unwelcome sexual advances, requests for sexual favours and other verbal or physical conduct of sexual nature that tends to create a hostile or offensive work environment. Sexual Harassment is a violation of human rights of a person. Human rights are inherent and inalienable and its violation should be prevented by the State, at all times....
Know the Law – Sexual Harassment of Women at Workplace Act, 2013
On 9th December 2013, the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 came into force. This statute superseded the Vishaka Guidelines for Prevention of Sexual Harassment introduced by the Supreme Court of India. Some observations on what the Act states:
• Employment rules/service rules should also be amended to include: Termination or action...
An Amendment for clarity
When the law The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 was passed in 2013, it was clear that prevention and prohibition played larger role than redressal. The committee which was commissioned to do this was called ICC – Internal Complaints Committee. Due to its overtone as internal “complaints” committee many organisations used it for mere...
Sexual Harassment of Women at Workplace Act, 2013 – India
What is Sexual Harassment Act?
As stated by the act, “An Act to provide protection against Sexual harassment of women at workplace and for Prevention and redressal of complaints of Sexual harassment and for matters connected therewith and incidental thereto.”
The Act will ensure that women are protected against sexual harassment at all the work places, be it in public or private. This will...
