Women harassments are in a rise only, despite the numerous measures taken by the governments and various authorities and offices.
I am afraid to say the working women are not placed any better than others, or perhaps they are more subjected to such embarrassments than others.
The epoch making Sexual Harassment of Women at Workplace Act for prevention, prohibition and redressal of such menace was enacted in 2013 and prior to that itself we had necessary system in many companies following Visakha's case.
However, when the Act came in force it became legally mandatory and obligatory for all employers to follow those strict provisions and rules of law.
There was confusion confounding, since the law was not so easily understandable either to the victim who must benefit out of it or management who had to implement it for the better good.
It is in this context, the Government itself has come up with publication of a Handbook which is of great help for all workplaces, institutions, organizations and even the employees to provide basic understanding of this law.
More so, this helps a lot for complaint committees internally established to know better about the proceedings such that they can conduct its proceedings in a legally sustainable way and can also redress the grievances for which the law is enacted.
The Handbook has six sections covering introduction/genesis, definitions and impact of sexual harassment, responsibles in managements and their responsibilities, redressal mechanism, monitoring and best practices to follow.
From India, Mumbai
5I am afraid to say the working women are not placed any better than others, or perhaps they are more subjected to such embarrassments than others.
The epoch making Sexual Harassment of Women at Workplace Act for prevention, prohibition and redressal of such menace was enacted in 2013 and prior to that itself we had necessary system in many companies following Visakha's case.
However, when the Act came in force it became legally mandatory and obligatory for all employers to follow those strict provisions and rules of law.
There was confusion confounding, since the law was not so easily understandable either to the victim who must benefit out of it or management who had to implement it for the better good.
It is in this context, the Government itself has come up with publication of a Handbook which is of great help for all workplaces, institutions, organizations and even the employees to provide basic understanding of this law.
More so, this helps a lot for complaint committees internally established to know better about the proceedings such that they can conduct its proceedings in a legally sustainable way and can also redress the grievances for which the law is enacted.
The Handbook has six sections covering introduction/genesis, definitions and impact of sexual harassment, responsibles in managements and their responsibilities, redressal mechanism, monitoring and best practices to follow.
From India, Mumbai
Every employer is bound by the Act to have an internal complaints committee,in which an external member is nominated.Efforts are made to keep the identity of the complainant secret.The proceedings of the committee are held in a legally sustainable way.
From India, Bokaro
From India, Bokaro
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Sexual Harassment of women at workplace (Prevention, Prohibition & Redressal) Act 2013.pdf