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) File No.16-;2017-UT.2
F. No. 16-5/2017 /UT-2 Government of India
Ministry of Human Resource Development Department of School Education & Literacy
UT-2 Section
**** B - Wing Ground Floor, Near Gate No. 5,
Shastri Bhawan, New Delhi- 110001
The Commissioner, Kendriya Vidyalaya SanyaU1an, 18, Institutional Area, Shaheed Jit Singh Marg, New Delhi- 110016
Dated 19th June 2017
SUBJECT: FORWARDING OF HANDBOOK ON SEXUAL HARASSMENT OF WOMEN AT WORKPLACE (PREVENTION, PROHIBITION AND REDRESSAL) ACT, 2013 AND TRAINING MODULE ON SEXUAL HARASSMENT OF WOMEN AT WORKPLACE (PREVENTION, PROHIBITION ,AND REDRESSAL) ACT, 2013.
Sir,
I am directed to forward herewith a Circular No. C-23011/ 1/2016-
Vig. dated 7th June 2017 alongwith its enclosures received from Shri Sanjay Kumar, Under Secretary (Vigilance), Ministry of Human Resource
· ·- -.. _.·· Developrnent, Department of Higher Education alongwith Handbook on ~ 6S'M q1~exual Harassment of Women at Workplace (Prevention, Prohibition and
~edressal) Act, 2013, which is self explanatory.
2 . It is requested to ensure proper implementation of the Act and intimate implementation report to this Ministry for onward submission to Vigilance Section of this Ministry.
__ ;;.;.::> ~~ ...... ~~ ... A e., r~ ,-· , . , --·.·.·_;_·-~-.---~~ .. -,·~ .. ·· ·v 'V'JY ..l 1 """"" .J \ .:;?':C/ . ~:- .-·
\ " -£}:-~ , ,) ' /,~}(v L v~ .··· (V.~. HARIHARA~J
l!,;-!!taer Secretary to the Gov~rnment of Inj!a ~- I .
I
_.--. , ·. ~" :- \
__..-·
ENCL: AS ABOVE
; 1 JUL 2017
' /
No.C-23011/1/2016-Vig.
Government of India
Ministry of Human Resource Development
(Department of Higher Education) Vigilance Section
~\~
Room No.106 "C", Shastri Bhawan,
New Delhi, the 7~une, 2017
Sub: Forwarding of Handbook on Sexual Harassment of Women at Workplace (Prevention,
Prohibition and Redressal) Act, 2013 and Training Module on Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
Ministry of Women and Child Development has developed a Handbook on Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. The Handbook is meant for all workplaces, institutions, organisations to provide basic understanding of sexual harassment at places or work. It is also designed to explain to internal committee(s) and Local Complaints Committee(s) established under the Act with simple, user friendly information about their role, responsibilities and steps for conducting inquiry in the
cases of workplace sexual harassment.
2. Furthermore, in order to create awareness and capacities about the Act, a training module has been prepared by Ministry through the Institute of Secretariat Training and
Management (ISTM), New Delhi to build the capacity of Government Officers around the
provision of the Act.
3. The Ministry of Women and Child Development has also empanelled 29 institutions
working in various part of the country to provide training programmes on Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
4. Handbook on Sexual Harassment of Women at Workplace {Prevention, Prohibition and
Redressal) Act, 2013, Training Module for Two Day Workshop on Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and the list of empanelled institutes may be viewed on the website of Ministry of Women and Child Development i.e. www.wcd.nic.in. A copy each of Hand Book and Training Module and list of empanelled
institutes is enclosed herewith.
5. It is requested that copy of the aforesaid Handbook and Training' Module may please be
circulated to all Autonomous/Statutory institutions/organizations under the administrative jurisdiction ofthe respective Bureau in order to ensure proper implementation ofthe Act under
intimation to Vigilance Bureau.
All Bureau Heads
As per list attached
Encl. as above
\_ ... / /~~ [v \)
(Sanjay Kumar) Under Secretary (Vigilance
On Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal} Act, 2013
for Employers I Institutions I Organisations/
Internal Complaints Committee I Local Complaints Committee
Towards a new dawn
Government of India Ministry of Women and Child Development
NOVEMBER 201 5
: ,~,.__4. A. l -J.., .. · l._~~-
@ ._ .. "
-· _;_.,./
... ~ -
. · ... -: ·-.. -
for Employers /Institutions I Organisations/ Internal Complaints Committee I Local Complaints Committee
Towards a new dawn
Government of India Ministry of Women and Child Development
November 2015
SECTION 1: INTRODUCTION
1.1 THE MANDATE
1.2 THE GENESIS
1.3 THEACT
1.4 PURPOSE OF THIS HANDBOOK
1.5 WHO IS THIS HANDBOOK FOR?
1.6 STRUCTURE OF THE HANDBOOK
SECTION.!: WORKPLACE SEXUAL HARASSMENT- WHAT IS IT?
2.1 WHO IS AN AGGRIEVED WOMAN
2.2 WHAT IS A WORKPLACE?
2.3 WHAT IS SEXUAL HARASSMENT AT WORKPLACE?
2-4 KEY ELEMENTS OF WORKPLACE SEXUAL HARASSMENT
2.) EXAMPLES OF BEHAVIOURS AND SCENARIOS THAT CONSTITUE SEXUAL HARASSMENT
2.G FOKMS OF SCXUAL HARASSMENT
2.7 SCENARIOS
SECTION 3: PREVENTION & PROHIBITION
3-1 PREVENTIVE AUTHORITIES
3-2 WHO IS A DISTRICT OFFICER (DO)?
3-3 RESPONSIBILITIES OF THE AFOREMENTIONED AUTHORITIES
SECTION 4 : REDRESS ,
4.1 WHO CAN COMPLAIN AND WHERE?
4.2 WH/\T SHOULD THE COMPLAINT CON lAIN?
4-3 WHAT CAN AN EMPLOYEE/WORKER EXPFCT?
4-4 KEY RESPONSIBILITIES
4.5 KNOWLEDGE, SKILLS, TRAINING
4.6 DO'S AND DON'TS FOR COMPLAINTS COMMITEE
4-7 NON-NEGOTIABLES DURING THE INQUIRY PROCESS
4.8 THE SEXUAL HARASSMENT COMPLAINT PROCESS
4·9 AT A GLANCE
SECTION 5: MONITORING
SECTION 6: GLOBAL NORMS AND GOOD PRACTICES
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ACKNOWLEDGEMENTS
~ i f ''·.· \ ··:
In our jourr1ey !mv~ rds prc-p<Jring tllis llandbook . •.vhic1 required a :ot o f gurdancc and :=t.,.srstEmce frorn many ~eup le . whos e n<Jmcs mOly not l)e enumerated. I ;.m1 thankfu l to ;::11! of lt~em for th<:rr contributions to \·>:ards u·,e ccrnpletion ol the t<Jsk
I •;,cou:J like to e xpress my -:. ir~cere thanks to the Ut'-J 1,.'./on~cn (lJnrtcd Nations Entity fo r ~.3e ncler Equ~'llity '-~nd Ernpmverrnenl of 'I!Vom en) for tt~e :r va luable contributions 'Niih their experlence in wo:11en 's movement <J:-J•j cxtJcrt ;se r:1 gender ri qhts in supper ting U:e r.,., inist ry to r;:eparr. the H<Jnclbook •.vith key ir:form;:Jtion on th:· ,L~.ct in an easy-to-use p ractical m a n ner <Jnd
designing ·witr. <lf"JfJr~pnate illust rations.
: 'NOL:Id like ackno •:.; 'edye !he important contri l)utions made ty r·k;. Rish;1 Syr:d, I. ega!
Consuit;mt for th 0. h;:nd•scrk put by :1er coupled w ith he r experience and expertise <~s Ll l e·~ar
professional and ccrnrnllmf'nl to gt:ll(ler issues i1-, t:;.ringirig uut the Har.cbook
I om also thankful to Dr f-'aramita Majumdar, Senror Consult<Jnt. Gender Budgeting br r.::vie•,~o.:ing the manuscri;;t •:ll'ith mr::·trculou:o. scrutiny and sciiO!<Hiy <.Jcv ic(~. I ·.vould like to mention
wiH1 apvcciClt:O'' lor Shri Sarr:uel Paul ;\~. srsta nt Secretary for showing not only his kr:en ir1ter est or1 ttl.-~ :.ubjc:c:t. but assist ing us in the rr.v1cw 'Nork
1A•'t~ hor r: lli."lt this Handbook w:ll he a gu i<:ie ancl ir~spiration to <-1 11 o f us in creating an enabling enviro;1rne:nt oi vvomen in the •..,-orkpi;Jccs
·." . ___ _,- ·•
..
"The meaning and content of the fundamental rights
guaranteed in the Constitution of India are of sufficient
amplitudes to encompass all facets of gender equality .... "
Late Chief Justice J.S. Verma, Supreme Court of India, Vishaka v. State of Rajasthan
' / I
I /.,f)
~·
c:'/Vh .:!·e·:::s s:::s~; . [ h:)r;:ssrne; t rt:Sl ;/-!.<, fr·; \i }(?}(i[fcn of the fundanrentrlf ~:}' o \:',/() f f H)n r_c;
[P:-::::·::rnL·ic, Sevual !·1;-:r-?~'rnr-lni· nf \f\tornl::n ac \//(~:-kp!ace (F\cv~::;;t~on; i·."!r·.:>h~ i) it:('H"'l :'-:.~ r·,_,_·. .. P\ct]
-:enshr ined in the Preamble to t he Constitution of i nci ia, ' ' 2qua! ity of status a;-:d oppo:- t unit y''
n1ust be ~>~~cured ·for al! its citizens_; equality of every p-2rson undfrthc: L3t..:V is guarante~d by
14 of t he Constit.-uUon .
.!-"\ :;~:;~-= ·:\iol·kp!ace is thc i-;2·rci-·2 ;; \f·.'on;ar;'s !ega! dght. !r;de2dj th~:: Constitt.itionai doctrine of equality
.-=\J"'iCi p =:: ;·st.; ::c;l liberty ls ccp·::? il·:cd !; ~i /\rticles 14) 1:) cJnd 21 o-f the Indian Constitution. These articles
to Uv~: :1 life frE.:c frorn d :scri:nination
.. , . - ;·1Ucn en the E1in1 i natic;-~ :~yf ::d ! Forn··is of Discr irnination ~~gainst \/\/ornE: n (CED;~ .. '/v'\ ~.tJhich vvas
26c'i~·t'2::! by the Uf\[ C!e!--:(21-al tv;sc~rnb l y in 1979 z~nd \-\ 'hich is !·Jtified by inclic1 . C>ften d~::sctibed as an
i r:te:·n~' tie r;ai bi! ! of rig!-:ts for V/(.'i r·;!en, it ccd!s fo r the equality qf \·\!OlT!en anc~ IT1ei'1 in tenTiS of hurnan
1·igh ~~) d 11C1 func.!a rnental -frccdc:r-r;s in t he pt1l it.ical) ec.onoJTiiC, sociai f cu lt ura l 3nd civf! sp heres~ !t
~n2xuc:.l h<?lrassrnent ccr•stiTutt:s a gross vio!atio;l c'f vvolT1en's :~ight to equdlily L1nd dig11iLy. it l-ia ~; ~L~ i uuts in p;:_~ LrL.::rcl1y and it~-~ altenclant pei ccp:·inn that ,-nen c;rc :juperior tc '·l'.'Ornen and
that ~nlTie f on11s of vioience agclinst \·Vomen an:~ acceptable. One of these is ·v\/Orkplace sexua!
hc::-~·:s ~-n1r.::nt 1 vvhich v ie\i'/S v<;1ric:u s fo rr11 s of such hc~r d S S 1 r1 e:Tt, as harn;less ~1 nd u~i·v· i al. ()ften, it i~
:2 ;<(~::,·~~([ :·.; :, '!-:3tU r 2'ti . rn~_;)r,: bt::h ;·-:vict.il- or 'harrr:\ess ;·jj,-t::-"l t ion: '..r;hich \-\'Ornen f::t :.1vy. ( oiTtrary t o Lhc~~
;>::-,~~·-··~-:ticns l it c~~:~ .• __ :~:,!.-::s S\-::;·ious h~::rrn cnci is c:ls'J a st:·c·.ng !nc:ni~-~-~~atior ! of s-::: .. -< dis.t..: tiri· .. J;iJaton at the
l·; \ \;}
.~: .~>~~ . [\Jot C' ;i : ~..- i ~.: :t ,':1~-~ ir ;~-:-i ng:ernen L (.,f t l l~= il.l nd~-:n:~n ·L~:d (ghL::; c; f a ':\/O iTJOi\ ur:de r /-\rti cL:-• 19
c:f :~he, c ~) j·;~~~- ir:~itic;-; of li-JC1ic .. . to p;-actice ar.y prGTt2:.-:;it;n ,Jr to carry out any ue:ctq_}d lio n: trade
or bi.:~. incssn; it_ (~:i"tJcL~s cqu,~1Hty and puts t he clignity· cH-ici ~he physi 1:.0! one! psychological vveH··b2ing
l/; ,-., .. c_ ·. :-\~ p ;-~) at ;·-i:;k . Th is !c ad~!-,...: puor procl\ Jfti\.'ity and d f"!(:gc:tive !rnpc:ct en !ives and livelihoods.
·rhcugh SE)< UJI harc1ssrnent <.~ t thf~ vvorkpl;]ce has assunled serious proportions, \·VOnl en do not r-c pc ;·t the 1Tli1tt•:' r Lo the co :>ccrnecl autl 1o1·it ies in most case; clue to ft-::ar of r epris<li from the
harassr:er, los ing one's li velihood, being stigmatized, or losing professional standing and personal
:·c:pt:tation.
/:..cross the globt: today: vvurkp!ace sexua! harc.ssn;t~~nl i ~; increasi ngly understood as c; violation t": f \·VC1r1en's righ ts c:nc1 ;:1 "fcn-n of vio lence ag<Jinst v,.: o rn (~ n. !ndeccl, the~ soci al construct iJ t lTia!e
j) i-i'.:! iege s, !n societ y continues to be usecl t o justify viol ence agl~dnst vvornen in the private dnd
oub!ic s pi : f~l-e. In essence, sexuai ha rassrnent is a rnirror reflecting rnale power over wornen that
sustains patri a!·chal .-elations. in a soci ,2ty INhere violence against women, both subtle and direct,
is bcm1e c:ut of the patriarchal values, won1en are forced to conform to traditional gender roles.
These-: patria rchal values and att it udes of both women and men pose the greatest challenge in
resolution and prevention of sexua! harz;ssment. Workplace se xual harassment, li ke other fori"ns
of violence, is nGt harmless. it involves seri0 us health, human, econornic and social costs, 1.vhich
ma;!ifests themselves in the uvera! i development indices of a nation.
The Se>::ual Harassn:ent of Wome n ,:;;t VVorkplace (Prevention, Pro hibition and l\ ed ressai) Act, 2013
wa ~; c•nactc~cl to ensure safe working span=:s fo;· won1•2n and to builcl enabling work ;,=;nvironments
that rE?spcct \tJOntr::·n's right to ~n.u a lity of status and o pport unity. P-.n e'fl ective in1p lernent:Jtion
(Y f d ~t:~ /-\ct \-v iH cectribu t e tc the rea iization o-f theit right ~_c; ~~ende r equality! lif E~ ancl liberty,
Th ~~ full ~ ; calc, cf the p ro b!t~!T1 is not kno vv n gi\:!.:~n t he difil cL~ !t.i(:S in docurnentlng th ~2 e xpE:::r!enc e
of t hose \·'Vho have experienced vvc;rkp!ac~:? sexual harassrner!l.. i··lovveverJ avcJi!ab!e .studies o n
sexual h :-; rassment shm··/ that it is certai nly prev.::ilent in !r~di a tocl."!y. This is vvhy the 'e·gis!ation is an
irnpo1·tant step hJr·,va ,-d vvithin the !z;;·ger archi t ecture of vvomen's ,-ights, as it tackles this issue to
secure the: :·ights of vvomen vvorkers across the country.
VVhi !c thi:.' offic ial f1gun:s for won1en 's ·.,vork pal·ticipation ;:;re low, much of the work that women
do is no t captured in official data accoun ts. It is argued' that where t his is t o be Ccipturecl, wornen's
over;:1l l vvork participation wo uld b F~ 3tu per Ce.n t. While t he official data' shovvs that women 's
"NC1 1·k pa;·ticipation r:;te is ;::round 25-3 per cent in ru1·:c:l areas and 14 .7 per cent in the urban ;:m: as,
esti;-nat~;~; irc~ic~~e tJ1 ?t the t·,:~, is a hu ~:c~ vv·orkf() J"C (~ of v·vo!r; cn . t_ her<::fc,re thert=: is a r~ee d t o secure
t.hci1· ·· .. \T~ f' !\l_; L==.t c e and er1U Uern cn ts. Ci\1 t;~ n. that 93 pr: r cent (Yf vvnlTJc-~ n vvork(?. rs ar~~ e rnp!nyed in the
i n·f o l·t·i-lJ ! •.ectn r, t i·; cy r f:iTl <:?J irl u npr <.) t~~ ctcd lJy lC!\A'S . \!v'it h 110 id'~/\-.. ~J c>:· i'lJcc r·1anisJ--r;s to p : .. ot'-:: ct the_rn,
rT ! e d suu::-:~ :::rrc· requi re c\ t o rr;ake t he ir· V'/ \..) rkpl aces scJc.
2
.~
! vq:, \ ' .. ---- ':OC .. ··
lt ~~.; vJeH estJ!J iis ~·i 2 C1 t hat en:..uring S (:d:(-~ vv·orking ccrJditions fo !· \:VOnlen !ez1ds t o a pos it i vE~ in1pact
on the;: par t ~ r. i p::.rUc; n in the vvorkfo; .. ce and i ncn2a~.es their· productivity, vvhich in t urn benefit s the
na tion as a v·vho i e ~ Econo n1ica!ly, elTlPC':vered vvo1T1en are key t o t he nation's overal l develop ment
and t his ca;l only be achieved if it is ensured that women 's vvo1kspaces across <1 l l sectors <mel all
over tht~ country have a safe and secure en,/ironnlellt for \.vork.
lt is ir:1portant ;:!~ \vel ! to ensure that the crnphJsi.s i:: en preve~1tio n r~thP!- than punitive action.
TI··;js C(.: lJs f~) r vvid:2spredd avv(;n:::ni=~ss on the /~.ct ~~~T~o ng ~:n-:ployers, rnanagers and the vvorkers
th( rn:;e!ves. Frequt?ntly; vvon1er; \Vorkers rnay face sexual h <:~rassn1ent but iT1 iiY not be avvd r {::that it is a breach of t !wi1- :-ip;hts and that there is SOITH-: thi;-,g they can do about it. They need to kncvv
that: they can do son:cthing about it_ Then t hr?rP ;:;re othe:-s, \'vho may beiieve that it is a pe rsonal
rnatter t hat needs t o be resolved by the peopie invo!·1e c!. In mder to change this order of t hi:lgs, it
is urgent that rneasu[·es are t aken to change n~ iiH.J -sets dnd attitudes by creating 3vvareness about \:\'hdl. t:o nstit ut;~::; sexual hHr~l~.~rnent z.:nd the st eps that can he taken to acldn:ss lt.
sau·~ frF tr) V'/Grk t~.r,v:.:; rds t he pr·evention of the prctctice t)f chi ld iTiGITi2ges. Duri !Jg the course o"f h ~::r
'v\::~Jrk . shr-=: prev~11t2d ~.he ntJrr iage of a cn ~~-year cdd t:ir! in t he COJTI!llunity. Her vvork vvas nlet \Vfth
reS2T;tiTl c.- nt Jnd ~i tt t·c.tct:2d h a r ;:iSSITst?rlt f(n ni ~-nen of that ·:ornrnunit y. Bhcnvvari l)evi repo i·t.ec! t::-: is
Ti ·p~ 5h;:tllv\:ar i c:e'.:i c.:1 ~~c I C \-.. e3. l ec~ the ever-presr: rn: sc.J x 1 1;:-; I hi-1rrn to vvhic!: 1 1 i i!i ion s of vvor-king v\:orr;e: n
;:~re exp:~~;St.~ci <:.c~-c~ ~~s tf~t: courn:ryJ eve ly'v\/h~; t: di jd ~\'C t-yday irrespccti'...IC of their lnc?lt.io n .. it cdso
3
!n a i;:,ndm;yk judg;nent, Vdwka vs. State of Rajasthan (i997)' , the 5uprerne Court uf lmlii'l u-c:ated
:c:[!.<il!y binding guicl e!ir1es basing it on tll (~ right to <2qualily and digni ty accorded uncier tile l11dian
(0it2·, t!tutiui-i iJS \:\'Eli .:t.s by the LH·J. Convention on the El!n·iination of 1\ll Forrn.s of LJiscrinlinrJtion \:Von·1c1··-! (CEDAV\1).
Shifting ~Kcou ;!tabi lity from incliviciuais to institutions
Provision of rJn inno'.'.:rtive redress rnechanisrr1
The: Suprerne Ccui"t clc 11n..:d sexuai har;:;ssme nt as any tmwe!c.ornf:, sexuai!y c!etcrrninecl physical,
·.1erbai, or non-verbJ! conc!ucL E:<arnples included sexuai iy suggestive •ernarks about women, cletnancls for sex uai favours, and sexu:JI!y offensive visuals in the workplace. The definition <>iso
U)\·''''red situations '<':h<:?.r-e a wornan coulci be disadvantaged in her workplace as a result of threats
lt cl i rect~.:d for the (.::;tab!isi··,rnc-:·nt of redi-eSS<l! rnQchar;isrn in the forrn of Con1pl::1ints Co!Tinlittee.
V'.:hich vvi!! look into the nvJtters of sexucd ha :·f7~ ssnlent of vvornen at ·vvorkp!ace. The Cornplaints
Cur:~mittees we1·c: manciated to be headed by a woman en~p l oy<::' e, w it h not iess t!Bn half of its
;-(lernbf::~ rs being V\·\_-,r·n(·:l ancl provided for th e:: !nvo;venJE:nt of a third pdrty person/I':GC) expert on
the issue, t o preve nt any unclue pressure Oil the complainant. The guidelines extended to al! kinds
A ·~mp loyment, f rom paid to voluntary, across the public and private sectors.
Vis!·:z; ka e.s tabiish.::d Lh,c:t international stancbrc!silaw coui ci serve to expancl the :,cope of India's
Constitutional guar<Jntees and ·11 11 in t he gaps wherever t hey exist. India's innovative history in
t 0c kiir1g vvorkpl0ce ';r'.>:u;:;i haras.srnent beginning \Vith tl1 P Vio;;/wkn CtJirlPiine<> ;mel subsequent ;~: ,~;i·; ~ ~.tion h?~- ~-~h;~:::·l c;·itir=~-~l ,~isibi i iTy to -!~he issue . \!Vorkplaces ;·nust no\:\ ' ovvn their responsibility
~) iinn C(l \r\'Orkp!r.:c.c~ s . i n<~t!lutions Jncl thu:;c in po.~:;it i C !lS of rc ':; pon:~ibility _, to
· . ~) - ~ f ~~.l i id C\~nc :·-J t~.d ri g!-~t 1. :.; cqu clli ty ~:_:_~ncl digni t·y z~t the~ \-'\.'Orkp !c::cc:~ . Tl;ree. key : : f.:~!:_.~Tti c: r l~ .. ;:-J;::·l ·.::- i;1 ~ p ;.· ·: .-::.: (! nn iiV) tit uUc:n r.. ~ .o rnc E' I L h~1t ~, t.:~ ncl c·~~-c!: n ;3r~·1e ly:
4
--.P_:f_}::; . - / . . /
. _../
.. -·
Prc hibi~_ion
R.cciress
ln :?.!J!), the Gove!-nn·Jent of !ndia notified the Sexual
H:-?1-CiSS!Tv:~nt C>i \:\/()! r: er·! at \f·vlor·kp!c::cc (Prevention)
r:);··c)hibit!on ar!d F;: (: ..: . ir~:: ss<::d) .£\cL ( rc:fe!Ted to ;:i2~ /-\ct
h c~r,=~:ncft~; ). (,) i""': .:, i ::~u~ rr;_ '.-'! iU, i.. h~:: \/i~.h ;::k.~ judgnv.::nt
free i: u;""n sexu(-;{ harassn·1cnt through
nee ~:.·v i th thz.~- above~ n·:·.::ntioned three e!(=~l-ne nts.
It iS irnDort.::u-it. Lo not e t hat th::: P·.ct provides a
ci·,,.:; ! r e i ; :t: c:y t ~·j '.-\! Ui"i -lt~rl iJ i!C1 :~. in .Jdciitin n to oth :~r
--:! i
5
St:;cdo;i 2 set:~ th2 ·~~:rrt ~:.:.zl by defining a vv~:.>rkpiace and sexual har-;:-; s~;rnent. it provides the rec:Jc!er
\·vith k':?y c lcrn~::n ts, such as Q>:arnpies of sexu;:J l harc5SiTH2nt as v,,e ti as scenarios .::.:nd the
inlp (lC l of su ch beha·.;iour.
Section 3 focuses o:1 the key indiviciuais <:i; ;c! institutions involved in the prohibition <-o ne! prevention
proc;.=~:::;ses r~~ f"!d their responsibilities.
Sect~on .:l !s c, bo ut n?drc:ss. This section identines ancl cl c~f!n es the key p!ay(2rs Involved in the
complaint rnech;onisrn (including the complainant and the respondent). it details the
stagf:s of the complaint process. Particular attention is paid to the complaints comrnittcce ~ .. vhich r··.d::J ~J c, ::t '·Jery iil1j1C.ii-L=--inl rnl P in 1- hj~:-. prOCI~~.c ..
Section 5 describes the n1onitor\ng requirernents as per the t\ct.
Section 6 li s.ts tht=-2 in1portant Ir1te:-n~~jc:.r:al frcnle\~Vt)rks ~nd se!~ct best prt::scticcs (;n ·~.0.\Ud{
! ··1<:]t~assn1e nt at the vvorkp!ace.
6
~ "-tfl;
Aggrieved Women
Wurkirrg
Domestic Worker
Regular/ Termporary/ Ad Hoc/Daily
Wager
Visiting a Workplace
For remuneration/
Voluntary basis/ Otherwise
7
. : .;;
Student
Employed directly/Through
an agent
Contract Worker/ Probationer/Trainee/
Apprentice/called by any other such name
·: . .
,~ ~~vorkp l ace is dt~finc'ci as '! e1ny p!act:' vi5ited by the~ e1nployee aris ing out o f or during the course nf
EiT1plc yrnent; !nc! udin~~ trcn1spo:iation provideci by t he ~rn pioyer "for undertaking such a journ'=Y- ~ '
/\s \">2r this cleflnit ion, :::1 vvorkplace covers both the c: rgdnised anc! U!l-organisecl sectors .
Government organizations, including Govcm rnent company, cmporations anci coooerati,,e
societies;
Private sector crg<.Hlisations, venture, society, trust, NGO or ser·vice providers etc. providing
services V•/hich r-:re conl lTlercial, V()Ct~t iona! , educational) sports, professional, er1terta!nJT1e nt:
inclusti-i .::!i, hea~ ·th n~ ! ;:.1ted or fin~.;n cia l 2cti \• it ! t~ s) includ ing productic n 1 supply, sale, distribution
Pi;:;c:r:s visited by th .::~ E~mployee (including \11i1il2 on travel) including transpor-tation provi c!ecJ by
e, ·:·,pio;~ <=:r;
:h..ny ent~~ i-pris~~ G\:\ined by an individual or se!i"-c:rnp!oyeci v\'Orkets e. ngag(~ d in the production or
s21le of goods or providing services of any kind:
/::...ny enterpri :::c -..vhich en:pioys less than 10 vvcrkers_
/\/l \NOrnen l/VU! kfng (lr v isit ing vv·o rkpJ CJCeS, "fO!~ i2XGJlip/ e:
Nursing Homes
NGOs Farms Hospitals
Government Sports Cooperative Organisations . Corporations
Facilities Societies
House Educational Service Institutions Providers
Companies
8
. .. . ··.
" Sc:xua i ! l a ras~; IT I(~ I l t" i1K iucles <:lllyone O ( iTlCn~ of t he~ fo ilowi11g unwel com e· acts or behaviou;·
·;.
3- tv\ ct k~ :-;g sexuaiiy colo ured n:rndi ks;
Sho\ving pornography;
). .~.ny othei- unvvelco nlc: physica i, v(2 rba! or non-verba! (_I_"Jnduct of a sexuzd narurt~
-~··
c·fter1 S!t~rc/c i t~:r;~~ t hct start off innocenUv· ~= i ·; d up in !nappropriatr:: an·.::i unprofessional
~~· :.:·f ·;a\:;,-.}L~rs. ~t i s 1r:·1poli:ar1t to renlt~niber ~hat Vv'orkp1cce se.~ ua i h2r:1ssment is sexua l~ unvve ! com(~
c~nd t;·:.e c::<p,2rienct?: is sub _j ecti \.--2. ~t i s the i n·~po ct ~ncJ not t he intent that rnattt~rs 2nd it alinost alv~ays
:-:.~~:-c: s ;.,1! 2 : it or ,J 5~_:t:es c:f incide: .. :ts over a perk~d o f tir11 ~-:. !t is in:portant aiso to !·en1en1ber tha t c·:::-J(h c.J::.~:: i~ u ;-:;c;~_!~~, .:H!c: shotdd iJ,.:: :?.'xanl inc~(! irl :ts O'-.:vn co ntext end acco r-d ing to the SUI'round ing
Th~: fo!l r)\.Ving lJiJle highl ights the subjective
·· ::<·._::-,: ::;f the ~· :·-:. :~!:~_; · ie.ii~::e Gnd the in~ p; ct it rr~.3y
; < . ·.· t: (::~i Lhe ~J-:.::1 ->t· : ; !n\:u\v(::d, i; . -=~~p es:..: t i '-.:'2 ( ; f Lhe : :·: ~_ .:_::-·,~ ~-r: sue~~! l_; ~::- ~··:c.'-- i~.JuJ .
I" _,.J ) \.. • .
9
VVc r ~:~ ;:} !?ce Sr.::v.t..J21 H ~ 1-aS~!i!fnt is
hi~hrlviour tf-1~·1t is
in nature
not inteilt is \Nhat n-1atters
CJften o cc:..~ rs in a nlatrix of
::_ .
Feels good
Equality
Ul·:vvantec! VVanted
i!lega! Legal
,. iliVdU;!}E,
De1r:ec1ning
H<Jppy
· .. -·~ , __ : -~~-.. s
r-ighl cd ..-v:·) iTiel ·L f-)._y.: ... J nl~.-' does it in1pacl her, it i·1as a din::ct b ~~zJ;ng un the \.·vor!·.: pi;~c -::: productivity
z-:s v'lei) ;1::; the dc.·ve >_)~·;r: H:.:n t of ::he society. L~ ~ .. ~ l ovv is a list of se!r=ct 1:=x(: rnp!es of .such negative
i nlp~ c t~ ..
~-
'·.
10
'2J~J ,. : f/
Handl.YJc k Chl Sc:<Lkll Harc1ssrrent <Jf \Vornen at
~· !ncn~a sc~d abser;tt~eisrn, loss of pay • i\nxiety1 panic attacks
Traumatic stress
Sleep!essrl'2Ss _
Sharne) gui!t, seif-biarne
co![eagues/ fric~ncls of the respondent r; Difficulty in -:oncentrating
_, Sub_jected t o Fatigue~ lc.l SS of n1otivat!o n
~ Being objecti-fied Personal DiHicu!ties with time
sexu2J!zecl ~l Eating disorders (\:veight loss or gain)
• Defam2t!on <J Feeling b~~t.rayed enid/or v!o!ated
w Feeling angry l!r vioient tovv2rds the respondent
\ '·.fe.ck-7::;lE(J ::ui::.: ;=: oi-t net\.:·-~.- ork. ·== \ \/ it.hclrav.;?i cnc! i s ~:.)! ation ···--··· -·- -·--·-- ... -. -···-··· ..... ·· ······- ·- .. ______ ,- .. .
!n ?.010, the High CcHJ rt r;f Dr~i hi endo ;··sed t he viev\.1 t:lat sexual hara::.sn1ent is a subjective
t~:·~:per·;(:•r~c~:: ;: ::·~c1 f t:JC thJt 'e.:.i:·.(H'; l ·:<:~!d 'l\//r~ th(~n~forc prt:~ ft::r t r.' .:-::nrt!yze harassrnPnt f rorn th>:.~
l ccn1p!ainant;sJ pe r·specti .,.:e. A cornpl et~ ~: u: ·tck·~rstanding of the [ con!plzdna nt' s] vie'v·v n::qu ires ...
:.=!n cn ~cli y~i ::: c:f th~2· different pcrspccti\.' (~ S o-f 1Ti2 n and vvo1TH~n~ (onc}uct that n1any rnen co nside r
t_;i;o[;jc: .... U ;~)i-;;:-.J>!e iTld)' offend ntJny \\'D!llen ... i\~1en tr='nci ln vi(~ \N son1e fo rn1s of sexucf harassrnent
-::?iS ''hCi iTnle~:.s sc-cial inter·oc.tions t o \Vhich onl:, .... O\·'erly<><-::nsitive Vv'Onlen vvouid object. The
c.r:~.:.r cl cteri s.t iz~.:t ily rna~e ·v·ievv depicts s;..=~xuc.d hGrossn·lE: llt as con:pcratively h<:Jrrn!ess an:userr1ent.
vvhe: 2. n~~ i~r:Jrely victirns of sexucd asscn.!lt) iTi2Y v·k:·vv sexual conduct in a vacu unl \,viUlUUt
c! f u1i a ppre::~ ~::~i_-:.~:·n o f the soc i::il set ting or~ the underlying threc~t of v"i"o lence that a vvon1a n nlay
"
11
' ~ . . <,
.. .. _ ; ; ; ~·
B<?!CJ'N are e)<:amp!cs of behaviour that may or
!n~:;y not con:.ti \.t..;tr:: \.·vorkp!ace sexual har?issn1ent
br:hav:our occurs in c.iust~:: r. Distinguishing
ez;sy t as:< and requires essent ial training and skill
building.
S(:::-ious or rere:-ited of fensiv!::: rernark.s, such as teasing relc~te ci to a pl-:rson: s body or appeara nee.
(}ften . .::. iv'~ ccrr:rnents c:r jokes.
9· Unvveico rTH:· se.>\L1a! advances \Vhich n1ay or n1ay not be accornpanied by prorTlisr?s or t hreats,
explicit or in:pk it.
12
\1'~ \ "--·- ·
11. C3ressing, izi:;c, :n,r,~ ex fond ling som~~one i'lga inst hc:cr \<Vi!! (coulcl be considered <Jssa t:lt).
·:-:t:XUOI TC\ \I O UJ .:,.
; ,> ; - . ·
. . :· : :.::c. ~::_~ . :.):.:r \,. :·,, ~~..i(( t! ~ (1 .
13
Cnncii·tions o-f \·-·.:orks .
!rv1plic~d or e>~p!icit prornls-:-= of prefer·ential/c.!etrirnenta! treatn1ent in ernp!oyrnent
irnp ! ~ed or express threat a.bout her pre::~ent or fu t ure cr-n~ioynlcnt stz:tu:;
Hostile VVcrk E.nv!ronn~ent
Creating a ho~;tile_, !ntir:·iidatlng c :- an offensive vvork environn1ent
Hurniiiating treai:nH::nt likely to affect her health or safety
ciead.
SCENARIO EXAMPLE 1
:<an:ini is a bright young te::~m leader working in .3 e<l!i cclltre . Knmvn to be fo rt hright, ~; he is
dedicatee\ , harciworking and is a p<:~rfection i st.
I<Cl!T.irJi :-.ta·y'S back, C·! L 'v\' :~:.d...: J;:-\tl~ ·: ·1""':•2: €"\."(:•ning \:\ti t !"J h•,::-1- ((':il•:.: ;~gu~ P. dvi tl.) ~:urnpiet ,;;;· ·,'VUI·k ful c!! l
iiT!i)· ;!~t ;.~r~t ~)n:~s.e n t .~ti~~)n. P.cr·Ji c:th.<-::: t o iHJY K?. !T1ini dinnet- (1 :-ld ic1l\:::· drop her horne :;;ince it's been
~<2y 1-\f u~ r ~: : :! ~:· :·:-~:·. !-\;:l_vi j"i i'('·:::: (")~;,. ;:-~ ::) to K;: nl~!li that h2 '.·V(IUlc! i;ke her to spc:nd th(:; night vvilh
;· ·~tr; ·; ,_; ;·:·;\i-; i ; - ~~-f L; ~-. l ;-,·r·.:. : i: t:.·! y :J t .~ t ·r i r-r·-:;; ..,! ;.:; :·;C! gc :~-~ .s ;· tc)rne . ~-~ t:-~~ .: ~~t ;:~-...'t-' tli ng. f\avi rep e. crts t ·ii .s i ·c :1u::! st and
on ;: .. · i i ·::!! i':, ;··,::::1 ~.:-.,1 : u · , ;· (:·~:, r~-~·n::. lv?r U>-: t if ~;he dG::.sr/t g ivc- !n, he '.·viU t efJ everyone ti·'lcJt she rn.:1de a
i : ·1 l ;··.: :~~ !..<·\·( :·:·.: :..::! \1 : · ·~ J.: . i ! .::; ·.,· i; ~-~ ·t i""":;· ,~ :.; ·:~ L(: t<.~·; n~ ;r; ; 1 h -:1 t !":- ~,he d~. '::::~.:.. 1 ;o L :.:~ ~~~ree t..o his 1 requ c st ' f~)r a S(:: :< ua!
i" ~~ \ ,. ·::: ~ :· ~---.~~ ·\:~ · i li ir: ;·( . : tt :·~ :-r· ··~ .-:~;:; ;- ; · !·_·~ : ·· .. :· ·. ! ·::·:.v~t ·:.~r c1t the v,Jo:-kp ~ ;.:~L(;, {·:-: :-; 0 per-:~on v.,:ho \.·\,;ants to us(.:: se;:ua~
14
L~ivours to h(:: r ac!\.'~Jntc;ge const itutes quid pro quo 'ft.J!~f'n of se,;<ua! harc1ssn; t~ n t. Ravi1S b~~havicur- is unvvc~lco rne) sexucti; ~:iri d has a 1··~ e gative 11Tlpact on l<aiT!ii·1i.
SCENARIO EXAMPLE 2
Henuka is em ployed as <1 don1estic worker 1.vhe re she is expect ed to ta ke care of ali the ho usehold
activ iti~~: s, other th;::in cocking. f\/iost of t he days, the lady of t he
! ic·:u::e [,2c:J·v·e::. e.:Jr·Jy. P,~.~ nuk;;i is t·_ tl~:~refor·e (e-ft ;:iln n P in the house
\:\;ith ~~ rn;::-Ji e iT1(::n-lber of thr~ household.
f-\cnuk~l find~; th -:: rnt::::lr~ iTH~)n;hp:- (Onstcnlt!y !e(:ri 11~:J dt her \•vhen
he is at horne 2!-,c! nft<~ rl \·\'alks around the housf~ \-'\Tapped in
nothing but d i . uvv~.:. ! v.fhich lT1akcs he!- very unconlfortablc. tJn
one occasion, vvhiL: she \\:·as S\:\ie;.-=: ping, he pincht~d her bottorn.
·-· '' . ·. ·.)' ·:.~
SCENARIO EXAMPLE 3
C11'2:~-:_c ·- c -;--- ~- , ,,.,
!uri c! rinrl
pro qu o fcrrn of
se >~u al and has a
she chastises hirn 2nd th reatens t o 1TJakc his behaviour pub lic, h :~ t hreatens t0 destroy her career.
l l 1·:: ' . I L \ .. ; . '--·
:.on·:i ·i-~· it :~ Cj!..: i(i p:·o quo ~~:..=:.-.< ~ . ..i c:!l 1 -\ ~·:rzi -::. ~~ ; ·: -lt=, nt . !-l is phjsiccil ad \.'c;n r:. r~: ~. and s·::::xual conversc:. tiOll are
~ tl'i \ .. l:c ·· >~c rne f : ·:l" S i·:[·31Tii iTlCl c,:·:d oc.cu:· in .::i iT~ 2l trix c·f pO\·ver.
SCENARIO EXAMPLE
15
\!a(ghese,
t.hf:! oth~:r p r(~ t ':~ .-..:t. F-or exarnpie, hr:: acl justs her duputtu vvhi !e she
is ~;evv·ing at h ::_~r vvui·kstation on the pretex t of covering her back.
Jayanthi is vE:ry unc.c)nlfo,-ta bie vvith his behaviour. Her co!ieag ues
at the vvorkp !;; c~-~~ ridicuie J c1ya nthi and nrock her for the 'specia!
ln the ab<Y.tf: c:>:::_:IY:pie .. the physicz~d t.ouching by Varghese fs
un\ve!conlf-~ CJrld s ,-,~--~ua i ~n nature.- The gossip, v\rhich is based on
i::~~i \;.::·::~ ... ·. . .....
lf~t~~~~;'
\lcrghese 's behovlour tovvards Jaya iTlhi crt th-2 \VOrkp!ace ~ is creating a host ile \-vork enviror:n1ent
for Jayanthi .
SCENARIO EXAMPLE 2
Sukhi is a d:-:tdy !~)boun:r v~:o rkinp; ai:· ;:~ cnnc: truct·io n s itr~ . Fver~/ d(Jy .:?lt lunch tlnlP_, Sukhi si ts
under the ~:h,:.-id ·.-.: ·t·h;:; t ree to fe ed her ·J6·lT1;·_;nth o!d b3by. She f-1ncls Jz:1 svvincie:-: c::J \-vo rker, staring
:~ c her -frorn t he t!ic: __ ---1 nC_·~~- Sukhi f~::{::!:; uncon~:fortcb l e and C! Sks .J.Jsv'-' indc: r t o stav av-_.;ay fr·:)n; her
only _j okif'";g a:·r:u the iT15e l vr~s .
Ogling, st 2lk!ng a<:cJ gossiping against Su khi in the above e xampl e constitute a hostile \·vork
environment, a fonT: of wo rkplace sexual ha i·assment.
SCENARIO EXAMPLE 3
·~umedhr~ ic, a Ccipt,::in with t lw lndi ;:n-; Jl,rmy. She has refuseo an off_er made by a Senior O fficer for ,1
r;;-:lationship. St.!JT1cc3hc:J has kept quit.~t CJbGlJt this exper·ience, but th (~1n ks t_() the runloul·-rnongering
th ;:., Seni~) !- C.; ffl ·.:'1 .. , she has a cquir~_;:.~(_\ -~1 1·;::;--,ut.:-1 ti o n of L.:eing .:1 vvcHT1di"l n-f ,-Qasy vi rtue ' . f\) ov--' s~-;e
i ~~ b(::ing s c:Ujec ·t_,~' C: ~ .-- .l repented ocivetn( eS by i.hr~E:. of her sc riior \_;iTicer c '~) ;; (:oguEs. \\/h=::: r~ s~ t2 t~Jn-;s
16
SCENARIO EXAMPLE 4
i;-·: :·h e:~ ti ;·st ft~,,v n1c:-1t.hs of /:\sh;:;:s (.'ii1plc~yrncnt Dr·. Purshottan! is very pl(·;ase:d \-vith her ·,vcrk and
p:_:iJ!icly Cl pprecl~-d·~~ ~ 1 :cr. Soo r: c: ft2r, Dr. PurshctL:~ n1 frequ(~ntiy surnn1ons ,4:;ha to his ofr-lce on the
of \·'·Jork C; :·:c! rn;3kes verbJi :::exuai c1dv z; nces and sexL~ally coloured ren1ark~ to her. He bru .s h{:: s
r- ebufTPd hi~ '<-"·i<t l ei l advan c~.=~s , he hJs str.)p pcd. f\) G \N he ridict~lcs her \-'\tork ar;d hurniHates h -21~ in th e
:_:r ~-~~.~~·r:c e (1 f c c ll t::~agu~:: s and n- -~ ~ '.;J z-rfL He discrin·:ir:ates agc:irist her by L=i llo t ting proj ~~ct s to her and
un\vefcoi·ne , in-ijJd c t c1n cl pov-_;e r. Thi :;
17
-·-···' l
Late ..J u siic.t~ J .S. \/e rrna
sectictn d escrfbe s those vvhc <-1r t?. bnth r~? -:-~pnnsih ir.:• ;;tr i(l (:1.c countabi~~ to prevent V·.sorkp!ace
sexual harassrnent in cornpl i.:1 nce vv·it!·l lhe t~ .. cL lt also highlights the role o·f vvorkplaces in
prohibiting 'NorkplaG:' sexual harassment through an effectively communicated policy.
1, The he a(! of the depa!trTiE~ nt , or-z~{1nisa t!on , ui'1dertakingl establishrnent, enterprisei institution,
ofiice. br2nch or unit oi' tlH: /\ppropriate Government or loc:oi! authorii·y or such of11ce1 specified
2. r\ny person (v\1hether contractual or not) responsible for the nl anageiT:ent, supervision and
c:c:n·:tl"t.d uf d dr~::,ig ! !dL(::d workpidc e not covered under c!a use (i) .
.. /\ ptJ(SCH1 or;.~ hou~~C !l olcJ -...·~/ he CJT)plcys Gr bL~ nefits frc n~~ the erT1p !oyrrtc~nt uf dui ! Jt~ Li\.. vvurker oi· 1:-..:·o rTJQri e1T1pl oyees.
Workplace of . Gove rnme nt I Local .
Bodies
Head I Officer specified
Employer
Private Workplace
Person responsible for management/
supervision/control
18
Dwelling House
Person who employs/ ' benefits from the
employement
i. in rei<Jtion t o 3 'NOd<p!c.;ce which is establishecl , ovvned, controlied or ~;vhol l y or substan ti;:diy
financed by "funds provided di;-ectly or indirectly-----
a. Ely the Cen t:·a! Government or t he Ur,ion Territory adn1inistration, the Centra! Government;
ii. i:·, r·:,latiO!"l t n cmy vvcrkpl<:iu:> i ;ul c_,)verdlundcr ~ub clause ( i) 3: ,d h !liniJ, ,-,· ithin ito-; territory, the
St::;tr.:~ :~ I""J~ l c:r;·i: . I~. 1 ~- -~ \\riU r:otffv c District Pviagistra te/;.\c! diticnai Di~;tr1ct ;\1agistrate/ Col! ector/
Dt:p1ty C<)!!ecu;: z,', a Uistrict orhce< at t i·i~c' iuc.cd ievc:L Th;:: Di>lrict O i·iY:c:r vvil l br> n'' 'TJP: ~~,ii.J! ,_.. i\;r
OLr t· tht: f~,1 C\:\' (.:;i" S -:=:~ nd _::unctions 1.:nde:- t ~-ie /-\ct at U lt: dist rict [ ,~'.JCiS (ir1cluding every bi ~Jck _,
tehsil, ·-.-v:Jrd _, and rntini(_ip.:J iity).
- ! ! . · ·. .....- ... - .. '
) . Co~-~stitu ~~c Cornpiciin ts (CH!lJlti tt E~e/s in every \VOl~kp ! ace ai'1d district so that evt~ry vvorklng
V·/<Jrr1CEl is provided vvith a rnechar:isrn -for redn:ss of her co rnplaint(s);
<d· ·,·\'O!T1<::n . iC.C <Y. L( ( riv:-: rr~bers ·~·\~i !l hold their )>.::sition iltJt exce-2d;ng th:-f:e ~ .. - ~?.ar·5
fT(: n~ t !'12 ci.~t: ~:: ::-)f t h ~.?.j r ;;~ .1 rninct!un o:· .3i.J }'.H)irrtrrte.nt.
1. i Chairperson
• 2. , 2 Members ' (minimum)
3. · Member
, Women working at senior level as employee; if not available then ; nominated from other office/units/ department/ workplace of the \ same employer
: From amongst employees committed to the cause of women/ : having legal knowledge/experience in social work
;
: From amongst NGO/associations committed to the CJu:;c of women . ; or a person familiar with the issue of Sexual Harassment
\!Vlie :t~ Li t(o u!iiu.:: u1 Jcilli inislrcrlive units of a vvorkplace are located in different pl aces, division or
su b-di\:isio n, c: n \CC has to be sc: t up at every adrninistrative unit and off-lee .
• ,· -, =~ . - :' \.
' Tbr~ PIJV'Inuep w l·;n i·nri :l fl t ''' f1 ~in-' r··-)i' ,- i ;-i ·Y i~+ to ,, V''Orln):->C D frP<" of '~PYI ·ai b ;:u·ac: c··"Ptlt L,;;:j ~ . • •. ., l , . \. _, . . . .. r ... 1,. ' · , _ . 1 1.1 ... 1 -.•. 1 _ _ 1\ G 1.... u , . 'l , ._, _ ._ -- __ _ _ ,..J .. . rc ..... ..JJ/ l- ; I J_ . ..
; cornplctint d ;:Jbout seYual ht-.~rassrnent i\ccording to the Court r had t he organisation complied
vvl th the~ Vishak.'3 Cuidelines and set up such a Con1p!aints Corn1n ittee , t ht?. preventative benPiit
1 '! Ensured a r:d ac.(~ ·vvhere vvornen e iT1p ioyEes could seek redress;
: 2. Sent a cl ::.:11· ITI.O:ssage to the ·w(~' rkpl c.ce that such complaints wGuic! be enquired into by a
speciaiiy clesig;-l(J ted corr:rnittee \-vith ·::!xt1::rn.a! 2i~pe ;-t ise ;
Hence, the 1\/taci :as i·!igh Court awe;rcieci Rs. 1.68 crores in dan1ages t o an employee for the non
. cvnstitut ion <A e: Ccmpiaints Committee by the employer, as per the Vishaka Guideiines (at the I ' ' ' t' ' . J - • ' r J I ) rJ ~ h : time or ne comp:amt , ~ ·1e ~exual 11 arassrnent or Women ;:;t 'vVor cp .;:;cp Act ) n ·i 3 1r1 nn' PPn
: enacted).
; fils. G \i. iSG 1\ovosoft Technologies Ltd. :\1odros High Court (Cd.R.C.No.370 of 2014 order dated .
. o:'.09. 201"!-- C>riginal F'etition 1'10-463 of 2 0 11
2) L.oc:a! Co rn pldirits (:ornrnittE~(~ ( I. .CC)
The Districl Ofhc (~ r ·\rv i /1 constit l!t (: an LCC in ev~~ry district so as to en,~ b !~~ \VO nH.: n ii:J th e:: unorganised
sector c r ~.)ITl ~~ !l e ~J.- o h ! .i s hiTients t o v,Jork in an {:'!l \'ironr-nent f ree of sexual ha rassn-; e nt ~ The LCC \.-viH
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r~~ \ __ _
)~? /
1. Chairperson
2. Member
3· 2 Members
4· Ex Officio member
• ~ ' '':: I • ' ;":·.::Y, ;
Nominated from amongst the eminent women in the field of social work and committed to the cause of women
Nominated from amongst the women working in the block, taluka or tehsil or ward or municipality in the district
Nominated from amongst such NCO/associations/persons
committed to the cause of wurr1~r1 or familiar with the issue~ relating to sexual harassment, provided that:
• At least one must be a woman • At least one must have a background of fnw or legal
knowledge
The conc~rned officer dealing with social welfare or w omen and child development in the district
th:::r:· ::rt:' ~~ ,- :::! ng;.: of cc:.: ~ ···p k· ;< iti ~:s invc!v.::·d !! 1 1'·\::·spon(!i :·ig eff~::c l:iv-2iy LJ \'.!Orkp: .3c e S\.~>:ua! h~;rassnlen~ C(}:~·:piaint~ . i:cr tJ~. f :·, t ~;:: a:~U l\ -;::.<terncl th ii· -~j p21·ty/ rr:enlbe i·s on ' .. n·2 Coil l pla ir·;ts (iJn-Jn1ittee/s ( frc :T1
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EiTlpioyers/District Officers are responsible for cornply!ng vvith prohibition, prev!::ntion a1·1c1 rec!i·ess of vvorkp!ace sexual hara ssrn(~ i "it . In practice, this m"~'ms having a policy that: (-1) prohibits
UrJWC!Come be h;Wi C>Lil" that CO nStituteS WOrkpi.lfP <;PX ! lc:l h~ll"riSSITWnt; (~') Ch cHlip ionS prevention
of v·./orkp!act:: s.::: xu <:1l harass1n'2r-d: t.hrough orientatio n, d\\.(2reness and sensitizat ion sess:or1s; and
Employers/ Dist;·ict Office rs have a legal responsibility to:
L Effectiv!::ly cornrnunicat(: a policy that prohibits ur;\velc o!nr= behciviour that constitutes
,-,·,nkplau:. ,;c :;~J~tl h,lrJ:·_;srncnt, Jnd pro':idcs ::-: det;;: i!ed frame·.,vork ·for pre·vention, 3nd recl res<:.
1 Jr () C t~ sse _~,.
)· Create fonJnv·; ;:or dialogue i.e. Pa nch t1ynti r-~a j in~;ti Lutio ns ~ c:~·arTJ Sabhos, VVurTH21l;S Groups .
l. lrban L:~-~cal L~1 . .J d!c·s r)r like boclic·s, as app 1·cJ p!·!ate. -
L'i ;;nci skill huil(!ing of Cornpldints Cun1;r: itte ~~ ~<
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\ ~: '~ ...... ... ..... ~ ·
sectic:-: 11 i:; cd.Jout R;.~cl rt-: ss . lt pt\Jvides h c~!pfu i infonTi~itit.J ! .. , Gn \vhc .:an cornpi~lin , tc1 \·vhOlTl,
anci \Vlla t a con1pla!nt should contain. It also gives i:1forrnation ancl lays out t he steps invo lved
\.Vh f~:!;:~ ;:on;pL:Jint hri~ (~?:c.hc::d tf1r~ C:..J !llp !l=-;~ nts CornrY~ittl~~~ in lt~ r i l i.S c> f t he process, findings
COMPLAINTS COMMITTEE
In case of physical incapacity: Complainant's re lative Complainant's friend Co worker Officer of NCW o r SCW Any person who has knowledge of the incident with the written consent of the complainant
In case of Complainant's death:
Any pe rson w it h knowledge of the incident with the written consent of her legal heir
' In case of mental incapacity:
The Complainant
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Complainant's relative Complainant's friend Specia l educator Qualified psychiatrist/psychologist ,
Guardian/authority · under w h ose care the compla inant
is receiving treatment/care Any person with knowledge of the incident , jointly with any person mentioned above
In case Complainant is unable to fil e the complaint for any other reason:
By any person who has knowledge of th e incident with her written consent
(,eneraily, 1.vhr::Te there i:c 1·e !ess thz1n t~n 1.vo:·kers, any woman employee can complain to the Local
Complaints Con1:·nittee w ith the supl:)ort of thlc i\!ocial Officer, when required. !t is the respon:;ibiii ty of the District Ofiicer to designate a person ClS the f\!odal Officer in ~2very block, taluka and tehsii
in ru;·ai or tribal areas cmd wards or rnunicipalities in the urba n areas, to receive t he complaints
uf workplace sexual !1<1ra:;srnent from wo!T1etL The Nodal Officer wi ll forvvarcl all such complaints
vvithin seven days its :·eceipt to the concerned Co:T1piaints Cornmittee fo:· appropriate action.
!n :-nost oth.: r \'I.'OrkpL;c<".,, ~i wonJar: c:nploycc cJ n :-nake n cornp!aint to the internal Complaints
Committee.
The wri tten con:p!ai:1t should conta in a description of each incident(s). It should include r·elevant
dates, timings ;md locations; name o+ the r-espondent( s ); and the working relationship betvveen the
partie~> - .n. p<;=;r:;c:n desigr·:ated to manage the \-vorkplace s<:Xl_kll ~kn.-;..;·,rnent com plaint is n:~quired tu
prfJ\.'ldr:: assistance in '·Vriti!l8 of·thP cornpir.ird if iht-: LO !I!}J!di!ld J d. ':r~t.:k. :;; it f(; !- .:tr(y· rE: .~c:;on .
Description of Incident (s)
:. '• ~ > I : ~- .. ~- ·- .
·-.-.;
\
Date (s)
Timings
Respondent's Name
Parties Working Relationships
___ .. ____ ________ --- -----------------·
V·/hc•r J iL UJfi ll;:>:_, lll: eLli"t:::.s io:--'i'/01--kpi~Ke se:<ual harassn>ent, eiTiployee/vvt)rker h;Y:; ;'1 rip;ht in f' >qll'ct'
-a ::rnined. skill-ed ;--·H1d c:ornpetent Cell 1 !pL:Ji11l ~ Cot i 11 l liLLt::·.::, ;:~ tiiY;(2 b<:;u nd pror~::ss, irrhJ!-lTlt.lticJn
cc~nf! \:.k.~ntic~iit .Y , .: ::'l .~~ :i·'(.:,i·ic(: vf ncr~ reto l~ c:tc;;l, C(;u:-i~ell i ng or Ll thcr ':~ n3b!ing support vvhc:re neE~ded
~"3r:cl i:i:<:;i:)tdn(. i.~ lf tt ~~· c,rr:p!Ztiil ~~ n!. opt~ .... ·foi· crirYlinal proceedings.
f\1·1 e!·np,::ltiir:··J·ir. (~iLt.it·t .!dt~ ·frni -ll t hE:~ Cornpidi!--ltS CorT! IT!ittc)e ~.o thr:1t she can state ht~r grievar;ce iiJ
..:::., copy u·i ;J :(: :·) tc.J t crT10nt ~:do i ·1g vvit!·1 c~i l the (:'vidence dnci a li ~ t ·Yf V\'i'lnr-:sses su brnitted by· thf~ ··e5:.pondl:P·:
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.. ,... .. ·
l<.eepi:1g i·ler idc::ntity confi.:.h:ntial throughout the process
Support} in l!Jdging F! K in cas(:~ she choo~::es to lodge cxirninal proceedings
iil case of fear o+ intimide>tion frorn the respondent, her statement can be recorded in absenC·2
Right to r;pDe]!, in case, not s;:Jtisfleci \Vith the recornrnenclations/findings of the Complaints
ConiiT1it.tee
. . , ' .
. ,. .. f\ patient h~~ar!ng to pn~sent his case in a non-biased rnanner
it; copy of t he ~;tat(2 fTl·2rrt: ;~~ong vvith ali th(~ ·2vidence and a Iist of vv itne.sses subn1itted by the
cornp!ainar:t
FUght to a:~·;p e.:~i in cas0 nnt ::. zrtisf~;;~d Viith the n:~corrHT:t:nd atio ns/flnd ings of the Cornp!a ints Corn r:: itt c c
Cu;·r !:T,it.tt.:e/:-; !llust pc, sse ~- ~ c rit ic~1 i s;<ills!·: apaci t>· to (:~Ff"r~ctively carry out their role. Tf·--~ at includes
?- c)uund f~rZ·i Sp c: f '!.:!-~(~ J\ct~ V ~ :=-, hd k:a Ct.lici ~~ [in {~~s . rlpp\ icab!f-_: Service F\uies: 1·2ievant lavvs and an
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/\ ~~~ ~..';I""l~/ ! (:;i; L:~ \- ~~ .. Jni ·~ ··;i 'l (20 /~; !s reqL: i;· :~:,:·~ i:(".i be trained in be:th s:-·.;i! Jnd (:c.·t·.:;H:ityt to carry Gui 2 f::~i; c~nd
in!~C!n·H.::d : r ~quiry :ntc; 3 cc rr1 p iclin~ o"f \-vcrkp!cjce sexual haras~;n ·je. nt . t\n absence o·r su(h trainir1g
vv ill l2ad to unc:::.;u c~ i <Jnd unfa! t t-e su!·~· s} vvhich can cost t:~rnp i oy(:~rs, e;r1ployees; cornpi ainants as \:Veil
~JS respor;dents.
...
V1/ithin 6 n-1onths of jofning The SL:rtesrnan nevvspapc:r-, Fjnc1 i\ilukerhj (~r~ lost her jeb. '.;\!hiie the c.ornpe1ny cJ ii egt~d that her V-:'Ork v'vas ::tardy'7 and '{Jacking in quality" it suppressed Rinc's coiTipi:'!ii·Jt of sexual l1arass:TH~; 1t against the ne-..-vs coc rdina1:!Jr, lsli?-11 Joshi . VVit hin her fir<;t:
··nr' ·-, th f)r '.'•! "·'' '.' r;:,l~ ll -cl t::o ·l''"-•n I·Je- C(lJ~lpl?.' ··· -l· o'irert' 1\' i·o rr'l" 'V'i"l-iaPi!l\5 D l.i"'"CTOI' P;:; ·.,,·r,,-] f•·· : l , 1 ,.J! • . . • , .-, I_;J 1 ' : r, L a . d -...~ w ~1 "-"=- 1 _ 1 _ • , -~~ 1 , 1 _ _ 1... _.... _ ..... 1 <.I c (J, . 0
. '- _ , . \ _, \ "'··· ... 1 ~
Kurn<::r. Ti1T1e pc6seci, nothing happcnf:cl and Rina was fired. !n a ran': display of social context
ir; :sight and cl;:Jrity, the !ndustdzd Tribuml (VVest Bengal) rejected the Statesman's clain: that
Rina only referred to ''professional" hJI'JSsrnQnt in her complaint to :Vlr. Kumar. ln the Tribunal's
vievv, :vir. i<.umc.r's faiiuP2 to dig deeper \.vas clearly suspect·'' ... it becorncs clear th<;t t here wJ:;
no (.()iTl rniU~2!:: on s{~XUd ! H o. IdSSlfl(~ntr as per thf2 Ho nb!le 5u~r(:.rne CuuJ L'.':.. t.~if t: (_U ur! ~ n VbhdkCi
'l;. StJt"t:: c f Hc~ja~~ u-, ~3n , exist ing in Th.;: Stat~~srnan, at that relevant tirn.~~ . ... co exp ect--the lady
': .. :crkf i ;:~P i .. !...l f:~~.: ~: ··. " . T~tt e:n ( :,:;n iJ-"~ ~~i; J l ·_!! ~:._1 it :~_! l l>:.J b<~iievr:: tht"? S~lTH? , \Nhf"- n it- h.~=:; br-:") n ·f"i l~d :?1!" rt
L~t~ i- d .Ttr? ... i:::. ::: \·~;·:2 c ;- bi; :; _,_, T:1c <.:.~ :;:;!- r··::n ·rln .,__,./ :; :~ nrci ct~;:: d t c r·? f n:.t ~i te P.in::3 :::~ n d ;:r.4nt hPrfu!i ~> ~1ck
2. Us<:> body i2nguage that communicates complete at tention to the parties.
E)r; t-...J ;·Ts
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e:,,l-:J ~, x ,
'
·.:·;·.· .• ·.·_·.:·:·;_;.~.~., .. ·.•· .. · _·.;_·.i~.;:·:·r··· ... i'·,· .• !·,·.·.~· .• ,J.·~·~.·." •• _·.I}.·· :":_ .. :,:.~ .• ··i ·.·.· ... ~·.·_·: •. ·.,.-.·:···.:··-~ •.•.. ·.• ..•• : .. :·:.·.··~\·:·::··.·.~· · \ ::.~:;,:rr:~ -- . ~-: _ .. \~X~if~~
'1Jrh .... # ' / /
/
The c~-::cnpl;.-~ ir1l :~ r :; u!!t le ,.:~ /.s i · !c:: ~;~ds i. n hav~~ infur r:·li.-=i~ i()n or ·; Ll·: e s!x :stag c-~s (includir\g flftee il s t" efJS);
detcHr.::d bei 0\-'~/ 1 fer dddressing d cornpiaint of vvorkp!cce sexuc.:: h(::r(1 Ssrnent.
Ste;ge ():-~ :~ ; i"{ -:: c-:~ ~ pt tT:' ·i:h.:2
(,J~T~pio.if; t S ~ :ige Tv;o : Pt~~:-:;-;i; :g cc~;·efu i!y
Ste~:; 6: Pr·2p2re th-2 file
Stcige Thre-e: I nterv~C \VS
Step 3: P1epa:·e c. r1 in t.er\·· iev·.: pi2 n for the h~~a;·i! ·;g: Cc mp!Z:ili~!~:t ,
',.~/i tn esse s cr1 d Res ponCer:t. St.r~ p ·; : .. ~-.ss es s the C\)i~-:pi :~t::~n~~s s
St;if/.) Fnnr ~ Rp;::: snni~g
5 ~cp ·;o: /\ il Crl~; s e c.; n:.::i c<:, ~-~-:· .s s t he
'· \ 'll) .i~~. t..:: :...:. '·-· · .-, ;i \ ' . .J<..ii <.' i ] ~·(·:, ·· '• 1•:,·.·.- :; ;g ;'"i .-.t .::~
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-~ i!l the Ct)nt~~xt of v•/orkp!ace that the sexuai hi_jrJssrne.nt con:pi~·Jiilt is to be rnet vvith under the Act, such us, ~;2rvice P,ules, Workpl<:1ce Poiicy, Vishaka Cuicle!ines and re lated laws.
Cl Cl l·it:y !_n the C01Tlpiclir_1t .
. . ~ .·-; ,. ' . - _. - -~ ,--
rhe conlp!aint f1eeds to satisfy the fo!lovving ete :T1 ents~
The i·2s~>Jn<Jent disp!ayed a pot entially irnp:·z:;pcr al-,d!or
offcnsiv(~ conduct v·.rh ich ntay '~or-r~e \·Vit!·'li~ 1 vvockDiace
'.-\:as cl\rcctecl at the cornplainant;
The com pi ai na r"Jt expErienced harm.
The belnvior occurred in the '·w•r'·phce· '" ~+ ,,., ,, ; "' ' "' ' 1'.. .c~ .. '-1 1 ( l l o 1 ) ;
i:..Jcatio n/any ~:vent t t:.112tt::d to vvork
S.tep 2 : iV: c:et ar~ d T(·dk to th.:; Cornp!ainan·l to Explore Opt!ons for Forrna i and ln-formal Resolution
l"f ti·!,?. =:: o:;·;r;!21r:~.1rtL <~hc; cse s t o c~dopt ti'ii::: infon11c~i p roc ~~ss ·:o resolve her cornp l aint/expf: l ·ier~c~.:
uf \<"·.JrJt-kplac(:: st::.·XtJ;jJ harassrl'H~nt, th E' i"'i it is Lhe respc.J ns!bi!ity of the per-son designated to receive
and nlonage .:d~e ( ·o 1·npiaints ConJnlittc:~c to exp!ore enabling \;vays t o adcJress the CC) lnpl cJ int . This
can i11clude counsei!ing, educating, orient ing, or 'Narning the respondent to prornptly stop the unvve!conv.: behavi::;ur m appointing a neutra i person to act as a concil iator between the parties
to rbol\-'e the complaint through conciliation.
H:y.vc:vc::r, lJefc,re ,-,:~commending conciliation, the Committee must assess the severity of the siLuc.tiu;: c~nd if l k'U::'::.~dry, cH.!vi'><:: and enable the complaill<ir:t to opt fo r the fo rmal route. /\t no
poi,,t , the Complaints Cornmitt.c~e "viii zidvise the cornp ic::in::lll t to re.so!ve the rnaliPr direct :y vvith
the respo 1·<lt~nt. 1/1/he;·e 5LiCh an informal pmcess is successful, such resolutio n is to be recorded
i)y the wncil ;2tor ond fuv/c·1rdecl to l.h·2 iCC/LCC who in i:urTr wiii f orvvarcl the same to the
:::nlp!oyei·/Distri ct (Yfi~c er f o r fu:-ther (:tctio n iJas~d on the i·e.so!ution. Ell;ployE·;·s/District C.i'!ilc~ rs
;-;;-.::-· re::pcns i bl~ fnr 1 Z.ikir:g stc· p~. to e n .~. ur ·,-: that th(~ contp!ainant l·::; ncrt ()ubj (~ct to .::~ ny bcick! c_\sh. . .
!"he: choi( ~::· cr:· ,:.J -rnr·;·na! pn)ccs~:~ rests vvith the C.C.'I ITipi<.dnant evt!n if Lhe pe.rS() i l responsH)~e f or
iT! J nagi n ?~ t !;e C(.l! !' iplairJt believes th~·: L thi(:- ( Or: be rt~~ :-;ol\Jt:-d through an irYfonr1al process .
. , ' ·
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-:. ;· . . )--_).~
co:·:cer1·1ec .. ~ ( )1' \·-.::t h ~. ll t.1 c: . .J tC OiT:f~ .
~) . Enst:(e t h(Jt Lhe ind cp(-~;ick:nt lhlrd p<:1rt'y' lT1Cillb~~r i !-~:~-~ :;ound knov"'lcdgc> s~ill , and ~xp2rience
in d;.??1!ing '.:\lith \/JOrk;:;!JcE· sexl.!(:l haras~~.rncnt ccrnp!cir!t ~ .
. , .. \:"\/i thin 5(:~\,.-C: Il clays cf rc.~ ce i vlng a cornp!c1int; the CoiTlplaints C.orrJlT;ittee \vi ll inforrn the
!t~spondt:~nt in \Vi'it if··!g that a cornpiaint hus bc(?!l received .
. J· ihc i ·espcr~d e;--,t '..-vil! havs:.~ an opportunity to respor!d to the cornp!a i1 tt iil \ .. vriting \-vi th in t -2n cla ys then.::3fte~·.
· :,.· .-. - . ---- -------. - -'---·--·- · ·--"----'·._ ___ :..:~:.:..___ _::: __
: :·;e (C; ~Y:p~ C.l ! ' r. ; -(~ ;:; ~ .. in-:_iL:dt:: t!·:·2 ncJJTi~S of pc:.~c. pl e bcli2'·:ed to h~\'C '/._: itnc~~,cd t~c J!lcgccl inc!dcnts
()l~ those \:\;he~ ITJ ~lY h r.ri•~ b:::~cn avt!c-1re cyf e-ther infonnatic~ n dii-ecl !y rei3tcG to t he cornplaint . The
rt~ SL:,Jn·:lenL rnZ:Y:' .3lse: !r ·ic ~ ude i:h ·2 n.::; rnes o-~ \.-JiLnes:.~2s . ln (1~.!d i Uon! the C u :n pi a! n t s CotTUT1 ittec
i:lcluc.iing tl1ose
,'.> Hc:u~cibcok cr1 :~·~·:-~ •. 12! HZ·l r.::ss n·! :~_:rYt u f \\.\)i"i12n at \-\101 kp1ct c~2 ·_-..;
,.
-Create a phn. !"his C:HI b'>. used dS an ii·dtiai checklist to ensure that ail of t he uitical elcrn2nts
are covered. it includes:
a. The nan1es of the pc!!~i:ies ancl vvitnesses to be intervievved
b. ;\ny document ary suppmt that needs to be examined
Tinlelinc:
·_,
·Nhat is the compla int
quest ions or points that require clarification
: 3· Logistics
VVhat docurnents ne:..~d to be loo ked at
Witnesses i:c be questioned and in what order
Questions for each specific incident and party/witness
questions for each particular issue
issues likely to require follovv-up
Step?= Consideration
\:Vi,;!~::;: (Oniplc1in t i ~. p~.::ndi!-:g ;nqLdt·y, a c.ornpiainant can iTlake a \/vT it tt:~n reques·t: -r ~:i !- he1·transfer CJI
tht:.' transfer <.)t the l'C:spnr:d-:.:~ nt. or for leave (uplo 3 rnr; nths). She cc::n cdsc) requ (:~::J. the C.C:lTq:Jl;:Jints
Cormniti ee to i'(' \T !,'lii'l t he ;·c~sponcicnt from reporting on her wot·k p("rform;:;nc•:: or vwiting her
co :;fi,:iulLial rc:pur t u; SUfY·.'rv ising her auc!r~rnic activitie:, (in case she is in ecluca ti c.>t1al institution ).
tven in t h;_:: CHJS(:' ll··~ ~:· u·;: such a r =~ quest , the Con1p !a ints C.O IT11Tiittee rT:u ·.~;t. take c o;·;~ect i\:e action. !tis
2S~f~· · nti;-:J \ t c, tz:k.::: t"h.::.··~--. t:: dction::; in order ·to pi-event poLent.i r:, ! ongoir~g· sexual hurJssrnent.
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...... .
i\· 1. ~~ii~lc;-_-i ; n clt: tl !. t i;·;-;e iy cun ~:-:·~un icaticq; v\:ith "cf·i\:: paiil ~;:~s thrcughnu c Lhc process . i)rovic:2
\:\' iTI"'; ~--~ ny ~p ec. ;-;·-ji __ : c1:..:sist;urc<: Lh~~y rnay ;·(:quli-{:.: , such :i::- cnunsf(.~!i ing, addressing hecJ!ti:-
Step 8: Prepare an Interview Plan for the Hearing: Complainant, Witnesses, Respondent
c~~l:)::.:::i 'fl th(:: r·.e~~~ults (}!: th::: ) t't.:: '/: cu:~~ steps end be·f:o re C:Jnducting ir: tervie\-\'S, the Cornp! ;::::in~:;
r~or. -P~~~:!tt.:: ;:~ sh:.~-:~;ld r1 ~~~c;(-i (·_;_ ·,.\fi·; !ch ~~~<: u:?:_; ilEed to b\= pur~L.!(·: c: fer q~ ... "-~-~stioni ng.
:·.~ ::;:-~ ~:: :::J~!-:.:: s :::~. -- :
·: -- ;;-1 :::-: ~ i "' l :.i Uo;-, , : ·
. : .• . } ! ~ . ., .- :' ~ . ,-
Lo.::: ::~t i o·l
:. ; ' ; . i : i \._ I, ~~- ' :-:
·~ - i• t l l :.
i i'i_• '·;'." ·...:' ·: ..
C -~: i ·; ,~J::ii;: r !=-~ !J t._;r; ~:.:e~:.;::!:·;:·,·; i-(:iJ:ec! to \ ... \J·ho, ':vh.::: t 7 v-..,-;~1ere, vvh. 2~1
2l~ d ;-·;t)\V. F\(~ 1" !~!-:~:· rJ ~ i:, r:;~ :
Dbt:;in 35 llt !_.i\·i·: in-fc :· r;·,~; ,-],Jn ~~:; P (~--:,_:; sP::le th:-Oi.-'~h th t~
i1 ~i.E:: :\/iev·: .
:~-. E i~pL:: i n the h-.t,2r\··f::\v
P :·oc~:ss
5· P.e cords cf the !ntervie\a.....-
/\t this si:dgr::, U;e Complaints Cornn;itte.o~ should review the information gathered <'ind their factual
relevance tc each aspect of the compicdnt. This will help determine v'.1hether there is enough
infoiTnation to make a find ing on the complz,int.
~ ' I ·, ; : \' • ~ : · j . .....: . • ____ !:.._:_:...:.._.· . ..:..... -~ _..:....: _ _ .; ..
ldcntif:/ Lhe substc_;nce of ·2Z!C.h aspect _of the cornplaint.
Deterrnine, ·whether or n<Jt, on a balance of probability, the Lmvvelcorne sexual harassment
took pit1c2.
Check thc~t su.:-.h behavioL:rjconduct falls \·vithin the c1'2finition of :;exuai haraSS!T~ent set out i_n
the re! E:\/~_! nt ,~~c.t/FhJ !es , Policy, Service Rules c:r !a \v~
Ccllt!l!i t: : il ~JI"i :::ny underiying L .. 1ctor(s) thal rn Jy have contribut~~cJ tu the incideni_.
StE-p 11: Crr.::Jic a tirr.~l!ne to heip -:~~tablish the c;;e'quc·n((: of r.? V!~ill::, relatecl to the con1plaim.
f3asPd en the ~~.i:love, the Cornpiaint~, Cornrr~ittee n1ust ar:-ive at d find ing of \ftJhether the ccrnpL:.1int
is upheld , nci' ~-:phr:.:-ld or inconclusive.
Proviciecl. \V ik x e both tilt:? parties are employees, before hndlising the findings, the JCCfi_CC shall
share its finding with both t he parties ?.nd provide them an opportunity to make representation
agair1st it before the Committee.
Step 14: f~ecormnendai.:ions
32
Terrn in::ltfC;o! 1;
-----~---
;_' ;·); ' . -. · ... .... ;' ';~
t ; ... ..... ; · • ~: ', ; -. ·• ·._ \_! i r
. . ! --- ' :i r , -,\ 1' .
. . (.,. ··- t..:" .. l:. ;,",; ;·:--. I :··,· ..
~ . , : ..
33
Given th0t rnost -..vcr!<spaces i~oc!rJy are gender unequal ::nd rna!e-dorninatecl., it is lrnpcH·tant thcrt complain ts by wcllr:(~ n b·:=: treated fa irly and not clisrnissecl. The rnere inability to substantiate a
complaint (x provide adequate proof will not attract legal actio n against the cornpla inar:t.
However, making a false or mal icious cornplaint or producing a f orged or misleading document is an
'..:,_, ... , _.
Review the written complaints and response to complaints
Review the applicable policy, the Act/Rules, Vishaka Guidelinec; Jnd other relevant laws
Develop a plan
MPf>t with the complainant
• Meet with the respondent
• Meet with the witnesses
• Record statements and have them dated and signed
• Review and adapt the plan, as needed
• Proceed with further interviews, as needed
• Analyze all the facts to develop reasoning
• Arrive at the findings
• Give recommendations
• Prepare ·the repo rt
• Submit the file to the organization or District Officer for implementation of the
recommendations and for safe keeping.
34
\ .. -
The respondent fulfils his
obligations as
agreed upon: the
case is dosPrl
The respondent
f~il:. to fulfil his
obligations as Jgreed upon: ;Jn
inquiry will
commence
If not satisfied by the
recommendations or non-implementation
of~uch
rccommcndJtions,
the complainant and the respondent ca n
appeal to a
tribunal/court within
90 days
INCIDENCE OF WORKPLACE SEXUAL HARASSMENTTO BE REPORTED WITHIN 3
MONTHS
INFORMAL FORMAL .
ICC NODAL OFFICER CONCILIATION
(lnP ropy of thP complaint to
be submitted to the
respondent, to which the
respondent needs to reply
within 10 davs
COMPLAINT NOT Inquiry report to be UPHELD: completed within 90 INCONCLUSIVE days by the ICC/LCC Recommend to
employer/DO that no action is required to be taken
Report of the findings to be submitted to thP Pmplnyrr nr
COMP LAINT UPHELD: district offi rPr (00) Recommendations to and concerned parties be implemented by with in 10 days of the employer/DO completion of the within 60 days on inquiry receipt of the report
35
LCC
Handbook on :~:.c;:.:.ua! Harc.;:~sn1t~n t ofV'/ornen f:!t VVorkplace
Submission of Co':flplaint
Notice to the Respondent
Completion of Inquiry
Submission of Report by ICC/LCC to employer/DO
Implementation of Recommendations
Appeal
With!n ?_l!lOnt_h~ ~f th_e last incider:t
Within 7 days of receiving copy of the complaint
Within go days
Within 10 days of completion of
the ing~i_ry _ _
Within 6o days
Within go days of the recommendations
rhe ;\ct prohibits the pubHccition or !Ti{~:;king knovvTi Lhe LUi ilCr1LS uf d con~1p!ai nt dlld the inqt Jiry
pi <Ju:•,,di! 'ic> ;\; 1y br (:'dch of conficlcntiaiity will result in specifiC consequences.
The /\( t proh i hi ·r ~, ti·i~~~ (.lisclosu:·e oi.
CL)nciliatol-y/irlqui(y proceedings or ,-econlrn ~.~ndations of t he ICC./ LCC;
P,c.countatdi!t)t: 1\ r-~ y pe i~son ent ru sted v/ ith the duty to hcJnd ie or deal v,dth the COJT1plain( inquiry
or any ;-ecomrnenciatiOilS or action taken under the provision'; of this Act.
Consequences: ;\s per the Service Ruit's or Rs.5,000/ to be collected by the employer.
Exception: Dissemination of inf ormation regarding the justice secured without disclosure of name,
acldn::ss , identity and particulars of complainant or vvitnesses.
Section 4 complete~; th-e detn il•' of ilw Cnmrlr1ini c; Cnmmih ,"'r" pn>cPc;c; 1n ;-; .:klt-essing form e-d
complaints_ it serves as 21 guideline lo action in providing approor-iate redress. The rnanne r in w hich
-~-J cornpiaint is c.Jddressed V\.' i l i 1na t;\: ;-::dl lhe difference to the equa! i-ights of \·VOrk!ng '1'\/0ITH~n as vve!!
a:::. the kin(; (_·,f c.u!tL !·e bt~i; ·:~~ pr·(JI ~i"ltilecJ.
'~),' : ~
I lr,
-· . .: ' . .
; ~ .. ~ ( .·.· ! ':: - - . ; / ' '
' :•. :
,_-:· · :.:
- ' 1 \ , _ , I 1: 1" 1 1 ' ' ;
·:·-- · -- '·
' - -~ '
. ': ~- i . ( } i : ·.:_ ... ... - - -~ • __ , .• • --'; : ·: - <.. - • •• • :_' : · • ' .:··: :· ·
37
Th e:: District o:Tiv::- vvi!! f orvv;;n.J a b;-ief rr:vort on the annual reports t o the app1·opr!ate State
Covemmen t. Such reports must include the foiiowi ng information:
a. f\!o. of complaints received;
b !\lo. of complaints disposed o-F;
\!o. of ce1s<::s pending for rnore than 90 dc1ys;
d. i'-io. of -vvorksi lops/awarene';s pmgrarnrnes caiTied out;
~~ - !\!ature of action taken by the en1ployerjDO;
Ti<e r-;epc;·t of ICC will be f on.varded to the DO through the employer.
J\n employer can be subjected to a penalty of up to INP, 50,000 for:
Cancell <:; tion/1Nithdrawaljf\lon-re nevval of regis tration/license required for ca;-rying o n business
or activities.
i\11onitoring is '" criticai yardstick to measure success in terms of compl iance with the Act.
/V.!d itiona!l y, it highlights those areas, in terms of law and practice, which may require improvement
and/or aclditiori<i l infonnation and guidance at both the Sta te as wel l as t he \NOrkplace levels.
. . ~
~ --
j~· ! · ,Jcti \J.".; .
_.: ·
. ·· :::-:. \.
~-, _ L.::: g!~;! ati cr·! on ··J ic;k:nc<~· ag~< nst ·._.\ .. urncr~ ~,ho ~!ld c] ~:: ·t·;nr~:: ··-Jicdenct: to inc:ud e SE·:<ual h2rassn!(:..'nt.
si_,,_i . :e~~ ~ ~-i::::~~ i .·J n •:_: .. ·:c;Ld ct --; ~.c~ r~:.:~~ :-_;g r:i : ~:: :~ ~:.·< u ::~ 1 i~ -?r.~ ( ·., rr: e n t a ~ ... a 'fonTl of c.n sc ~· i :nir1 ation and a
: . . ,:
' :, ~: :
~-- ; : :" '
. ,-. ~ . : l'>!
r. :. · .·i : . . ; ;, , ,, ; ' · ;
! ' •• .-~- ' •• l j ·.1 \ \ • 1
39
1. i'li<Jke sure there is '" policy t:l~,t h<os l.wen "effcct iv,::!y" COillmur·,ic;:lte.d t o <ill vvorke.rs, irTespective
of vvhether they .-~ ; · +2 paid or volunteers.
2.. Display details of both inforrna! and formal \'./ays available to a vvork(2r to ac!clress/cornp!a in about w orkpiclCC sexual harassment .
., ') · Uncie1-tak2 c;rient ation on \A.torkplc;ce sexual harassrnent h,;r all vvork.ers in respective
organizntions, '~~;tablislliT!ent.s or institutions.
!J . f\ Ccmpiaints Committee which is trainee! in terms of ski!! and capacity is critical for bu ilding
trust.
). Encourc:ge se r~ilx personsileacJers/s'_!pervisors or any person \.vho can influence ernpioyment
re!at ed deci:;ions, to become role iT1odels.
6. r-.~e n and vVCHiKn should be incluciecl in building a cu lture vvhich no longer t olerates workplace
Legaily, \Vnrkp!ace c·exua! hcTolSSnlent can no longer be c!isn1issed as some :r1or<.1l lransgressior;.
The \/i shok[1 Cuideiines ra!sed that bc1r, v/hen for the first tilne it recognized I' each inc! dent of
s ·~~n.: al harass:nent'' as a violation of tht~ fundan>t:ntai right to equali ty. That notion has found its
\:'fcl'i intc) :~he i<t, '/·ihich promote~; the right of wom;2n <JS citizens to a w orkpl ace free of sexual
narc1ssn-:e' ., . nts CoJT11Tiit tees ~it ;:d i vvorkplaces are novv charged \,tvith the ro!c to ensure
\-\iC:n1c::n_, a '-:·Jni·~ -:~;(l ch.Jir (Hid an e.'\ ten"ia! third party expert} is India's innovative n1oclel in respondfng t{! ··/·..:orktng -..-·/Urll(:) ~-/~~ e.~·-:pe r i:2-nce of ~/:~:<uJI hJ!~J:;.slT:~.:: nt. ;\ssurning JdcquCJt':: chiJngc::: tollc> \~ . .~,
in bc,th ie: vv c.r;J praclic2 Lo r, -iet~ L gltJbc-:1 bt21 1Ch1 lldJ k~, Lhd L r 1 Jodel Cdi t evolve in ttJ an exernplary
be::; t v actiue>. To get there, vvc!rkplaces in India today, must rise to che requirement of promoting
gelldet· equal ity.
"'' ,, ,,, fi•"'
40
\
\&:/ Towards a new dawn
Government of India Ministry of Women and Child Development
f\lo.l3016/5/2015-WW Government of India
Ministry of Women & Child Development (Women Welfare Division)
Recommended Panel of Institutes/Organizations for imparting training programmes/workshop under Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
1.1 Government of India has enacted the Sexual Harassment of Women at Workplace
(Prevention, Prohibition and Redressal) Act, 2013 (hereinafter referred to as the Act) to
ensure safe and secure envi ronment to women at the workplace.
1.2 The Ministry uf Women and Child Development (MWCD) focuses on "women living
with dignity and contributing as equal partners towards the development of the country in
an environment free from violence." The broad mandate of t he Ministry is to have holistic
develormP.nt of women and children. The r"linistry formulutes plans, policies a11d programmes; enacts/amends legislation, guides and coordinates the efforts of both governmental and non-governmental organizations working in the field of Women and Child
Development.
1.3 In order to creale w ide spread awareness about the Act across the country, MWCD
being the nodal · Ministry for the advancement of women has identified a pool of resource
institutions willing to provide training on the Act. These insti tutes/organizations/companies
have been selected from a large number of applications received from various
organization/institutes/companies conducting training programmes/workshops on women rights or on the Act in different part of India. The list of institutes/organizations/companies
empanelled for providing training under the Act is as follows:
1. Accounts and Administrative Training Institute, Gangtok, Sikkim
2. Adarsh Saraswati Shiksha Samiti, Sonipat, Haryana
3. All India l\1inority Welfare Action G1 uui.J, Chowk, Lucknow, Uttar 1-'radesh
4. Athencottasan Mutha1Tii.d1 KdLhC:Jgam, Kanyakumari , Tamil Nadu
5. Civil Rights Awareness ~·1ission, Chandauli, Uttar Prat.le!:>h 6. Cosmopolitan Plus, New Delhi 7. C-Quel Management Services Pvt. Ltd., Kolkata, West Bengal 8. Department of Women's Studies, Bharathiar University, Coimbetore, Tamil Nadu 9. Department of Women's Studies, UCG Women's Studies Centre, Patna University,
Patna, Bihar
10. Dr. MCR Human Resource Development Institute, Hyderabad, Telangana 11. Harijan Adivashi Mahila Kalyan Samiti (HAK), Munger, Bihar 12. Himachal Pradesh National Law University, Shimla, Himachal Pradesh
13. Independent Thought (iThought) , Naida, Uttar Pradesh
14. J&K Institute of Management Public Administration & Rural Development, MA Road,
Srinagar, Jammu and Kashmir 15. Jeevan Prakash, Delhi
16. Kutch Mahila Vikas Sangathan, Kutch, Gujarat
17. Mahila Janswasthya Shishu Kalyan Kendra , Bokaro, Jharkhand
18. Motilal Nehru National Institute of Technology, Allahabad, UP
19. Morning Glory Public Society, Rewari, Haryana
20. M/s Lega l Inte llects, New Delhi
21. Pond icherry State Socia l Welfare Board, Puducherry
22. POSH at Work, Mumbai, r--1ahar9sh t r·a
23. POSHCA, Gurgaon, Haryana 24. Project Concern Organization, Delhi
25. Reg ional Centre for Urban & Environmental Studies, Lucknow, Uttar Pradesh
26. Santulan EAP, Nevv Delhi
27. Saraswati Educational Society, Moradabad, Uttar Pradesh
28. Shri Sai Educational and Welfare Association, Ghaziabad, Uttar Pradesh
29. South Vihar Welfare Society for Tribal (SHRAY), Ranchi, Jharkhand
1.4 The above mentioned Institutes/Organizations/companies are empanelled for one year from the date of issuance of this notification that is 16.02.2017. The contact details of the empanelled Institutes/organizations/companies are at Annexure-!. The empanelled
Institutes/Organizations will abide by following stipulations :
(a) That the empa nelled Institutes /orgu nizdtion/comp<:my's numc iJnd contuct dctuils will be displayed on MWCD's website as an Institutes/organization willing to provide
training on the Act; (b) Thut the emp<:mellcd institute/organization/company wi ll provide a quarterly report
(i.e. by 15th April, 15th July, 15th October, 15th January) to MWCD havin g following
details:
( i) . ( i i).
( iii).
( iv).
( v ).
Number of training programmes/workshops provided;
Date and period of each and every training/workshop and name of the
organizations for which it was conducted; Number of the participants attending each training programme/workshop;
Name and details of Resource Persons (fo r each training/workshop
separately) conducting training/workshops;
Photographs uf each and every training progr-amme/workshop.
The information so received under sub-clause (i ), (ii), ( iii), (iv) and (v) of clause (b)
will be published on the MWCD's website.
(c) Six months after the pub lication of the list, fvJWCD may assess the capacity building initiati ves undertaken by the empa nelled Institutes/or-ganizations/company on the basis of inform ation submit ted in tile quarterly report.
(d) The empane lled Institutes/organizations are free to negotiate the financial
arrangements with the Institutes/organizations requesting training
program/workshop on the Act.
1.5 The empanelment of an Institu tes/ organization/compa ny for providing training
programmes/workshops on the Act by MWCD does not in any way vouch for the veracity of the empanelled Institutes/organization/company. The organizations availing empanelled
Institutes /organization/company's services for conducting t ra ining programmes/workshops
are encouraged to conduct a background check to verify thei r antecedents.
(,. .C, L'Li ~ • v·J~--'-~
(M. K. Prabhat) ur-rdel Secr-eta ry to the Government of India,
Ministry of Women and Child Development Government of India
A-Wing , Room No.313, Shastri Bhawan, New Delhi-110001
Tel.: 011-23381970 Dated : 16th February, 2017
2
Annexure-!
s. Organization Name Address r Contact Detail No.
1 Accounts & Administrative Sonam Tshering Marg, Phone: +91-3592-202347/203715(0) Training Institute Department Gangtok, Sikkim- Fax: +91-03592-202347 of Personnel, ADM. Reforms & 737101 Email id: [email protected] Training Government of Sikkim
2 Adarsh Saraswati Shiksha Sant Garib Nagar, Gali Mob: ( +91) 9416014026 Samiti, Haryana No.2, Kakroi Road, Fax: 0130-2 244440
Sonipat-131001 Email Id: [email protected] Haryana
3 All India Minority Welfare 215/6, kha Sub hash Mob: (+91) 09450916309 Action Group, Lucknow, Uttar Marg, P.O-Chowk, 0522-4104110 Pradesh Luknow-3, Uttar Fax No: 0522-2391168
Pradesh Emailld: aim.waorouo©amail .corn 4 Athencottasan Muthamizh 7-46 8, Naduvoorkarai Phon: 04651-222356, 223382
Kazhagam, Kanyakumari, Tamil Road, Mondaikadu- Email id: amkc~ntre(algmail . com, Nadu 629252, Kanyakumari amkhosQital@l::ahoo.com
District Tamil Nadu Mobile: 9444691456 9566406556 5 Civil Rights Awareness Mission, Tapeshwari Kuteer, Nai Phon: 9839170195
Chandauli, Uttar Pradesh Basti Mahmoodpur Email id: [email protected] MughJI SJrui, Dist. Chandauli(UPl
6 Cosmopolitan Plus, New Delhi 1255, Gautampuri Mobile: 98 11054440, 9873764440 Phase-1, Badarpur, New TelePhone Numher: 011-40571643 Delhi-110044 Email id: [email protected]
7 C-Quel Management Services PS Srijan Corporate Mobile: 9830119000, 9830028234 Pvt. Ltd., Kolkata, West Bengal Park, Unit No. VIII, Fax: 033-4062260
Tower-1, 13t11 Floor, G- Email Id: [email protected] 2, Block EP & GP, Salt Lake, Sector V, l<olkata-700091
8 Department of Women 's Department of Women 's Mob: 9942930137 Studies, Bharathiar University, Studies, Bharathiar Fax: 0422-2425706 Coimbatore, Tamilnadu University, Coimbatore- Email id: [email protected]
641046 Tamil Nadu [email protected] 9 Dr. MCR Human Resource Jublee Hills, Road No. Mob : 09391049802
Development Institute, 25, Hyderabad- 50003 3 Fax : 23557584 Government of Telanqana Email Id: va latha i@qmail. com
10 Department of Wurnen's Department of Women 's Tele Phone Number: ( + 91) Studies (UGC Women's studies Studies, SAP Building 9771459859 Centre), Patna University, Darbhanga House Patna 9334961738 Pt:~tna, Bihar University, Ashok Raj Email Id :
Path Patna-800005 Qadmalatathakur@_Y.i3hoo.com 11 Harijan Adivashi Mahila Kalyan Veer Kunwar Singh Phon: 06344-224489, 09430669235,
Samiti (HAK), M1mger, Bihar Colony Dalhatta BJzar, 07782054 711 Munger-8 11201, Bihar Email id:
hariLangcjivashi@rediffm ai l.com 12 Himachal Pradesh National Law P.O. Shakrah, Sub- Tele Phone Number : ( +91)
University, Shimla, Himachal Tehsil Dhami, District 01772 779802/ 803 Pradesh Shim Ia, Himachal Fax No: 01772779802
----------- Pradesh -171011 Emai l Id: ;;crainaclc_@g_mail.com 13 j Independent Thought E-52, 2nd Floor, Sector- Phon: 0120-4340451, 09971384994,
1 (iThought), Noida, Uttar 20, Noida-201301 Delhi 09971884900 Pradesh NCR Email id: adm [email protected]
vikram.ithouqht(alqmail.com 14 J&K Institute of M<Jnagement MA Road, Sri nagar- Tele Phone Number: ( +91)
Public Administration & Rura l 19000 1, Jammu & 9419448083 Development, Jammu & Kashmir Fax No: 0194-2472825 Kashmir Email Id : [email protected]
15 Jeevan Prakash, Delhi F-2/2 15, Sector- 16, Phon: 01147060508 Roh ini, Delhi -110085 Email id : jQacs2004@yahoo .com
Mobile : 9711324916 9711711 594 16 Kutch Mahila Vikas Sangathan 36 Banker's Colonyj Phon : 02832-222124 2231 1 ··--··-
!- - fl<u tcll , Gujarat Aiya Apartment Street, Email Id: [email protected]
i
Nr. Gate No.1, Bhuj - Mobile: 94 26921526, 9825306398 Kutch, Kutch, 370001 , District: Kutch Gujarat
i 17 fvJahila Janswasthya Shishu H.O-Shri R.N Singh, Phon: 9431743764, 7250795943
I Ka lyan Kendra, Bokaro, Kailash Nagar, Chas, Emai l id: majshikk®gmail.com, I Jharkhand Dist- Bokaro, 827013 , sourabhvinod@gmai l.com
Jharklland 18 fvJotilal Nehru National Institute Motilal Nehru National Te le Phone Number : ( +91) 94150-
of Technology, Allahabad, Uttar Institute of Technology, 14473 Pradesh Allahabad, Uttar 0 532-2545190/ 2271102
Pradesh, PIN- 211004 Fax No: 0532-2545341/ 2545677 Ema il Id: [email protected], [email protected]
19 fvlorning Glory Public Society, H.No. 103, Gali No. 5 Phon: 09416576111 Rewari , Haryana Shakt i Nagar, Rewari, Email id: sal .r.mgps@gmail .com,
Haryana [email protected]. in Te lePhone Number: 08607051100
I 20 M/s Legal Intell ects, New Delhi 32/ 5, Lower Ground Mobile: 99 538211 05, 011-41444 555 i
! Floor, Old Rajinder Email id: lega lintellects@yahoo .com ! Nagar, New Delhi- I i
110060 ! i 21 Pondicherry State Socia l No. 26, III Cross, Phon' 0413-2245264 ~ I Welfare Board, Puducherry Shant hi Nagar, Fax No : 0413-2247074, !
I Puducherry-6050 11 Ema il Id : I pond icherrvsswboard @_y_ahoo. co . in L----'------------------- -----[22 POSH at Work, Mumbai, Flat No. 8, Milan, 15th Phon : 09004521614, 09004099796, I ! Maharashtra Road, Khar West, , 09819897851 , 09664946599 ' ' Email id: contact@[2oshatwork.com I Mumbai-400052
) '0 ' POSHCA, Gurgaon, H-Myana I
Residency : Phon : 989109 1166 &I ' - J H-34, GF, ; Greens, Greenwoods Email id: infolalooshca. in : : : City, Sector-46, su rabhi@poshca .in I Gurgaon-1 22003, I
! Haryana I 24 I Project Co ncern Organization, D-66, Old Seemapuri , I Phon : 08826879700/9540252479 i L I Delh i Shahdara Delhi-11 0095 Emai l id: [email protected]
25 Regional Centre for Urban & Adjacent Registrar's fvJob : ( +91) 7839470399 Environmental Studies, office, University of 9044319979 Lucknow, Uttar Pradesh Lucknow-226007, Te lePhone Number : 0522-2740108,
Uttar Pradesh Fax: 2740165 Ema il Id: ad_._r_s:ueslko@qmai i. ~PJII
26 Santula n EAP, New Delhi F 60, Bali Nagar Near Phon: 011-25913469,
I Ramesh Nagar Metro Email id : connect\alsantul an .co.in
I Station, New Delhi - f'.1 ob ile: 9873 807150, 9810208575
~ 110015
I 27 Sarasvvati Educational Society, v. & P.O- Harthala Phon:094 12240596
I Moradabad, Uttar Pradesh Sonakpu r·, Distt. - TelePhone Number: 0591-2951 396
Moradabad(U .P) 24400 1 Fax: 0591- 245 1296 Email Id: I
sara?Wqtie_<;luca tional96@om ail .com I ~o Shri Sai Educational and H.O. 376/1, Mohan Phon : 997 1521133, ! L u I
Welfare fl.ssociation, Makine Society, Sector- Te le Phone Number 0 120-4551173,
I Ghaziabad, Uttar Pradesh 5, Vasundhara, Email id: ssewa.ngo\algmail.com Ghaziabad -2 0 1012
ll5outh Vihac Welface Society foe ·--·-·
H.No. 134, Khunti Phon : 0651-24 13084, 08603 706996 Tribal (SHRAY), Ranchi, Bhawan , South Office Email id: svwst.ra nchi®amail.com Jhar·khand para, Daranda, Ranchi- svwst@svwst. org
834002 Jharkhand
4
~ fi'"llv1 qfj 3ffi" Towards a new dawn
iti'Sl'ri'tfiE (JF SE(H~TI\RLAY Ift4JN~tiG & f~At~AGEM E~~y (Af\] ISO 9001 :2015 CERTIFl£0 INSTITUTION)
MIN!STP.Y OF PERSONI'JH PUBUC GRIEVANCES & PENSiON
(DEPARTMENT OF PERSON~-.JH & TRAlNlNG)
GOVERNMENT Or INDIA
TRAINING MODULE
S~XUAL HARASSMENT OF WOMEN AT VVORYJ'LA.CE
; t 'l:tEVENTION5 PROHIBITION AND REDP~SSAL) _,_t\.CT~ 2013
EFFICIENCY AND THE PUBLIC GOOD
INSTITUTE OF SECRETARIAT TRAINING & MANAGEIVIENT (AN ISO 9001:2015 CERTIFIED INSTITUTION)
Ministry of Personnel Public Grievances & Pension
(Dcpmiment of Personnel & Training)
Government of Jndia
In co llaboration with
Ministry ofWomen and Child Development, Ciof
~ ~~~~~ ~~
~ ~-110001 MINISTER
MINISTRY OF WOMEN & CHILD DEVELOPMENT
GOVERNMENT OF INDIA
NEW DELHI-110001
MESSAGE
The Government of India is the largest employer in the country employing 30.87 lakh
people to carry out its various functions. As per the Census of Central Government
employees, 2011, women constitute 10.93% (3.3 7 lakhs) of the total regular Central
Government employees.
To ensure safety and security of women at workplace, the Government of India has
enacted the Sexual Harassment of Women at Workplace (Prevention, Prohibition and
Redressal) Act 2013. The Act aims to uphold the fundamental right of equality guaranteed
under Article 14 and 15 of the Indian Constitution, right to live with dignity under Article 21
and right to practice any. profession or to carry on any occupation, trade or business which
includes a right to a safe working environment free from sexual harassment.
The Act covers all women, irrespective of their age or employm ent status and protect
them against sexual harassment a~ all workplaces both in public and private sector, whether
organized or unorganized. The domestic workers are also included under the ambit of the
Act.
Hence, in order to ensure the effective implementation of the Act. the Ministry of
Women and Child Development in collaboration with Department of Personnel and Training
(DoPT) and Institute of Secretariat Training and Management (ISTM), New Delhi has
developed a training module for the training of Complaints Committee members constituted
in various Central Ministries and Departments. The Training Module provides guidance with
regard to the steps to be undertaken and processes to be followed in I ine with the requirement
of the law while conducting inqlllry of any complaint related to workplace sexual
harassment.
We hope that private- organizations 'l.vill al so use this training module for conducting capacity building and awareness generution progrummes after customizing the same as per
their extant service rules.
Off.: Room No. 353. 'A' Wing, Shastri Bhavan, Dr. Rajendra Prasad Road , New Delhl-11 0 001, Tel.: 23074052-54. Fax: 23387384
Res!. : 14 Ashoka Road. New Delhl-110001, Tel.: 23357088, Fax: 23354321
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p601J Xl\Jf KRISHNA RAJ
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~ ~-110'001 MINISTER OF STATE
MINISTRY OF WOMEN & CHILO DEVELOPMENT
GOVERNMENT OF INDIA
NEW OELHI-110001
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Oft . Room fJ~. 756. 'A' Wing, Shastr• Bhavan, Dr Rajendra Prasad Road, New Delhi-11 0 001 , TeL : 01 1-23382361-<;3. Fax. · 011-23070704
f-mrfl 404 . q,rilfl 3{(ffio.'r-t. 6 J ~ <;!xi 'Wf. ~~~ ~. ~T.:rJl'i . 23721834. ~ .. i;(;j . m [email protected] Rcs i. : 404 Kavari t>.partrnent. De. 8.0 Road New Delhi· 11 0001. Tel. : 011 · 23 721834 , E-mail : mos·[email protected]
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Leena Nair I 1;!'(\1 ~h:cpl'<
l'ilFC'll ~ 6JIC"1 fqCpf'("j ~ :tll'<.-;f, '+iq"'i, ~ RC"'.:'il - 11ooo1
Secretary Government of lndia
Mi nistry oi Women & Child Deveiopme:-~t Shas t ri B hawan , N e w Dalhi-110001
\N ebsite : http :/iwww.wcd.nic.in
MESSAGE
I am pleased to share with you this Training Module on Sexual Harassment of Women atWorkplace (Prevention, Prohibition and Redressal) Act, 2013. It provides useful information to lntP.rnal Complaint Committee members and other employees working across Ministries and Departments of Central Government with regard to the provisions of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 as well as guide thern towards the correct procedure to be adopted for conducting inquiries in cases of violation as prescribed under the service rules.
Sexual harassment at the workplace is a universal problem and India is now a part of the countries who had prohibited sexual harassrnent at workplace through the enactment of national legislation.,This Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redr'essal) Act, 2013 is unique in nature as for the first time it recognises workplace sexual harassment as an infringement of women's fundamental rights as provided under Indian Constitution.
I am sure that this training module will be extremely useful in building capacities of ICC members which in turn will help them to adopt the correct inquiry procedures while conducting inquiry in cases of workplace sexual harassment.
Shas tri Bh av.'an , Dr. Rajender Prasad Ro a d , l~ ew De lh i-'110001 Te l 0 11 -23383 586 F<n 011 -2 :381495 E-m ail : se cy.w c d@ ni c . in
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PREF~~CE
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and the
subsequent Rules have been framed and put to operations on gth December, 2013. However, the
effective use ot this legislation is possible only through awareness generations among the
masses. A large chunk of Government work force is still in the dark about the provisions and
effectiveness of the statute.
Training intervention is the first stP.p to me1ke all employees aware about the salient features of
this Act and various provisions. The promulgation of the Act itself is not panacea to solve the
problem of sexual harassment at workplace but having information anrl knowledge about it is
certainly an empowP.ring instrument. There 3re not many organiz~tions who have the capacity lu
conduct quality training programme covering topics as varied as rights of the victims at one end
and duties of representatives of ernployer while processing sui:Jject complaints- on the other. HR
Managers also need to be trained to be responsible for sensitizing all the employees about the
fine line between healthy mixing of colleagues of different sexes and the behaviour amounting to
sexual harassfilerll. ISTM has been conducting Gender Sensitization programmes for a long time.
This time, the focus is on the specific issue of sexual harassment at workplace - its prevention
and redressal of complaints if it happens.
I would like to convey my sincere thanks to Ms. Risha Syed, Legal Consultant, Ministry of WCD,
Ms. Anju Pandey, UN Women India, Mr. M.S. Kasana, Retd. Joint Director (ISTM), Dr. L.R.
Aggarwal , Retd. Director, Government of India, and others for their contribution and valuable input
in the development of this training module.
~OL Dr. Sunita H Khurana /
Director, ISTM
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~
1·\v·o DAYS \VORKSHOP ON S£XVAL HARJ\SSMENT OF \VOI'YIE!\' AT vVORKPLACE
(PREVENTI02\, PROHJBITIO~ .~~D RERDRESSAL) ACT, 2013
AIM:
To equip the government officers with knowledge on the subject to prevent sexual harassment and
develop in them professional competence for implementation of the statute i.e . the Sexual Harassment
of Women at Workplace (Prevention, Prohibihon and Redressal) Act, 20 1 :1.
OBJECTIVES:
Participants will be able to list out I describe I define:
I. Gender Issues
2. Gender Discrimination
3. Sexual Harassment
4. Workplace
5. Related Judicial Pronouncements
6. Recommendations of Department Related Parliamentary Standing Committee
7. Provisions of the Act
8. Constitution of Internal Complaints Committee (JCC)
9. Duties ;:mrl Roles of JCC Presiding Officer I Member
10. Third Party Harassment
11. Role of an Employer
12. Preventive Policies (organization)
13 . Organizational Best Practices
14. Conduct and Service Rules
I 5. Steps to Conduct Inquiry
I .
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S r· S SI<J~S- I! ,\: I ii • \kdh~! k ot,._:t! L L· k -:~t sc - impiJ c:; rin ih
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Sl \ '-: ION- \'
LUN CH BREAK 1.30 PM TO 2.30 PM
9 \ •loch Inquiry Session of!CC
TEA BREAK 3.45 PM TO 4.45 PI\I
<· '\ lt 1ck ! nqu i n ~-;c~ -:i 1 ' il of ICC · ; 'c facu ltv lO I -
'• Vc!ledictJon ! be dec id ed on p1:ograrnn1e to
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DAY 1- SESSION 1
I
I SESSION 1 Introductory Session: Welcome and Introduction to the Course
INTRODUCTORY SESSION • Welcome the Trainees
• Introductory address by Director, ISTM
• Briefing on objectives, schedule and activities
• Self introduction and expectation sharing by trainees
• Briefing on trainers' expectations
1Ct::-BF£A KJNU EXERCISE lee-breaking exercise / games
DURATION 75 minutes
TRAINING METHOD & Self-information dissemination, pen and paper, pre-written fiip-
MATERJAL charts, material for ice-breaking exercise
LEARNING OUTC01v1E The trainees will be able to describe the objectives of the course
ICE BREAKING EXERCISE
• Get catch words relating to each of the objectives ofthe Course printed in bold big font capi
tal letters on hard A4 size colour sheets (use four light colours: yellow, pink, blue and green)
• Cut each of the sheets diagonally to get two halves of triangular shape, with incomplete writ
ings on them.
• Mix all such triangular halves in a box together.
, • Make sure, there are as many halves as number of trainees - iftheir number is odd, keep one
half for you.
• Request each of the trainees to come and pick up one triangular half randomly from the box.
• Ask them to look for their respective pminers hav ing the matching triangular half.
• Once they find their pa11ners, give them two minutes to know each other.
• Request them to come forward in pair and introduce the partner and show the objective.
• Al l with same colour \Vi ii form a group - thus there will be four groups who will sit together.
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TRAIN J~G :\-JETH
OD & \L-\TLH.lAL
LEA R:'\l"iG OUTCO!VI E
I SL\t .'\L 11 .-\. RASSi\JE~T AT \\ 01U~PLACE IS A FOR;vJ OF r •:· , . !)r· P !) 'sr· 1) 1 v 1 :'\ ,~ '1'HI~ ! '-3 L . , • ~-a:, . a . ...... '\. , I! - .. ·1. .. ... .,.. .
! -r.,, t! IJ\.L_··,>.:L tnd the l·, )ncc-pt uf g~nd~~r cL:.:"· ri n1in .. ni t'\ll. ~(~\u:d n~1r~·l ~~ n1 c\nL 1 \.\\1!-k rd.l\..·\..· i.tnd l \ \ .t 1 h~t~ ic typ(' :-:; uf.:-;-._' .\ t t~ll h~1r~:.-- - : :1:~·:1 1 .! l ·. -....:~;·krd.i,~>--· :.t:h l h~)··\
! it is :·~·Llk' d io >2cndcr d iscrimlllatiun ! - ·
(j,' 11 ckr
Cicndcr role P<-'rCL')J t ions stereo types
(. ·i C11 Licl· ci i s:..:i·i ill1 11 ~.t til-! 11
I· I L:~ ~ , :.;.;mcnt p~:.• r :; ..:·
I
• -.:.t '\ 11: 1! I L!rass l1'1•.'111
• C)uid Prtl Qun and l lu:-:tik Envin llll1Kill
• I !m\ Sc\u:ll I la rassnwnt at Wclrk pi;Jc(· 1s a form of Gender discrimi
n:tt!On
l \\ o i'uld bc1wli t of organizaLions ll1 il\ oicl ing such discriminations
Watch an incident and tell whether it's a c~hc of se\ual harassment
I mp:1L·t 1s more 1mporwn1 than intent
: "' !i lli1UkS
Lect ure cum discussion. Video clips "Aob f:lw111oshi 1\:wn:j" Ciroup cxer-
CJSC to dt:L ide \vhcthcr there \\·as cl11 instanc<:- ofSe:o; tJal harassment at \\'Ork
pbcc m the incident depickd: if yes, whm type was It. Each gruup l1 i1.S re: prc;;cnt the ir viev-.'S in plenary. Debrid ing to establ ish that impact ts more impo11ant than intent. Group discussion on \vhy organizations should take
steps to avoid se"'ual harassment at work place
The trainees vvill be ab le to describe:-
• What is SH\VP')
• What are types SH\VP and identify them in a given situation and
• How organizations are benefitted avoiding SHWP?
lVIATERIA._Li FOR DA .. Y-1 SESSION-2
Gender Concepts
Sex: The biological difference between men and women, boys and girls-the physical attributes vvith
which we are born.
Gender: Culturally and socially constructed roles, responsibilities, privileges, relations and expectations
of women, men, boys and girls. Gender is not another word for women. Gender is also not another
word for sexual difference.
Gender roles: The different tasks and responsibilities and expectations that society defines and allocates
to men, women, boys and girls. These are not necessarily detern1ined by biological differences and
therefore can change with time and in different situations.
Gender bias: An approach that treats boys and girls differently. For instance differential treatment
seeking behaviour in case of illness.
Gender equity: An approach that results in just/ fair treatment of women and men, and recognition
and appreciation of both women's and men's potential. For instance giving bicycles to girls to enable
them to travel to a distant school and thereby reduce gender gaps in the drop-out rate.
Gender mainstreaming: The process of assessing the implications for women and m en of any planned
action, including legislation, policies or programmes, in any area and at all levels. It is a strategy for
making tbe concerns and experiences of women as well as of men an integral part of the design,
implementation , monitoring and evaluation of policies and programmes in all political, economic
and soc ietal spheres, so that women and men benefit equally, and inequality is not perpetuated. The
ultimate goal of mainstreaming is to achieve gender equality.
Gender neutral: An approach to planning and policy making that assumes that the impact 011 women,
men , girls and boys as if they were pm1 of one homogeneous group. For instance, althougb men are
usuall y taller than women, fix mg the height of the podium in conference halls on the basis of the height
of men.
Practical gender needs: Needs which arc related to satisfying basic and material needs of wom en
and men, girls and boys for their day-to-day survival, and which do not change gender patterns. For
instance public provisioni ng of water inside the home or providing access to creche facilities at the
workplace.
'iVl in i ~ trv oi . Wlln~;_· n &: l' llild f.)c \clopmcnt. CiL1\ emme nt uf lnd ia
Traint ng Module Sexual Harassme nt ofV/omen at Workplace, ACT, 201 3 1
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; ;, _~ u; J<q l myths or Ll.boos. among otlh:rs Ciender discrimmati on : \Vhnc one gender i:-: Lt\IOL!!\.'d ;md
1! 1, ... ,1 1 ·!·~ · ·.·omc ~. dJs:Jd\·ar:tag-~d e.g.:;'~\ sr:.·kr_·ti \r:' :.~b,Jni rJn G-: nr_kr ".I'P'.<:' SSi<Jn: \ V]J ,_·r,_· •'ll•_' ._,,_. n,L_-;
.\note on third gender: I r;Jnc;_'-'.enckr d Cl is gcncr:t!ly dcsuihcd ;~:-. ;m um bre iLl term for persons
1\h<h(' !;l'lHkr !d<.:' lllity. ~('lllkr l'\j)rl·ss ion ur h : h(I\Ju r dil(..':--. no t c·t111i'unn Ill thc·ir biological sex . TG
nwv a!sn t:1k c !11 p\ . .-rsc11h 11 ho do ll\)\ 1dcnti f, \>.ith the ir sc.x ;tss1 gncd <II hi nil. \\ hich inc lude HiJraS·
LllllliL'hs wlio dc'SLTJhc thcmsci' \.'S ;Js "third !:-'end cr .. <tnd they do not 1dcilli h · ;t s c~i th c r male or female.
Hijr:h drC nut il1L' l1 hy \ irllll.' ur :lll<ll<.lll1Y :tpp\..'ilLi llCC :mel psych ol og i~..·;ll ly, lhL'Y dl"C' also not \\Omen.
th,ntgh they :11\: like \\illll(:: i w11 h 111'1 k·JJl<il<..' l ··,·p r\, cJu~..·ticlli org:m :JJ! d Jhl ~~l('!btrudtion Sin-::e Hijr:1> JCJ
:v1t h:t\e :·L·J•r••d uc ti,)]l L:il]ld'-:i ti ,.: s <h c·ilhL'r lll C'J l or Wtli1i en. tlt...: y :.1r~..· llL'ith <..'r men nur \\U!1len ;me! c lc:im
nt>n-cm:iscu l:ltcd me11 11101 ca-;t r:11Cd :ik\ a :tkk :1) ancl intcr-:.;c\:c·d JlLTSU!lS ( hcrmaph ruclitcs). T G aiso
inc ludes persons \\ hu intend to undergo Se\ R ·~· -Assignmc:nt Surgcry 1 SRSl o r h:n'C undergone SRS
ic~ ,,]i g1 1 lliL·ir hj \,l c,~ic:tl sc.\ witb Lh eir .~e llll<..:r Jcicntity inunk'l to bL~Cu lllc 111:1k ur IeJu<.:de. Tltcy art:
genera ll y c:tlkd transsexua l persons . Furthe r. there are persons \Vho like to cross-dress in clothing of
opposite gender. i.e. transvest ites. Resultantl y. the term "transgender''. in contemporary' usage. has
become an umbrella term that is used to describe a wide range of identities and experiences, including
but 11nt I im i ted to pre-operative, pu:--:t-operative and non-operative transsexual people, who strongly
ickntify with th e: gender opposite to their biological sex ; male and femalec.
A working definition of Gender: People are born female or male or transgender, but are forced to
learn to be g irl s and boys who grow into women and men. They are taught appropriate behaviour and
attitudes according to defined gender roles and activ ities. This learned behaviour is vvhat makes up
gender identity. and determ ines gender rol es.
' '~out-ce oi'thc ah"-.L' ddliillt" l's . Mi1 11 Slry uf'\Vumen and Ch ild Development Government of India S"u t-cc N~ttiun;d Legal Scr\ tee· '\u thnriry v~ l ' ni on of Indi a & Ors \VPICJ No.604 of::'0\3
~
Gender Role Perception: Gender is a dynamic concept. Gender roles for women and men vary greatly
from one culture to another; and from one social group to another within the same culture. Race, class,
economic circumstances, age - all of these influence what is considered appropriate for women and
men. Furthennore, as culture is dynamic and socio-economic conditions change over time, so gender
patterns change with them. Different roles and characteristics are assigned to people not only on the
basis of their gender, but of their race, caste, class, ethnic background and age. Our soc ial analysis
becomes finer, our social interventions more finely tuned, when we are aware of all the complex ways
in which society slots people into different categories and roles, and of the ways these roles can be
the basis of both cooperation and conflict . For neither ·women nor men form a homogeneous group in
any society. Women may come into conflict with each other because of racial difference, or women of
different nationalities or class groups may find solidarity in their gender identity.
Gender Discrimination: As the worst fall out of disparity and mind blocks in the area of role perception,
comes the vice of ge:ndc1 J.iscrimination . The three most prominent facets of sexual discrimination
are a) Societal Perpetration; b) Domestic Violence and c) Sexual Harassment at Workplace. There
arc socwlly acceptt:d expressious like "boys arc bo.vs" and norms supporting dO\vry, still prevalel!l
in society. They highlight the unfortunate social approval towards sexual discrimination. So far as
domestic violence is concerned, even after a decade since the Protection of Women from Domestic
Violence Act was passed in 2005, there is no significant change in the crime rate against women. As
per data published by National Crime Records Bureau (NCRB), dowry death was 0.3% of the total
number of crimes, as defined under Indian Penal Code (IPC), in 2013. The figure remains the same in
2014. In fact, crime against women as percentage of total number of crimes committed in India has
increased from J J .7% in 201 3 to 11.9% in 2014. However, perhaps the 111osl unreported amongst these
cri mes are the ones amounting to "sexual harassment at workplace". For one, there was no clear law
on the subject before 20 13 am.l for the other, many women used to desist r eporting. Even now, it is
believed thal a good number ot them don ' t report incidents of sexual harassment for reasons rang ing
from love to terror.
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~-- ·-,·kit!~ :-;~'\tt:; ll~l\<'lll'S lll' ; !d \ :l: 1Cc~ in C\.Ch~tnge f'nr '' (l:·k ht.:· nct:ih . ..:uc·h as promi"~. , 11 : Jll'tl;n t-,i t<l !l.
h t!; lt ~· r Jl:l\. :k'clcknw: :t dv~tJt(·cm <...: nls c:lc. liti S ty;x c.f .-;;:·,u:tl ilar:t:: ; m~;'nl 1 1\f. \ ~; Ll :. J,, .: .. l" ;~ ·,;. , · i '' : '''
Ill r : t lhlll11 ~ 1 s l11..·r r·.·f·L's:il tn comply with a ·request· c:~n be 111<...'1 11ith retaliatory :tdic!Jl suL· h :\S
dt sm1ss:il. demoti(!Jl_ memos. l:t rni shecl 1vork record and difll cul1 1\urk conditions.
ii) ·Hostile work cnYimnllll'lll' is <1 kss l· k :1r :-'c\ Jllll r ·.· p~;.·n ~~:-o i 1 c j,_, rm of se\ ua! harchsmcn t. It
l'll1Tll11tll1ly im uh -c:;; cPnditinns or· wurk •1r hell~:\ ;pur Ill \\ drcb ~ ~ l(:m:t!e wurkcr. which make it
til thcarabk fui· hLT tu he t lh.Tc. \Vililc the 1·\llJ'kc! i:-. I1C\ LT pr\Hri < ·d c1r dsnied <tny1hing in thh
-.·(l\llSXl. Ul1 \.\·L' lcCl tnL' ~(' \ll:tii1<1r~!SS!llC111 l ·•C CllrS S il1lj1 J\ h('Cll\Sc ~ ]h.' 1:-. J \\ O ll1 <11l .
. \ nun1lwr or -;un L'\ :-; r~'h'<t kd tl u t a number ( lf' un\\ ·:knmc dL· t i , ~n s h\ J",.:]J ,)\\ C\l l!c ~tg uc:-s arc causing
h:Jr:h :-:!11<'111 :Jilli.lll". 1\tllll Cn \\C~ rk L' r S. Prumincnl of'thcm : 11\.::
lJ) f'rc ·~cncc of~c.ex ual , -isual m:1terial or pornographiC mate ri al s uch as posters, cartoons. dnn:vi ngs,
c:1 kndar:;, pinups, pictures. comptiter programs of sexual nat'ure:
c) \\ t - tt t,~n m: tt crial that is sexual in nature. SLLCb as notes or e-mail containing sexual comments:
d) C,>mments about clothing, pcrsomil behavior, or ;t person ·s body:
e ) Patting. st1uking grabbing m pinching one's body·:
f) ( >bscenc plwnc ca ll s:
g) Te ll ing li es or sprc<tding rumors about <l person's personal or sex life:
h) R:tpc (lr attempted r;1pc and S(l 011.
l:rnpact and. Ci)Ilseq uences
While it -vvas being increasingly found difficult to find any legal remedy against such sexual overtures,
nobody could deny the ill effects they cause on overall work atmosphere and productivity of any
organization. The menace was causing innumerable incidents of harassment also in the unorganized
sectors. Any workplace coming under the grip of this growing evil had cumulative effects on the whole
organization; its impact on individual women was multiple and added up to losses for the organi7.atinn
as a whole.
\Vhenever sexual harassment had becon1e so unplca::;ant and make a wurker's life miserable, she
would seek redressal under the extant law such as Section 3 54 (outraging of modesty) or Section 5 09
(insulting of modesty) of the Indian Penal Code, 1890. She would also seek alternative employment.
The employer would on ils pm1, incur significant costs in defending its image anr! in finding suitable
replacements for both the errant and the harassed members of its workforce. Generally, therefore,
it had been in the interest of employers that the working environment provides that the workers are
treated with dignity.
Looking from the angle of human resources, sexual harassment causes a range of ill effects like:
a) Self-blame and guilt;
b) Insomnia or other sleep disturbances;
c) Depression;
d) Anxiety, fear, decreased interest in work;
e) Restlessness, uncertaiHty abmtl fulure;
f) Physical or emotional withdrawal from friends, family and co-workers and so on.
Training Module Sexual Harassment of Wome n at Workplace, ACT 2013 J ----------- ----- ---- -- - - -------- - ------- - ---- - - - - - - - - --- - ------l 11
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11
I l·---·---·-···----------+----------------------------1 i O!U LCTIYE I To unckt·su nd the genesis of St.: \\1;!1 H~il'~l S ~Illl'!lt or \ V o nk' il ~1 1 I ! \Vorkp Ln.:e :\ct and judicia l inten•etl l i , l:tS 1
L._______ I
! ( O 'iTEi\T e Prot ilLLigation ofthc Law i I I I • ··sc\ual Harassment" first tJmv rccut:il th.:·d ::s a nttlll I i.,' I I' outcome of Rupan Deol Baja_i \ s !<. P S (iill C:1sc
I. ··s~.:\u~li Hsrassment at Wnrkpl:.we·· dd1 ned -- uLJlclllllC o1·1
I " Pil \·sical con tact is not :111 L'Sscn Lta l ingredient" - Sexual I ll:t l·assm(~n t fu rthcr ck II ned nut come of Appare I Export
•
1 DLRATIO'\ I I TR\1:"\ C\G '\IETHOD & 1\·l .\ -, ·r. n I/· I . . '\. I .\_.. '"\. i. '\.. __
ILL \R'<I'\G Ol'TC0:\1£
Promll tion Council Case
I Lecture. Power Point Prcsc11Ulion. Flip Ch3rl. Audio-Video C li ps
I 1 Participants nil! und ('r•;ta nd: -
Ci r~tductl promulg;tt ion o1 Ia's about -·sc:\ual
thro ttgh \ artuu:o JU diCidl illlc_T\\~illi ()n~ ,
• Definit ion o f ··Sexua l l·h rassm..:n t Gt \Vorkplacc .. gi\ ..:n in the
Vish:1ka C8S~ .
1 Trmnin!.! klllduk Sc;;u:d Ha:·assm<:nt of\Vomen at Worko lace. ACT. 20i :~ 12 ~ ---:------ ----- - - -- - ------ ----~ -- - --- - -- - -- - - - - --- - - -- -- - -- - ---
1
Promulgation of the Law
Until the mid 1990s the concept of sexual harassment at workplace was not recognized by Indian
Courts as such. There were, however, some notable exceptions. In Rupan Deol Bajaj vs . Kamvar Pal
Singh Gill (1 995) the Court recognized sexual harr~ssment as a crime falling squaH:ly under Section
354 of the Indian Penal Code, by interpreting "outraging the modesty of a woman" to include outraging
the dignity of a womr~n . Later in 1997, in its Lmdmark judgmt.ul in Vishaka vs State ofRajusthan and
Ors case, Supreme Court for the flrsl lime defined sexual hamssmcnt at wurkplace. In yet another
imporl<:mt ca~e Apparel Expmi Council V s. A. K. Copra case, Supreme Court clarified that physical
contact is not an essential ingredient of sexual harassment. We shall understand the synopsis of these
matters in the following paragrnph:
Synopsis of Rupan Deu! Ba,jaj Judgment !1 996 AIR 309, 1995 SCC (6) 194]
On 291h July, 1988 a senior lady officer of the Indian Administrative Service belonging to the Punjab
Cadre and working at the relevant time as the Special Secretary, Finance lodged a complaint with the
Inspector General of Police, Chandigarh that the accused, who was the Director General of Police,
Punjab had outraged her modesty at a dinner party. As per the FIR lodged by the complainant, she
along with her husband who was also a senior IAS officer of the Punjab cadre went on 18 July, 1988
in the evening to the residence of one K, a colleague of theirs, in response to an invitation for di1mer.
Reaching there about 9 p.m. they found 20-25 co11ples present, including the accused, who had come
without his wife, and some other senior government officers. The party was arranged in the lawn at
the back of tbe house. As per tradition in Indian homes, the ladies were sitting segregated in a large
semi-circle, and men in another large semi-circle with the groups facing each other. The complainant
further alleged:
"' . .4. round JO.UO p .m. Dr((') and (the accused) l·vulked across to the circle C!( t he ladies
and joined them occupnng the un~1· tH'O l'ac m7l chairs available. ahno.yt on opposire
sides uf :he semi-eire!!!. (The uu.:uscd) took o \'acmll chair ahou/ 5 to 6 chairs w the
lc:fi uf him .,;or UjJ, und star teclit"ul' ing ond going in to ihc house. j,,·as· talking to Airs
"rviinistry of" Women & Chi ld Dc, elopment. Government of India
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Th .:: ,_·nmpl:lin<mt then mack a complaint to the host and tol d him that the behaviour of the :1ccuc;nl \',ac;
obno:\ ious ctnd that he was not fit for decent comp<m.y. The accused was then gently removed from the
!deice The complainant m:Hk a complaint to the Jo int Directo r. Intelligence Bureau \vho \VetS present
there . She also narrated the incident to her lwsband \vho was present there. The next day she met the
Chief Secretary and recounted the entire inc ident to him and requested him to take Stlitab le action
8gainst t.hc 8ccusec!. She a lso met the .Advisor to the Cio\'emor in this re0:~1rd. On :::q .hlly 1988 she gave
a \\Tittcn complainelnt to the p(ll ice The complaint was treated as the first infonnation report {FJRJ,
and ;1 case was rcgisrct·cd. hut nu further steps were L<tk cn . After about fou r months, the complainsnt's
huslxmd iikcl a cumpbint before 1hc Clm:f Judicial ~/hgistr<ttc , Chandigarh alleging comrn ission of
uf!cn'·<-''' rmnisllClhlc unLk:r s~_Ttion 34!. 342, 352 , 354. 355 and 509 JPC.
. I Tr<tining \!toduk :)c.>: ua! Hw:t~smcnt of\Vum:::n <tl \;\/l)rkpiace, ACT 2U i 3 14 r--- - --- --- - - - - -- ------ - ---- - -------- - - - ----- ----- --- - -- ------ --
~~orne relevant provisions~ _..,- ' . -oo rnr rl ,. ll Sections .J:;;4 and ~ '::f ... .r~._. reat. as w Io;·vs:
354. Assault or criminal force to woman with intent to outrage her modesty: - rr-1wever assaults or
uses criminalforce to any -.voman, intending to outrage or lowwing it to be likel_v that he will thereby
outrage her mode·st)i, shall be pwu:)u:d with imprisonrncm of either descriptiunfur a term which shall
not be less than one year but 'vvhirh mo_v extenri to five _vears, and shall also be liahle to fine.'
509. FVord, gesture or act intended to insult the modesty of a woman . - H1weve7~ intending to insult
the modesry of any woman, utters any lvord, makes any sound or gesture, nr erhibits any oNect, ·
intcndin.f_ that such H·m·,-; or sound shed/ be hem d. 01 tlw! such gesture or object shall be sc:t::n, but such
ot·onwn, 01 intrudes upu11 the privW.)' ufsuch >VOJrwn, shall be punished with simple imprisonment for
o term which moy extend ro three ,vem·s. and also H'ith fine.
Punjab and. Haryana High Court holds that aHegations made in the FIR do not disclose
any cognizable offences
The accused moved the Punjab and Haryana High Court by filing a petition under Section 482 CrPC
for quashing the FIR and the complaint. The High Court allowed the petition filed by the accused
under Section 482 CrPC and quashed both the FIR and the complaint. The main reasons held by the
High Court for this action were that the allegations made therein had not disclosed any cognizable
offence; the allegations were unnatural and improbable; and the nature of ham1 allegedly caused to the
complainant did not entitle her to complain about the same in view of Section 95 IPC.
The complainant challenged the High Court's order before the Supreme Court where the main point
wns whether the above a llegations would con3titutc any or all of the oile:nct:::; lur which the case was
registered.
In the absence of any defin ition of the world "modesty" in the IPC, the Supreme Court "profitably
look(ed) into its dictionary meaning" . According to Dictionary, modesty is the quality of being modest
and in relat ion to woman "decorous m manner and conduct; not ... lewd; shame fast"; "freedom from
coarseness, indeli cacy or indecency; a regard for propriety in dress, speech or conduct" etc .
The Supreme Court also relied on its decision in State of Punjab v. Major Singh (Major Singh) in
which M udholkar .J . who (llong \vith Bach<nvat J spoke for the majority, held that when any act done
to or in the presence of a woman is clearly suggestive of sex according to the common notions of
Tra ining Module Sex ual Harassm ent of Women at Workplace, ACT, 201 3J -- -- -- - - - - - - - -- - - ---- - ----------- -- --- --- - -- - -- ------ - -- - -- - -- - 1 15
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'' i l l ! I Ii !l i<.. i,_'tl!l ll1i l ll111 > to srn c:ld : JW(l i'l?li~'S :; ;Jh(l l! l l: n d in~ child :li: i iT J: i :::c I kr bruL\ 1 g:tn ;.: -'-;T(' \\ .:-, :J
\\ lllllCI1 \ ur~:illi/:l l id lb : !el l \ c 111 i11 c l':lmp : ll ~l l 1'' lmn:-' til l' p~.-rpc· t r:Jl \1 !' -; tu il!Slicc_ filed :1 \\r1 t Petition
111 t il<.:' SL!!-'i '<' ' IIIC Cut !JI. Th, ~;liJlll: Jii C ( ,ltFl u<·_·d t:E· •lP]'tl r !J lJ! il\ tt> :tddrt·-: ·, !Ill' one i on ~ pending iss1.1c
the g l:iri ng Ltct !il :J(' 111 the 1::'' "· hi~.· h ki"i the ''omen \\ll r kLT" in !he country \\' ithnut any remec!v.
\\ liCil ~ ·.:'~\ u:J! J\· il:!Li '--:·,·d :1\ \' P rk
ln r\_'"J'Cl llS C to t lk !Jlcrc;!S illg t l UI I<Igl' rcg;J rding SC\ t l;d hJr<iSs mcn t t >i- \\t>rking womt:n and non ng the
d;,;;:nh (lr icgh Ll ti,\_· r ,,· :-; p , ~ns~.:> I(' su·:h c~ ~.· 1 s. th~: St JpL·m :.: c.~urt :·(·lic·d l!)' (l ll the L' \ CoPvention <.l il
In the lll ctlt cr n !' I i1iili !~ri ( \ O iiliT\ \ 'S State C> f Rajasthan_ Suprcm ..:: Coun clcilncd :;cxual harassm ent
<~l \-\()rkp lau.: . f'u 1 il 1c flr:> t ti m...: in i ')tJ7 a nd promul ga t~d mcn:m r c:; to c urb it by :;tr on_g ly :1dYocating n
cock or conclun in every \vorkp lacc. Though often 1ekned to <1S <t ~cr of guidelines. this \vas J1f_) It""'
than a la w l:)ecause . the Supre1t1 t: C om1 pronounced:
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In this epic judgment, the Suprem~ Coun also recognized it as a Human Rights issue and pointed out
the legal vacuum to address the concern of the sexually harassed women, when it pronounced:
"l-!.4J'ING REGARD to the definition of 'human rights 'in Section 2(d) of the Proiection
of Hunwn R ights Act. I 993. T/iKJN G !VOTE of the f act that the present civil and
1 I . ' ,. J ' J . ' ,. . r· . f . r ,. peno cm·s n1 lnaw co nor aaequare.y prm·we JOr specznc prorec wn OJ H'Omen .rrorn
sexual harassmem in .. vork p laces and rhat eJwcnnenr of such legislation >-i'il! take
11s oiher rt?svonsib!e nersons or institutions to cbsei-l 1C (·ertain Q.uicielines to ensurP the - .1.. r u -
prevenrwn qj'sexual harassment of:·vomen. ''
So far undefined tenn " Sexual Harassment" was unambiguously ctefin erl for the first time. As the
Supreme Cuu!l Jefmes:
" .. For this pwpose, sexual harassment includes such wnvelcome sexually determined behaviour
(whether direct(v or b_v implication) as.·
a) physical contact and advances;
b) a demand or request for sexual favours ;
c) sexually coloured remarks;.
d) showing pornography;
e) any other unwelcome physical verbal or non-verbal conduct of sexual nature.
"Where any r~(tht>se orts is com1nitted in circwnstances where under the \'ictim oj'such
conduct has a reasonabie apprehension that in relation io the victim's emplo}'lnen!
or '>H>rk 1vhrcther she is dro \'<'ing salary. or honorarium or \ 'OLWIIW}'. \•Fhether in
guvernmem. public or privare ente1p rise such conduct can he hum.iliating and nza1·
constitute o health ond sc!f't:·z1· prohli?m. If is di::;criutinu!oJT j i;r instonce when the
wonwn has rnLwnah!e ::-:;rrJtmds In h t>/ie i·c that he1· o!~jection l·vou!d disadvant:igc· her in
connection with her empio \·me/11 or -.rurk including rc-·coruiting 01 · Jiltimu!lun ur when il
creales u hostile work crn·ironment. Adverse consequences 1nigh1 he visited ({ the victim
dot:s nut consem {()the conduct in (jLICsTion or raises am· objection thereto."
The complaint handling mechanism, complaints committee fonnalion, awareness generation is the
other aspects mentioned in thi s judgment as well. In an effect, a whole window of possibilities opened
up for all sectors to consolidate their action in a unified effort to uproot sexual harassment from its
origin and provide healthy work atmosphere for women.
Post Vishoko judgment, Supreme Collli noticed two important gaps in attitude of the employers in their
: )" r;, k ' :id\J,m:il dll11il1ili1k'l1t m:1dc: h: l n,i ::; :mel Jt~ :·:tri ii c-~11 ion (lf --The Con\ c!lli ,,i : ,·1n rhe E! imJnatiCli1
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The appellant Council dism issed the perpetrator for causing "sexual harassment" to the victim. ln
the departmental enquiry tha t preceded the perpetrator's dismissaL the enquiry officer concluded that
the perpetrator had ''mole:;ted" the victim and tried 10 touch her person \vi th ulterior motives desp ite
reprimands by her. /-\ Single Judge of the Delhi High Court on the reason that the perpetrator had
on ly tried to rnulcst the \·ictim, ]·1ut did not in fact molest her, al lowed the perpetrator's writ petition
s,,ll f« " ~ lini -;try "fWom~111 & ('hi k l DcvcloptlKnt. ( ;cwcrnmctll uf lndia
18 LTr<tJ:ling Moduie Sexual Hantssment or \Vomen at Wo;·kplace. ACT 2013 I ------- - -- -- -- ------- ---------------------- -- ---- --- -- --- ------
.·cf'··fb
a£ainst his dismissaL On appeal, a Division Bench of the Delhi High Court upheld the Sing:le Jud£e 's - ~ -order. The Division Bench even reasoned that the perpetrator had "not managed to make the slightest
physical contact \\·ith the lady" and thus had not actually molested her. In fact, based on the evidence,
the Division Bench even expressed its inability to agree that the perpetrator had even attempted to
molest the victim as there had been no physical contact
Setting aside the High Coun's Judgment, the Supreme Court said that the perpetrator "acted in a
m::1nner which rl~mon .c.tr:'lte:d unwelcome :;exual advances, both di1cclly am.i by in11.llicalion'·, and lllS
actions "created an intimidating and hostile vvorking cnvirom11ent" fur Lhe victim. Dr. A.S. Anand
C.J held that the victim had used the expression "molestation" in her complaint in a general sense,
which she had duly explained and elaborated in her evidence in the enquiry. "Assuming for the sake
of argument" , said the Judge, "that the (perpetrator) did not manage to establish any 'physical contact'
with (the victim)", ( C'v'Cn though one witness had depu:.;eJ having seen the perpelralur put his hand on
the hand of the victim), it did not mean that the perpetrator had not made any objectionable overtures
with sexual overtones".
The Supreme Court held the dictionary meaning of the word "molestation" or "physical assault" as
irrelevant The court said, "The entire episode reveal(s) that the (perpetrator) had harassed, pestered
and subjected (the victim) by a conduct wh;ich (was) against moral sanctions and which projected
unwelcome sexual advances". The court held that the material on the record clearly established "an
unwelcome sexually-determined behavior" on the part of the perpetrator against the victim, which was
also an attempt to outrage her modesty. Such an action on the part of the perpetrator was "squarely
covered" by the tenn "sexual harassment".
The Supreme Court said, "Any action or gesture, whether rlin~r.t1y or by implication, (sic) aims at or
has the tendency to outrage the modesty of a female employee, must fall under the general record
clearly established that the perpetrator caused sexual harassment to the victim, taking advantage of his
superior position in the CounciL Glossing over the observations of the High Court tn the effect that
the pu pelralor did not "actually Ululest'" the victim but only "tried to molest" her and, therefore, his
removal ti"om service was not vvarranted, the Supreme CoUI1 said:
·· ...... The Hig h Court ·s obserHifion:·,J rehe l og ainst realism and lose their sancti~r and
credib ility. In the instant case. the behavior o( the (pe1petratm) d id n ot cease to be
owrogeous j(Jr 11'0111 ol an auual ussau/1 or touch hy i;<nored the superior o.[ficer ... .
The l!igh Cuurl o l'er!ooked th e ground realities and ignored the fact that the conduct
ol the (jil'ljH'l m tor) agains! his junior fen l(f/c crnplrnee .. . >HIS 11 ·hol~v against moral
sanction.\ . dece1uT and \H IS of!cnsiH:· l o lzer nwcles!L . .. The act of the (p erpetratOi)
11 ! IS it!l/Jccoming, o f g ood condw·t unci hcha1·iur CXJXCtedfi·o Jn a superior officer and
undiJi thtcdh u nwl!lllcd to sc.\ uul hour~·SI7lcn! (ofthc l'ictirn). . ....
..• . ~·· ",' 7:" ~::: ' .
,--------------------- -,-----------------------------------1 <.:.. J :-;:-;!()0-.J--! S: :> Sl:XUAL l!.\R\.SS\lE\T OF \\0.\iE\ AT \YORKPL-\CE
j (PREVE:'\TIO.\. PROBiB!TlO.'\ .~\'<D REDRESSAL) ACT 2PD I ' l ( lt ~ l r CT l \ T i ' . . " - · - - -
r-(--~:) "-Tr "'-'T I ' 'l L . '
I
DURATIOl'l
TRAINING METHOD
& MATERIAL
•
• lnt \.T il d l Cnmrl:itlll :' < !lill llllti c\.·
• Fili n~ ufComplainl
• ln krim Orders
0 1\'l o tl c r::~ry Compcnsa!ion
• Conciliation
• Confidentiality
• Prosecution for False Complaints
• :"\ppea l
• Duties of the Employer
• Duti es of the State and its functionaries
120 minutes
Lecture, Power Point Presentation. Flip Chart, Audio-Video Clips
LEARNING OUTCOME Partic ip;mts \vi ii become full y conversant about the Act and procedures
laid clmvn tn it.
I\1A .. TERIALiii FOR DAY-1 SESSIONS 4 & 5
·~oncept of Civil Law and Criminal law
Civil law broadly falls into t\vo categories: statutory and common law. Common law is judge-made
law. ln lndia, the common law from England is generally used as precedent. Tort and contract law fall
into this category. Statutory laws, on the other hand are the result of statutes enacted by the Parliament.
Such statutes override any common law in existence to the extent that they cover the same legal terrain.
ln India, prior to the enactment of the 2013 Act, the only civil slal11 te whi ch could be used to address
sexual harassment at workplace to a limited extent, was the Indecent Representation of Women
(Prohibition) Act, 1987 (IR\Vi\). The IR\VA \Vorks to hold companies liable for the harassment of
women through the use of books, photographs, painting, films, pamphlets, p ackages etc. containing
indecent representation of women. Thus far, IRWA has not been used to penalize behaviour constituting
sexual harassment whereby the women are invol untarily forced to view such materials at the workplace.
The enactment of the 2013 Act is, therefore, a long overdue iutervenlion by Parliament in the area of
Civil law.
Following the brutal gang-rape of a young woman physiotherapist in Delhi , resulting in her death in
December 20 12, and overwhelming protests across the country thereafter, Parliament amended the
cnminallaw relating to sexual offences. In April 2013, the suggestions put forth by some writ petitions,
rnore than a decade earlier, were finally implemented in a series of amendments to the criminal la\vs
relating to scx ti ;-tl nffences against women, with the enactment of the Crim.iual Laws (Amendment)
Act, 2013. These amendments have broadened thF definition of rape; increased qmmtum of punishment
for several sex related offences, and created nev.· offences such as the offence of 'sexual harassment'
nnder section 354A !PC Important amendments have also been made which streamline the criminal
procedures as wel l as strengthen the laws of evidence.
The IPC provisions which may he used in the case of sexual harassment at the workplace are given in
the following table . In order to invoke the operation of penal provisions, it is required that the charges
must be proved beyond reasonable doubts and must have all ingredients of the offence.
'".!4/SJNG !ndiru "Se.wal haruSI'IIIt'll l u1 f+(;r/i Place" Universal Lav.· Publishing Co. Pv1 . Ltd . New Delhi, India (2014 )
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rendered the ob_J cct of di , ·inc di :,;pleasurc. I \V•.:>rd , gesture o r ac t intended to in s ul t thL' mockst y· of a \\Oll!:t!i
Scui on .5 ! I Attempt to commit an offence.
'- :~.: ... -~:_.\ . ::..:~~ l'-
:\) Co mphiint Authorities & Procedure
Definition of "sexual harassment at workplace' ' and "work place'' originated from Vishaka judgment,
hence docs not require an::· special mention. The statute places an obligation on all employers, both
pub!i1~· <illd pri\atc sectors l l' set up <Ill l:lterna l Comp laints Committee (ICC !
;tt c;t ~·h location. Fa ilure to sd ur' ~uch cummittees is a non-cognizable offence under the la'A. \Vomen
1 Tr~t i !"lil l g_ !'viodulc :...;L·xual ~la ;·; h:-; tncnt ol' \\-i> n~ ..:n at \Vorkp!::H.:e~ i ".CT. 201 ~ ~--- -- -- - --------- - --- -- - -- ---- --- - -- - -- - - - - - -- - - ------- - -------
grievances cells or likes which were in ex_istence prior to enactment of the SHWv\'P Act carmot
substitute the ICC, unless they fulfill all the statutory requirements mentioned in the Act.
These Complaints Committees serve double purposes, namely, to enquire into complaints of sexual
harassment at the workplace, and also to generate awareness and take preventive steps in order to
ensure that the \YOrk environment is conducive to the participation of women employees.
Section 4 of the 2013 Act prescribes composition of the ICC as under:
i) The Presiding Officer, who shall be a woman employed at a senior level at workplace from
amongst the employees;
ii) It Should have not Jess than two members from amongst employees who are committed to the
cause of women;
iii) 1t shoulcl have one extemal NGO member committed to the cause of women, or familiar with the
issues relating to StAualllarassment.
The plmtse 'person L::uuiliar with the issues relating to sexual harassment' has been explained in
the 20 I J .Kules with the following deeming provisions:
a) a social worker with at least five years' experience in the field of social work in the area of
empowennent of women, and in particular sexual harassment at the workplace, or
b) a person familiar with labour, service, civil or criminal law;
iv) At least one half of the members of the ICC must be women. The members are nominated by the
employer for a period upto three years from the date of their nomination as may be specified by
the employer.
The tenn 'Employer' is defined in Section 2 of the 2013 Act, as "in relation to any department,
organization , undertak ing, establishment, enterprise, institution, office, branch or unit of the
appropriate Government or a local authority, the head of that department, organization, undertaking,
establi shment, entervrise, institution, office etc. and also under appropriate situations person responsible
for management, supervision and contro l of the workplace and in case of a dw·elling place or house, a
person or a household who employs or benefits from the employment of domestic worker, irrespective
of the number, time period or type of such workcr( s) employed and the nature ofthe employment etc.
Section 6 or the 2013 Act furth er provides for the establishment of ' Local Complaints Committee '
(LCC) at the Di stri ct leve l to receive complaints of sexual harassment from establishments where ICC
has not been constituted due to having less than ten workers or if the complaint is against the employer
himself.
i i 1v ., ''mrd:liJ: :J' ii i ; ~:, iu ,ti\ l illi l ~I\ ·,·,,pies ui't ht (:ompLnnt :!long\\ i1!1 d! ! suppon lllg d·x ': J:lc' JJ! ·, ~, ., ;til:: l
;! Jl•,'l'! lld ,,j lhi\'c' l!llliill i S i'rum rhc cLne or Incident l<isl d;ik' ni' th~· .<'rics of incick:ilh IJ: ijl]ll'lll..'d llll
d;lk-r~.:nt d;lk:' <1 :-. the C<I SC may be. The ICC h ::~ s the ~1utiwrit \ t1• l'\lt.:nd the time limit b) dilllthcr thre.;;
nwnth s 011 rc': I~tlll ab l c ground to be 1\:To:·clcd in writ ing.
Sections 11 to 13 of the 1(l l ~ ,c\,~ i dc:ll with inquiry into cumpl:l int \\ llt.'rc it provides a mechanism for
;(·d rt· ss:!l ,,j·,·omplainrs of sc:; u:tl h ~tr: h:-;mcn t ~ 11 \Wrkp!:Jc·c. l~dlcct i ng the Vish:tka gu idelines in thi s
rc· spc·d. the prc,c-cclu r~.· td.thc t'llt. Jll l l)' L' .. ::1sy 111 lllllkrst:md_ :llld at the '<llll C time adheres to the rules of
n:Jtm;il _1ttsti cc . ::;n tk11tlw lL'SJWiiLknt 1, gi\C J! :Jcit.:qu;J\C uppili llllill\ t" (k!\::nd hi iilc.c li'.
i'•l r g(l\l..'nlll1t.'lll -:~.·\. ' il l !':-.\\ ht::Tt.' Sen iL't.' r~_ t !k s ~JJ'(' ~tlr~.· : td \ Il l ,·.xi :;km·c. the r-:le v~mt Service Rules are
tn h(· i'ul in\\-L'd . In :til () \her org:llli;:;niuth \\ ill.'l'c: th ere ar~ no st_·n icc ruk·s . the prc,cedurc prov ided in
1hc 2(J l ~ \c' t <llld 1hc :2 tl] ~ R ules arc 1n be fnl ltW.L'cL \\'i th t.'mph:lsi;-; on the principks ofnmural j usti ce.
L pnn r.x ,·ipt P!.thc· compl:unl. tlr a l ;m:' Sldgc n l' the (ll the rcqt iCSt \d. the aggri eved woma n. the iCC
LCC is rn con:-;idcr \\·hcthcr <lil interim )11\llcct ivc order is ncc·cssary to be passed:
,\J'tcr receiving the complaint one copy or the same should be sent to the respondent within seven
\vorkin g clays. The respondent has the right to file his reply in \Vriting along with the list of documents
he seeks to rc! y upon and a li st of the wi tness he wishes to examine (within ten working days ).
Thereafter. the complainant as \:Ve l! as the respondent will be given an opportunity to lead evidence.
both documentary as we ll as through witnesses, and also to cross examine the witnesses presented by
the other party. At any given time clurit1g the conduct of the enquiry, a minimum of three members of
the ICC or LCC must be present, w·hi ch must include the Presiding Officer or Cha irperson;
The ICC/LCC may also pe rmit the parti es to address argume nts: if ei ther the complainant or the
respondent fail \() ~tppc: ~lr \\ ithnut sufhc ient cu use. for three consecutive hearings, the committee has
the power to tcrmindtc the proceed ings or give an ex-pa11e dec ision on the complaint. Before passing
such an order. hovvew r, the lCCiLCC is required to give tl ftcen days notice in writing to the concerned.
_" T1·aining f\loduk Sc-; u;d 1-l :u·:tsc:ment ufW0m<.:r1 at Workplace. ACT, 20 13 · ,n L __ ______ _ ____ ____ ___ _ ___ ______ __ _____ __ ___ __ _ ___ _____ ___ ___ __ _ _ -~ r
~ / .
\ ~~;v1 ~~~.wmms~JS;:L::;a;;r;;_'i'fiftt1.'ii2:~:-~::zw~- ·; e
Thereafter, the lCC/LCC shall provide, within ten days of completion of examination of evidence, a
report of its findings regarding \Vhether sexual harassment has been proved or not, to the employer or
the District Officer as the case may be, along with its reasons for the same;
Importantly, the report of the ICC/LCC is in the nature of recommendations to the employer/ District
Officer. It is the employer/ District Officer which takes "action" (in the nature of punishment) on the
said recommendations . When the ICC/LCC arrives at a conclusion that misconduct in the nature of
sexual harassment at the workplace has been proved, it shall recommend to the employer/ District
Officer that action be taken against the respondent. The action against the respondent has been listed
in the 2013 Rules as follo~;vs:
•
•
•
•
•
•
•
•
a \-Vritten apology;
a wammg;
reprimand or censure:
withholding of pay rise or increments;
withholding of pay rise or increments;
termination from service;
counseling;
community service .
A copy of the report of the ICC/LCC must be provided to the concemed parties, that IS , to the
complainant and the respondent.
In order to provide interim protection to the aggrieved woman from the interference of the respondent
the law empowers the 1CC/LCC to issue certnin interim orders during the pendency of the inquiry on
the written request of the complainant. These orders could be of the following nature:
•
•
•
0
•
transfer of the aggrieved woman or of the respondent to another workplace;
grant of leave to the aggrieved woman for a period up to three months;
restraint on the respondent from repo1iing on the work performance of the aggrieved woman, or
from writing her confidential report, and assigning tbe said task to another officer;
restraint on the respondent from supervising the academic activity of the aggrieved \Voman, in
case of an educational institution;
such other relief as may be prescribed in tl1e applicable law, such as service rules or standing
orders or any other law.
Training J\1odule Sexual Harassment of\\'omen at Workplace, ACT, 2013 J --- ------- --- - - --------- - ---------- - -- - - ----- - ---- - ------------l 25
: . . . ~ ( i ' ! ; ;• :!-. - , ' I ;
",1: ! ; :: j , :: . · .. 1- .. -j ·· , ; :··. (\ ' ~--~ , · i~:i :J! i::~ · :..! i;' .. . j {
... c- ~·! : n l~..~\ ;.::r ~lil·.:
thL' l~t i \ :-;pc·c·iflL· ~dlv Jll'(>\ i<.k;, th<11thi:o; :->kp is in it i<ll cd t>nly .. at the· r~·qt~;;_•..;t <_)!'t he aggri e\ ;;-d \\Otmm ...
h 1..; j~ ,r tit .._· ,_'lllill<~ yt:·r I ( ' he ~· ~iutio u ..; tlw t <;tk·h pn)\ i, i(ln in the: b''· pur!)(>rt ing \,, prc)t -:'c t the ;·1:;dns of
' ' \l!lk' l1 is nc't us(·d to pressuri ?e women to ··settle .. the matte r.
Section 16 & 17 uf the 2013 ."\ct. together prm ide an imponant con:tlckntiality ob ligatiun upon all
JXr..;uns '' ho are im n!veci in the proceedings to protect rhe identit y and addresses of the aggrieYecl
\\Oll1<111 , the respondent and the wi tnesses . There IS also a complete embargo on publication,
communi cation or making knmvn of al l information relating to the conciliation proceedings and the
enquiry proceedi ngs. including the acti c>n taken. to the public. the press or the media in any manner.
\ ' ioLltiun ()f th is provis ion im'ih.·s penalty in accord<llh.:c ,, ·ith the applicablE' sen·ice rules. or in the
maimer prescribed . The 20 I J 1\uics whil e presc ribing the pcna lt~· for the 'iolation of this provi ~; i on,
li xcs tilL· ~tmoun l Cl l Rupee;., fi,~· thuusand .
Jection 14 of the 2013 Act read with Rule 10 of the 2013 Rules provides for punislunent of the
complainant or any other person concerned in the event of false or malicious complaints, or the
production of false or misleading document or evidence. The proviso to section 14 clarifies that mere
inability to substantiate a complaint or provide adequate proof will not attract action against the
complainant under this provision. There is an important distinction in law between a false/ malicious
allegation and an allegation which is "not proved". The 2013 Act also makes it a criminal offence on
the part of the employer if it fails to take action against such aggrieved woman or witness who takes
recourse of falsehood.
Employers are to remain extra-cautious remembering that ICC is a non-judicial body ·whereas sexual
harassment, whether quid pro guo or creating hostile work enviromnent in nature, is a form of violence
which is often perpetrated in circumstances of pov;er imbalance and aimed at vulnerable women in
private and hence this provision should in no way curtail the fundamental rights of women to equality
(Article 14), freedom from discrimination on the ground of their sex (Article 15), right to life vvith
dignity (Anicle 21 J and the righllo freedom of employment and thereby becomes a "red tag" provision.
Tn so far as provision ror appeal is concerned, holh lhc 201:1 Ac.t in Section 18 and the 2013 Rules
in Rule 11 make it clear that where there are existing appellate mechanism in the concerned Service
Rules , those have to be followed. In all other situations, the appellate authority under the Industrial
Employment (Standing Orders) Act, 1946, is designated to entertain appeals under this law. The
appellate authority would differ in different States depending on the State notification. Insofar as
adjudication of disputes in the Central sphere is concemed, the Central government has notified and
established the Central Government Industrial Tribunal-cum-Labour Courts (CGIT-cum-LCs). There
are 22 such CGIT-cum-LCs set up in various States , which are headed by Presiding Officers who are
selected from amongst serving or retired High Court Judges and District/ Additional District Judges.
The 2013 Act and the 2013 Rules expand the jurisdiction of such CGIT-cum-LCs, to the extent that
they are enabled to ente11ain appeals under the 2013 Act which would ordinarily have remained outside
their jurisdiction under employment law. The appeal is to be filed within 90 days from the elate of the
action/recommendation appealed against.
Appeal can be filed in the following situations where the :
i) Committee arrives at a finding that the allegation of sexual harassment at the workplace has not
been proved, and therefore recommends in its rep011 to the employer/ District Officer that no ac
tioll is required against the respondent;
ii) Committee arrives at a conclusion that the allegation of sexual harassment at the workplace has
been proved, and recommends to the employer to take action against the respondent for sexual
harassment as misconduct.
Training Module Sexual Harassment of Women at Workplace , ACT, 2013 J n
---------------------------------------------------------------l L7
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il./) l <l l ll f': llli t_' t_' ~i! TI'.(' <; at ;J ;_·l) il t_·] ufi \IJ! ! lu i till' ;iJicg;: t itlll uf SC'\U;l i hcJ;·;lSSlllc'tJ[ :1\ the \\'Ol'kpJac;::· IS
i ld iC10lh '' r Ld~c ,Jr b<ts;:·d upon a i \ ,:·!2 ~·cl or illhi C<lc!ing documcT!t:
i>) !'c· n;llty is imrosecl on any person cmrusted \Yi th the duty to kmd k <'r tL 11 \'- ,;], !lL· t ·(•JnpL!ill:.
\ \ i :l; iL lS\ Jl!];il t.'c! the Ulillldenti :diry Jl l t t\'i_~j,, ll S o!' t i l t.' ]~1 \\:
-..'il) l. .lll]··l !•\•.· r L1 il '> l•l Jlll]' !.·nkill :1nv ,,!"t ill· r'-~<'tltn!llcn\l~i l iiHl .... ui.ll lt.' l <lin mi ttee 8.!'t>rc~~lid \\ it hi n th~._~
pr;_'-., lT Jh,·d i !lnc-l imi\ .
il) prm ick :1 s: ll . .:: "(IJ'kiJ Jg Cll\ irc nm~._·nt :11 the ''orkpl:1l'C. \\ ilic·h sh:dl Jnclude safety from the per
sons L't>m ing into cCJ J11:1Ct at the workpl;1ce:
b) di;;pJ:t , <Jt :1ny ~._·onspicu cn: s pi"L·c in :t hc· \v urkpLtce , til,_. )'\.' JLtl c,l Jl:--:cqucrHxs ofscxual harassment:
~tnd t h ·~~ order L'Clr! St J\U ting the JCC under sub-section ( I ) PI scctinn 4:
c) llrg<lilhL' 1.\C•rkshops :IIlLI ;1\\ arcncss programmes ;i! rcguLi r mkrv:ils for scnsiti sing the emplo:~·
Ce'. \\ ilh the ]'J'O\ lSitli1S or tlh: Act and orientation programmes rur the members of the ICC in
rnann:..'r <t S ma y he prescribed:
d) pr\i\ ide n •:: c~:.·s:-.cll·) i ~t ci liti cs to the ICC or the l-CC. as the case ma y be. for dealing with the corn-
pl ::ttn t ~11d condu c ting ::111 inquiry :
e) assist in securing the attendance ofthe respondent and \Vitness before the ICC or the LCC. as the
case may be:
f) m:1 ke ::JV<li lahle such information to the ICC or the LCC, as the case may be, as it may reqmre
having regard to the complaint made under sub-section (l) of section 9;
g) provide assistance to the woman if she so chooses to Ale a complaint in relation to the offences
under the Indian Penal Code, 1860 or any other law for the time being in force;
h) cause to initiate act ion, under the lPC or any other lavv for the time being in force, against the
perpetrator, or if the aggrieved woman so desires, where the perpetrator is not an employee, 111
the workplace a! which the incident of sexual harassment took place;
#!!! ~~q~~~{T<~~~tflJii'tt!?{:1~~\j~'f::ji!~lJZZfiki74i¥5it¥#¥®
tAl
i) treat sexual harassment as a misconduct under the services rules and initiate action for such mis-
conduct;
j) monitor the timely submission of reports by the Internal Committee.
Under Section 21 it is the duty of the ICC to submit an annual report, which includes the number of
cases filed/disposed of every calendar year to the employer. The employer has a statutory obligation
to ensure this report is included in the annual report of the organization under Section 22 of the Act.
The 2013 Act also specifies obligations of the State governments. The most important of these
obligations is the appointment of the District Officer. The responsibilities ofthe District administration
commence only vvith the notification of a District Officer by the appropriate government, who will
thereafter exercise the powers and discharge functions under the 2013 Act. This District Officer could
be a District Magistrate or Additional District Magistrate or Collector or Deputy Collector. Therefore,
until snch n notinr:1tinn is issued, it \Vould be quite difficult for any such officer lo take any initiative
in the matter. Other functions of the appropriate gover11ment include:
• monitoring of the implementation of the 2013 Act and maintaining data on the institution and
disposal of complaints; . . . .
• devdopment of relevant information, education, communication and training materials, and or-
ganizing of avvareness programmes, subject to availability of funds;
• fonnulation and conduct of training programmes for members of the LCC, subject to availability
of funds ;
• calling upon any employer or District Officer to furnish any infonnation regarding sexual harass
ment at the workplace it may request;
• inspection of records and of a workplace wi th regard to sexual harassment at the workplace,
through an authorized officer, and to give a report;
• auditing by the Accountant General of the State of the accounts of the agencies receiving and
utili zing the grants made to it by the Central Government or otherwise.
The District Officer also has statutory obligations under the 2013 Act, including:
•
•
constitution of the LCC at the District level and nominating the Chairperson and members of the
said committee along with their te1ms of office.
des ignat ion of nodal officers in every Block, Taluka and Tehsil in rural areas, and ward or mu
mcipality in urban areas. to receive complaints and forward them to the LCC.
Training Mudule Sexual Harassment of Vv omen at Workplace, ACT, 20 13 J ---------------------- -- - - ---- ------ --- -- - - --------- - - --- ------ l 29
·: · \ : : : ~ ... ;;.j · ·~.\· 11 "-. .. . : · ~· l ; l
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\1. •i~c · ,·1!d '" :!J<·,,· ..:.cSS'''"'· ·:~ : <;t' 1)1· Htqwsh lbri \"s. 1\:usinnLll;l i\\"P il )c.J-l) o! .2 iJ ] hi m :!· : .,.
di ~ . .- ; J,~c. · , l hr1~.~1h \ lr. 1\upl· :, ;, ibri \\~h IH: Id :-'-Liil i \ , ,, . :111 :!;."1 <~i '.("·Lui ha ras:)m~nt. in the i'or:r ,,t
"''l llili1!:,' (lhj~..·cll•'iliihk Sf\ JS ., \C I \Is. 1\.usumL:Lt his udk:t~ t1~· l 11 tih' hc!:'illl1tng. he cl cn 1ed the chL!rgc.
1 :1kr II(' :-;uhmi n~.::d th~tl t !h.· :t~:; ri c~.~..· d "\l!ll:ln J11~tlk th1:-; l: t!::;(.· C;l!l'! Ji !:ll nl ro get hcr:o;e lf tr::tnsfcr rc·cl
,-!"11Jlj I \: !hi. n ut. \\lh.'Jl <!" . l ll lllli...'J"i!ll :1 1\.\h!ll"\.' l!JHkr '),·,·iiuJl 12 n i" Ill\:.' _2( 1! ) .\ct. he \\"ih transfened iO
The l'\Cl'rp!s from tht• judgmcni of till~ Cnurt il!'l' gin·n below:
cunt-!usi<" ll! r/lfu. li.it·· /Jc/:u\ /u; · o( .·t/r !?u,uc··.::h /-/uri . .IL·rc.>.·! ) in .i.'7Cc.\· . ...-o.:n(\· n.' eSSC(l_Ji??.f:; .
. -\ /\ . r:u.·:;un /o/0 . . .:f /~ ( {/.·f ) Oil he;-· jJ/zone H'ifh ii"JCfj_ljlrO/Jl"iCilC ;·on!t?/7/S. Cl_[!,Lifnst her \-i.-'f\ f!
ihc mcni:t! )Uliiil' , ;/".\Is. 1-:.."u.IUIIIIu!u hm ·ing rhc jJofu;tia! u• in !cifcrc \\'lih iu.:'l" }\'Ork
~~ ·; ,· t· irt } }? l.'; t."l : r ( · ;·~ ·t.:!.! ; .~ .~~- c t 11 i .:1 ri11 1 ir lo f il l,~~/r .: ll~~·n.r...·i' ·c .. h (iS 1 li< J ; - ~ nn·/i { JJW icn! as she ;; ·us
1 Training 1\-iodu ic \c.·, uai l iarass!11ent of Women at 'Workplace. ACT. 2D t .\ 30 ~--- -- --- -- -- - ---- -- - ---- --------- -- ------ - --- -- ---- - ---- --- - - --
1
~
l After the observations of the Committee, the petitioner herein stands transferred from New Delhi to
Jabal pur.
l. It would be useful to reproduce Se-ction 12 of Sexual Harassment of Women at Workplace (Pre
vention, Prohibition and Redressal) Act, 2013:
2.
3.
· ·12. (1) During th e pendenn of an inqw1y on a writlen requesr made by the aggrieved
;vonwn. the Internal Cornn1irtee or the Local Committee, as the case ma_1· be. mm·
recommend to the e1nplover rc)-
(a) Transfer the aggrieved ·woman 01 the respondent to any other 'rvor/..place, or
(b) Grant leave to the aggrieved vvoman up to a period of three months, or (c) Grant such other
reliej'ro t,'t e aggrieved H'Oman·(tS may he p rescribed.
On the recommendation of the Internal Committee or the Local Committee, as the case may be,
under sub-section (I), the employer shall implement the recommendations made under subsec
tion ( 1) and send the report of such implementation to the Internal Committee or the Local Com
mittee, as the case may be. "
In view of the finding of the Corrunittee and taking into consideration Rule 12 of Sexual Harassment
of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, we find that the Tribunal
has correctly app!ied the law to the facts ofH1e present case. Consequently, we find no infirmity in the
orders dated 25.04.2016 and 23.05.2016 passed by the learned Tribunal.
At this stage, learner~ counsel for the petitioner submits that he may be pe1mitted to make one last
representation to the respondents setting out the ground of acute hardship, more pmticularly with
regard to the old age of his parents, who are solely dependent on him.
"The HTir petition is accnrdingl_:; dismissed as nor pressed. Leave is granted ro the
petilioner to make o rep,.csentution, us (!foresaid. It is. hmt·eve7: made clear thai
rejection of the representation of' the peritioner w ill nut g i\ 'C anr fresh cause o(oc'tion
ro hinz. "
' .. - .. . ...... }_f)"! 3.
1,_· ) :~ ( ) (.' i '- .. r
' The Sexual llarassmcnt of \\omen at \\orkpi:1cv (Prl'\L'nlion. !'rohihition uncl R edressa l)
Act, 20U did not supersede the Vishaka Cuidciims for prcH·ntion o f sexual harass m en t
:t) TRt , l h 1 1-AL.::;L
J. A.ccording to SH Act. sexual harassment i ~ , any l!'Jv,e!rome sexually determined behavio r.
TRUE lr ) F/\ LSL:
i -,.
pilysk<ii imimacy, like gr<lbbiug, brushing, rouching, pinching l'k.
;t ) TIHJL bl F.\ LSF
:->. Sexual Harassment takes place if a person makes an unwelcome remark with sex ual conno
tations like sexually explicit compliments/cracking loud j.;Les and m aking sexist rem a rks
vtc.
:; 1 TRt ;I
6. Sexual Harassment takes place if supervi~Gr requests sexual faYours from a junior in re
turn for promotion or other benefits or threaten.i io sa d~ for non-coop er ation.
TI~UF
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f""-. li'· Any workplace with more than ........... employees needs to form Internal Complaints
Committee under SH Act, 2013.
a) 10 b) 20
c) 15 d) 5
8. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal)
Act, 2013 covers any female who is ........
a) Student b) Visiting a workplace
c) Working woman d) All ofthese
9. Employers who fail to comply with the Sexual Harassment of Women at Workplace (Pre
vention, Prohibition and Redressal) Act, 2013 will be punished with a fine of up to .......
a) Rs. 50,000 b) Rs. 5,00,000
c) Rs. 2C,OOO d) Rs. 2,00,000
10. The major issue with the Sexual Harassment ofWomen at Workplace (Prevention, Prohibi
tion and Redressal) Act, 2013 is that it still does not include domestic workers.
a) TRUE b) FALSE
11. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal)
Act, 2013 also provides safeguards against false or malicious charges.
a) TRUE b) FALSE
12. As per the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Re
dressal) Act, 2013 the Committee is r~quired to complete the inquiry within a time period
of ............... days.
a) 90 b) 60
c) 45 d) 30
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lS. T he complaint of sexua l harassment has io lJt ti led \\i1h iii ... da,Ys of the inc i(kllt.
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\ . .
SESSION l
OBJECTIVE
CONTENT
DURATION
.TRAINING METHOD &
MATERIAL
LEARNING OUTCOME
DAY 2 - SESSION 1
PROVISIONS IN CCS (CCA) RULES & CCS(CONDUCT)
RULES AND FAIRNESS IN PROCEDURE
To understand the SHVvWP Act, 2013 in the light of Service
Rules and Conduct Rules provision
Rule 3(C) of CCS(Conduct) Rules
• Rule 14 and 16 ofCCS(CCA) Rules
• Definition of Emp1oyer
• Conciliation Report of ICC
o Inquiry Report of ICC
75 minutes
Two small case studies - one when service law is existing and
the other when not. Each to be discussed in two groups for 35
minutes ~abo-ut 15 minutes, each). Presentation in plenary 25
minutes. Debrief for 10 minutes.
At the end of this session the participants will be able to:-
o .Describe Rule 3(C) ofthe Conduct Rules
• List out the inbuilt mechanism of fairness in procedure
under CCS(CCA) Rules
• Describe check points to ensure Principl e of Natural
Justice when its employees are not covered under any
specific service rule
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Commi ttee .
In the evening, before she could settle doc..vn and wntc her C\lmpla ini. K \ hu:-;band paici her a surpris-:·
visit. She fe lt elated and reli eved. She narrated the v,·holc inc;dent to her husband who ~ot ver:; angry
but didn · t Jose his apparent cool. lnstcacl. he ::;oughL pt:mlis,;ion fr.:Jm th.: ;IU thnri ty to h;1vc di:1n(-r :n th..:·
mess as a :!UCSt of hi s ·.,'>'l k . lh(~ permi ss ion \vas granted
\ikr rini sh i n~~ h1:-. cltn:11:·r. th(: hu:-;band 1\ Hmd P :-;itt ing 111 the t1ks:-> hall :1nd thr:hh cci hi;r1 b:tdiy. hl i:L·c
,·;mw i1u1 nn FIR was ltxlg(.'d :tt the behest oftlw head of:h·.:: msn:uw. The husb<tnd kft •he campus.
Ncx1 rnorn ing , w lwn I< reached rhc Inte rn al (\)lll l~li tt et \\·ith her 1.\T Jll\.' 11 ulillph: m . ·; h~· Cd1TlC to kl1CJ\\
that P had al ready made a complaint against her, before th~ highest authority. ?ilcgin :::. rhat she sought
sexual favour from him and when denied, got him rebuked by the head and thrashed by her husband.
before a ha ll full of people. Tn his complaint. P fu1iher ~1lleged thar '·she did it on purpose'· l( lodged
il l'! curnpiaint m:y \'-'"Y
Task: 'Vou are a member of the fCC. T he Chairperson asks for ;·our opin ion.
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"I OWE YOU SOME PEACE OF MIND"
A CASE STUDY ON SEXUAL HARASSMENT
B works in a message parlor. Other than her, three girls and tv:o boys work there. The owner of the
parlor doubles up rlS the front office manager cum accountant. He has her family living nearby.
Everybody knows that B looks the best in the lot. She is sho1i but fair. During last four months of her
career, after a short tra~ning, B could bring solace w her hard working mother. The mother works as a
cook in four households. When B got the job, the salary was fixed at a rate which was more than half
of what her mother eams from all the four .nlaces. That was a big relief. The father would have been
pleased, had he been alive. The road accident changed their lives. Nov-:, it seems to be coming back to
track. Her younger brother is happy too.
The owner is a distant relative of her mother. He spares no chance to remind her of the favour though.
But everybody admits he is a good jolly fellow. A bit too good to B? Could be. Otherv.rise, why should
he pay B the highest? Talk to her sweetly? And often play father to her, holding her shoulder arms
rather softly? Or, for that matter, why do his hands move too close to her breasts? Well, one shouldn't
allow di1iy thoughts. It's surely all because o~ his relation to their family. After all, he is more than
three times as old as she is - in fact older than her own grandpa, who seems heavily loathing the very
idea of her working. He wants her to be married fast and just like that.
So, when one day the owner asks B to give him a head message, she is not surprised. Everybody else
is gone. No customer is waiting. The owner is complaining of headache. But why is he pulling her
hand to his chest? Then to his belly? And Oh No! He is now touching her inappropriately. In fact,
he is groping her. One part of her mind feels funny. The other part feels ashamed. Fear grows in the
remaining part and grows too big to allow this anymore.
So, B reacts. With a reel face, she jerks tl:e owners lewd hands off her. When she runs out, she can hear
the owner murmurs
"Can ·r .vou give me some piece ofmind? Dear B. afier all 1 owe vou so1ne
The mother supports her act and tells her to cheer up. She has heard that Jaw is there to protect her. She
plans to bring it to you. as she knows that you \vork fcJI- the Government and has solutions to problems
I ike this.
Task: Please prepare your piece of advin· for B and her mother.
. . . . . ' ' . > ·.. , . . . . . ':'&f.~·_ .:;· ... ' . ·' ·~:''
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LEA.RNING OUTC:O\IEI
I T.!c.J< f :\\\'A\ ! '
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Lcct ure
I Group c!i:;cussit)n.
Guided reading
Case studies
I
·- --- --------------i !
ivlechanism to implement the statute in the nrgan iz"tion.
j ___________ ··------------------------------~
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MATERIALiv FOR DAY-2 SESSION-I, 2 & 3
Questions are often asked about how binding are the recommendations of the ICC upon the employers when there are well defined Service Rules. Undoubtedly, the Vishaka guidelines were long been the
only substantial piece of law and the Supreme Court made it clear in Medha Kotwal case that they are
binding on the employers. It v,ould be proper here to look at the guidelines given by the apex court in
this matter:
Directions of the Supreme Court in Medha Kot\val Lele Case [(2013) 1 SCC 297]
"In what we have discussed above. vve are of tin· considered vieH' thai guide lines in Vish aka
should no! remain .1ymholic and thefolloH·ingfurther din:ctiuns are necessw~v until legislative
erwctmenr on rhe subject is in p lace.
Th e S101es and Union Territories whici1 have no! _vel carried oul odequate and appropriate
amendn1ents in their respective Civil Services Conduct Rules (By whatever name these Rules
are called) shall do so within two mo11th.s-_tl-mn today by providing that the report of the
Cornplaints Committee shall be deem ed to be an inquily report in a disciplinwy action under
such Civil Services Conduct Rules. In other vvords, the disciplinary authority shall treat the
report/ .findings etc. of the Complaints Committee as the _findings in a disciplinary· inquiry
against the delinquent employee and shall act on such report accordingly. Thefindings and the
report ofthe Complaints Committee shall not be treated as a mere preliminWJ' investigation or
inquiry leading to a discip!inaJy action but shczll be treated as a finding/ report in an inquiry
into the misconduct of the delinqt.:ent.
The Stales and Union Terri tories which .1w ve not carried out amendnzents in the Industrial
Employment (Standing Orders) Rules 5hcdl nmv can y out amendments un the same lines, as
noted above in clause (i) vvithzn two months.
,The States and Union Terri tories shall form cdequate nwnber of Complaints Cummilfces so
as to ensure that the)·fimction at w!uko level. district level and slate !e1'el. Those States and/
or Union Territories which have form ed only one Committee for the entire State shall no11·
form adequate num.ber ufComplaints Commit!ees within tvvo monthsf7·om today. Each of such
Complaints Commirtees shall be headed bv a womm1 and as far os possible in s·uch Committees
un indcpendc!; / mcmbc:r shed! he ussociu Jed
The .\!(tit· j i1nctionorics allii Jm l'u lc om I ruhlic sec/or undcrwkings/ cilganisotionsl bodies/
institutions c lc., shall pur in pia: c suffzcicnl m echanis ll t Jo ensure .fir!! impfemen:Mion of
thl! Vislwko guidelines ond j lmhcr pm1·idc 1hu1 i( the ollcged harasser is jimnd guift1·, ihe
"./.·1/.':-.'/N(; indira "Se.mollwmssmcnt ut l·lin-k 1'/occ· ·· Uni1·crsal Law f'uhl ishing. Co. Pvt. Ltu. ~ew Delh i. Ind ia (2() 141
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STEPS TO Cf)NDUCT INQUIRY
After the enactE1ent of the 2013 Act and the 2013 Rules, it is now made very clear that the concerned
Disciplinary Authority has to follow the Se:rvice Rule provisions to reach the finality of a proceedings
initiated against a proven act of sexual harassment. We may, therefore, look at various aspects of two of
the most prominent service rules in operc:,tions in the go\ ernment sector, in the light of the provisions
made in the 2013 Act and the 20 1 3 Rules and try to make out the procedural steps as prescribed by the
Department of Personnel & Training, C.Jovernment of lnaia.
The implementation of the la\v by employers, in letter and spirit, begins wi th the constituti on of the
complaints committee, and encouraging \Vomen to repOit sexual harassment in the workplace. The
law imposes a duty on the complaints committee, to conduct an inquiry on receiving a compla int
and this \·vritc up expounds upon how to c<.mduct an inquiry. w·hat are the principles to be followed
in conducting an inquiry ~ and the diiferent stages in conducting the inquiry following principles of
natural justice, in whicl, both parties are giv'=n an opportunity to be heard.
The Act in Section ll provides two differen·, procedures to be followed for conducting an inquiry- if
the respondent is an employee then the inquiry s~all be conducted in accordance with the service rules ;
and where no service rules exist then the i.cquiry shall be held as per manner prescribed in the Rules;
or in the case of a domestic worker, the LCC shall forward the complaint to the police, within seven
days for registering the case under sectiOi1 509 c.f the IPC, and any other relev;:mt provisions of the
said Code. This write up focus on inquiry into complaint when Respondeul is Government employee.
INQlJIH.Y lNTO COlYIPLAlNT \VHEN RESPONDENT IS
GOVERNMENT EMPLOYEE
The Governn1ent is a model employer and is the source of most of the employment opportunities
in the country. The rule<; that are foll o\:ved in the government sector percolate w the private sector.
Part Xl V of the Constitution relates to the terms of employment in respect of persons appointed in
connection with the affairs of the State. Any 1ction aga inst the e;.11ployees of the Union Government
and the State Governments should conform to these constitutional provi sions, which confer certa in
protections 011 govemment servants. These provisions are applicable onl y to the empl oyees of the
va rious mimstrics. departments and att ached and suborclit, :lle offices Further. the employees. being
citizens ofthc cuuntry also en JOY J"undamcntal l'l ghts guaranteed under Part UI ofthc Constitution. and
can t:nforcc them though the \\Tit .Jurisd ict ion oJ"thc Courts. In addition to the constitutional JXO\·isions .
there are certai n rules wh1 ch me applicable to the conduct ul'the proceed ings for taking acti on against
errin)'. employees .
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l>l. the Cluvcmrnelll ~:'rnpltlvc·e ~md when arc th ..:· ,·cllldUL~Lh~h<t' i o r ~ ti::t t :t rl· prohi httcd Ruic 3-C of
the c·cs (C)nduct) Rules l%~ expressly· prohibits :-:cx ual ll:tra ~:;ntcnt " 1th Rule ::;c 2ia J ckJ]mn~
w \l al con:;tltuk' ':C.\llil l h ~l l':t '>: ~. ment. 3C .2(s) ck i1nill~'- l : lr\'I LTI'-'I i i iH:. t-:'; l'\1!111~' •,:tcd \\' l lh <i' l :tC l u J' :,C' \Il<·tl
hM<.tssn1cnt ~tnd :,c ~ ( c ) dL·I'inini:' what constt tllll: ': w,) ,·kpLicc
pt\: ~;cnt _:,:n\\: ITt lrl C:!1 1 f·~·lt it nt·...: c:<<H·y tl• send tk· me:--~;,\~c t>!' l.-: rc• IukrJncc lO\\ ilrcb <\ ucil ll: : i:h:i -
i11Clll iit !l tc workpi ~ t C <..' . :md i'll cldC funh,~r :1 i1h.'lllime nt it-1 ih(• CC\ iC·.··ndud) Ruk~ b\ itlln ,uuc:t; 1~:
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.......... ~~ I \ .. ~ health or safety. "Interference with her '.YOrk or creating an intimidating or offensive or hostile
work environment for her, "is now listed as amounting to sexual harassment as per the new provi
siOns.
(ii) Conduct of inquiry as per RULE 14 ofthe Central Civil Services (Classification, Control &
Appeal) (CCS CCA) Rules 1965
(a) Definition of sexLial harassment: The amended Rule 3C of the CCS (Conduct) Rules,
1964 prohibits sexual harassment of women at the workplace by any Government sen ant,
and makes every C:iovemment servant who is incharge of a work place duty bound to take
appropriate steps to pre,·ent sexual harassment to any woman at such \vork place. For the
purpose of this mle, sexual harassment is defined as-
"so:uol lwrassmen 1 .. includes phvsi cal con tacr and advances: demand or request
for sexual favours: o1· sexually coloured remarks: shoH ing any pornograph1 ·:
or any orher ~velcomc phvsical, verbal, non- verbal conduct of a sexual nature.
The definition is expanded to include Cei1ain circumstances that may amount to sexual
harassment- promise of preferential treatment or threat of detrimental treatment in employ
ment; threat about her present or future employment status;' interference with her work or
creating an intimidating or of:lP.nsive or hostile work envirom11ent for her; or humiliating
treatment likely to affect her health or safety.
(b) Inquiring Authori~v: The proviso to Rule 14(2) of the CCS CCA Rules 1965 provides that
the complaints committee established in each Ministry or Depal11nent or office enquiring
into such complaints shall be deemed to be the inquiring authority appointed by the disci
plinary authority, and the committee shall hold the inquiry so far as practicable in accord
ance with the procedure laid down in those rules . The Committee constituted in each Min
istry/ Department/ office under the CCS (Conduct) Rules. 1964 shall be deemed to be the
inquiring authority appointed by the disciplinary authority for the purpose of these rules
and the Complainb Committee shall hold, if separate procedure has not been prescribed
Cor the complaints committee for holding the.: inquir;' into the complaints of sexual harass
ments, the inquiry as far as pra,:ticable in accordance with the procedure laid down in these
rules.
t\'ote: The Se.\ual Harassment ;\ct of' 20 l ~ in Section ll states that in case of respondent
bt~ing an t'mploycc. then the inquir~· into the l'Clmpla int sho uld be made 111 accordance with
the pro' 1sions uf the sen ice rules app l1 cab \c: but in the Act procedure of the inquiry is not
delineated. hence Ruk !.;! CCS (CC.Al Rules . 1 96~ i~ follc)wecl .
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.;1 • th :!t 11 is pu~ _.;j!Jk I t ' g <lllgC tht:· l ll lll lh •~T ni' ll!~' c' IJ ! l c' S h(.' id dlil'l ! l ~' l!Jl· llhj ll!l'\ ·1 1L' 'T 'l'.l i.,.'<
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1 l'l Confidentialir,r- .\:-> pc·r Sect ion 1 (1 11!' the Sc\u;J! l lar:lssm c 11t ~c:1 11 i' 2() 1 .~ the !tL.' ii \ ii\ :t: ,.
:lddrc•&·s ,,f rll ~:.· aggrieved woman. rc.·spnndt' i11 and the \\ ttn ~_•ss. Jt:f'onn:lti •)Jl J\'Li l'n~ t,, •.:c:nt.." il iati un and inqui ry proct:t:dJn~!S . rec~'inmcnd: J t J on.~ r,f rhl' (',illl mit;._·,· . ~m e' : t\\i(lr; L 1k~" '
ii:Jr;tSSJi l\.' JJl s h ~ 1ii he held 111 l : t iS i hv tlw cm nm itl l'c: and t h ~..· s :~mc :11-c noi :t'o":l i lt~ hle pur.:;u til! :1 1 an
tpp ll cati un under ihc Ri ~l1l t,; ln h,; :nati c'n ·\(: t. 2 ()()~ Such inlorn1arion .;;~ <Iii cnn .:; ritu tc <ll1 ,_.\ ,·cprinn
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i)
TH£ PROCEDURE
Step 1- Statement ofJtVoman
In a regular disciplinary inquiry, there is only one party against whom the disciplinary authority
or inquiry authority, as case may be, draws up the substance of the imputations of misconduct,
into definite and distinct articles of charge, as per procedure given in Rule 14(3) CCS CCA Rules,
1965. However, in case of sexual harassment at workplace there are two parties, the aggrieved
and respondent, hence the woman 's complaint itself may fon11 the statement ofthe imputati on of
misconduct or misbehavior.
ii) Step 2- Article of' Charges
The CCS CCA Rules provide that cumplaint itself may be treated as the Anicle of Charges or
Charge Sheet, however there is no prohibition for S;Jecific charge sheet to be made on the basis
of complaints.
The purpose of framing a charge sheet is to give intimation to the respondent of clear, unam
biguous and prec ise notice of what \Vas a; leged against him, subsequent to which he gets an op
portunity of defending himself against th.( allegations. H.ence fonmtlating the charges not only
helps the committee in deciding the matter, l:Jut in cases of appeal makes it easier for the Court to
remain focused on the questions of law and facts, which it is called upon to decide.
iii) Step 3- H-'ritten Statement c~f'Respondent
Often, members of the complaint conmtittee not being \Vell versed vvith legal procedures are ap
prehensive of communicating v.·ith the respondent, and informing him ofthe charges against him
or not. Rule of natural justice provides that no man can be condemned unheard and that justice
should not only be done but manifestly appear to have been done. Accordingly tbe respondent
is to be provided a copy of the complaint. articles of charge. the statement of the imputat ions of
tniscomluct (1 r misbehav ior and a li ~ t nf ciocuments and witnesses.
/Vote: D t l not forget that the.· rcs jWil lknt abo has rigl1ts and i:; innoccm ull proven guilty He has a
ri ght tu due pnKes'-. b ir trc:ttmL· nt cllld ~lLTcss w pn1ccss con~ i s t ent \\l th the principle <_1f natura l
justice. These rights cannot be forfeited. hcl\.VC\ er se,ere the alleged miscondLtct may be
H enc(· . til L· r<.:·s pmvlent shuu ld h~ gi' en <t -,.pec ilieJ time: tc. res1w nd and submit a writt en stal cmcnt
l1fhis dcfcnn· . and\(\ state \\ hct hn he cL:sircs to be heard in pc r~.(1 ll . Impl icit in the process is the
re spondent ·:-. right t (l-
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-\ :;it tta ti \m em :tl so :.tris,' whcr<: the rc·-;pnndcnt. \'.tlll dcsptk ll:i'-1li ~ JhJt :tdmittl'd iu the ch~Fg .. >
til hi s \\Tilh..'n <.: tak'lll\..:t li. l>r tln t ha \· tn g subm tlt;;,·d ~tn: \lritt ,: n :.; te~tcmcn ll.l !J appc aii n ~ h;;,· i(Ji(' :! :(
inquir:. cumm:tkc· pkac!~ t:uilty tnthc dwrg:.:: in thatc·ondir ,on :he l'! C]lllrin::,r Ju\:/ ,l!·:r:: sit :! !! : · ~·
cord the plea, sigr; the rec ord :tlld obt:lin the stgn<~tur·,· •li . t!J c r,_· ~ pCl!id c nt .
initia;::c\ under f<.ule \4 CCS CC\ Rules. !)65 e.mnut he l·ius(::cl h" imposi11g om.· (I f the lll !i1r•r
pcn:1lttes after clue consideration of the defence sL:hmitlcd by the dccused ol'!-1cc:r. lt i~ obligc!Wr>
t• '• ikl id <t i'ormal mquir~· before C<ln ting to a decisi•! ll <lhnUI the quantum (1f pcnalt >.
-.; <; iLP :"-'\on- Coop(•ratioli of Rc-:pondent
i i' rc,lwndct1t l':.1i Is to appc<lr bei'ort' the c omplainr:-; ·,·otll:nin'-·c with:n the ;;p .. x t l k·d t i1 nc . omi ts lu
pk·d ;•r pmduce th e C\'tdc:ncc. the cas e· :;lwll be Jdjo ur:1d w :1 !~ncr date nut .. ~x cr:~c:cling rilin\ dc:_v -.
: !<til t 14 (\ I Hilti!)(liiJ ;. And in e<tsc the respon dent t;lils to anpear. or give a \\T il1en dci~,;ncc ur
u•opl:r:ll<.:' \Vith the complainh uml llli tk c. th en the' ~-i llllpla i nrs commi ttee il'lcly cornc to a deci-
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~. The Guidelines also state that the disciplinary authority may also take action without the inquiry
if it concludes that it is not reasonably practicable to hold an inquiry. Circumstances vvhere the
accused threatens or intimidates witnesses will be considered reasons enough to take action with
out an inquiry.
Rules provide that for the purpose o{ proceeding ex-parte. the respondent has to be given three
times .
'i) STEP 6- Examining of witnesses and documents
Once the written submissions of both the parties i.e. aggrieved woman and respondent are com
plete, then on the date fixed for the inquiry, the oral and documentary evidence of the parties will
be taken and v,·itnesses examined and rn0.y be cross-examined. The complaints committee may
also put such questions to the \\ itnesses :15 it thinks il.t. Tbe guidelines also state that the charged
officer has to be given an opportunity to cross-examine all witnesses that appear on behalf of the
prosecution. Failure to do so may result in vitiation of the inquiry. If the complaint appears as
a witness, she would also be examined and cross-examined. The inquiry officer may, however,
disallow questions which are offensive, indecent or annoying to the witnesses, including the
complainant.
The committee must be conscious to the covert, private and insidious nature of sexual harass
ment; and take into account the fact that often the aggrieved woman may not be able to lead
direct or corroborative evidence. The committee should-
Not permit any evidence or examination based on the aggrieved woman's character, per
sonal life, and conduct, personal and sexual history.
Take note of the respective socio-economic positions of the paii ies, their hierarchy in the
organization, the employer-employee eq·Jations and other power differences while appre
ciating the evidence.
May disallow any questions v.'bi.:h it feel s are derogatory in-elevmn or slanderous to the
aggrieved woman.
ln order to prove the charges the aggrieved wonwn and witnesses suppo11ing her case are to be
exam1!1ccl first. /\lthotH.:.h credible cv~clencc !.!i ve!l b\ tlk· <t!.!!.!rieved woman a,lone ma\' be suffl -.... .... . ........... ,<t.r_;tfiiii1i J
cient to hold the respondent guilty of the oJfence, yet still it is may be preferable to have corrobo-
retlion. There is no such rule which says that conoboration is necessary to fmd the respondent
gu ilty. Given the personal nature of the ollence of sexual harassment w itness arc rarely available
tu gi\e c\· idcncc u11 bL'iwlfid.\ ictim.
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nec;s qu'-·stiuns l tk,• - Wh ~it did ynu :-;,'l' ur hl·:tr" ' \Vh~n did rhi-. Ck "<.."LII .> Lkscr i h ~.: the J lk~:~(!
h:trasscr 's hch"' tor [(1\\ard the cmnpi<I in ·IIlt <~n~l tO\\ard others ill the \\' tn"kpi <!l·c \\' lh' n :md
be l i:ihlc l(i c ross ··t~:x;unm~n ion , rc -c~amin< t li<m by l 11 (' aggrieved wuma11 1 Ruk,; 1.:1 t i • '1 ·
H ii ( iPTl!T\ :\L STEP- Final \Hitten brie f:.;
! R ul c I -+ ( I ' ) i
':\,r; OPTIONAL STEP- Interim direction~, where ever necessary.
The conunittee has the power to issue interim orders as provided in the 2013 Act on the demand
of either the aggrieved woman or any witness giving evidence in her support, to implement such
measures as transfer, changing shifts etc. of either the complainant, witness or respondent; grant
ing of leave to the complainant so as to protect the complainant and \Vitnesses against victimiza
tion and discrimination and mental or physical distress; or any other such interim orders as may
be deemed necessary to ensure the safety of the complainant or witness. According to the recent
guidelines, issued by the Department of Personnel & Training (DoPT), a government servant ac
cused of sexual harassment:
1'v1ay al so be placed under suspension before or after issue of a charge sheet where his con
tinuance in office vvill prejudice the investigation ', or
If there is an apprehension that he may temper with witnesses or documents.
Suspension may also be res011ed to where continuance of the government servant in office
will be against wider public interest, like if there is a public scandal and it is necessary to
place the government servant under suspension to demonstrate the policy of the govern
ment to deal strictly with officcl"S involved i11 such scandals. It may be desirable to resort to
suspension in case of misdemeanor involving acts of moral turpitude.
C) THE INQUIRY REPORT
After the conclusion of the inquiry, the next step is prf>.pnrutioll uf Lhe inquiry repurl. The complamts
committee shall prepare an inquiry report containmg the ar1icles of charge and the statement of the
imputations ofmisconcl.uct or misbehavior: the defence of Respondent. assessment of the evidence and
the finding on each article of charge. supported by reasons. The purpose of tl1is Inquiry Repon is to
assist tl1e disciplinary authority, by providing an impartial and professional assessment of the nature
of sexual harassment. and he impact of the '"espondent 's offending behavior on the workplace, the risk
of re-offe ncling. and the interventions necessary to reduce that risk; and most importantly, it fom1s the
basis for tal<ing disciplinary/punitive action against the respondent.
In simple words the inquiry repon brings out conect facts of the case. after conducting an imp311ial
and fair hearing inquiry, in accordance with the prescribed procedure. The report should clearly and
in unambiguous language state the reasons fo!· c.ieciding in favo ur of the complainant or for refusing
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be cleemc.-d iu be an inquiry rC)Itlrl under the c·cs !CC.\ ) l~u l c~. Thc- discip lin~try clU 1 h l 1 i: ~ ... '.\ ill
:k·t t:n the I'L' J1tn·t of till' ( otnn l it tc~L' :l~clti! Sl S•: \u:li 1-L\;·:hsm•-.:nt !11 ~tc,· ·ll\hnl·~..· ~,,·i i h tik' f{ t! : ,:
per service rules of the respunclenl and•or deduct an amount 1·n 1111 the :<l i <lr~ <h t i l e ICC m:r.
deem approprime to he gi' en w the aggric' eel ,,·unl<tn
h:tr:hslliclll did il l '\ , ,~,· ,_·ur. h<.:t th;ll there \\ ·as lll l l <;ttl'ri L'lt..'J ll prou r' <.lil rc•:,yd lD pnAl' :.: cus·.·
,, , :<~.\ l t:tl harztssJr tc·nt :tm! lC' C mav t'<:'c: nmrn<: nd steps w he <:tk'-·n b'- emp[\;'.;'l' hi L· : ·_· :::.~· ·
il'~· ndcr !'r1cndly •.:m Ji t'! llll::.:l\1 :1t the \' (11-kplac,~ ;tnd t<ik,_· c•'n'T'::vc· c<C:t il!!iS
C ·umpbiiil \:,; mal i ct(HI\ 11 1 \ \ lii ch ,·;r-,c tile matter l 1ld) b,· r,: krrcd for t<tkt n!l ;1c ti nt1 ! I: d;;
c:mi<1JiL' ::' \\·i th !he ~ervi cc ru les . c\c:t pro,·ici c~: tlld l r!1:::· ill c:h •..: the cnrn pb tnt is [()und tu hL'
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~L~ Format
An Inquiry Report is an expressi.on of the ultimate opinion of the committee, which is rendered
after due consideration of evidence aud arguments, advanced before the Committee. The inquiry
report puts a final end to the controversy involved in the matter, so that the dispute brought before
the Committee by the aggrieved woman is set at rest.
The recommended essentials are as under:-
a) Title page- The title page should at Ihe outset identify the names of the parties, and the case
which i.3 being decided should be ~erial numbered. The date of the complaint should be
mentioned at the top of the report, along with the relevant reference number, if any. This
should be followed by the names of the lntemal · Complaints Committee members, their
title, and designation.
The title page is important for it indicates as to which matter the inquiry report pertains to,
and by whom it has been decided by/ which committee. The date of delivery of the Inquiry
report to the parties should also be mentioned.
b) Nature ofallegation- The report should begin with nature of allegation followed by a back
ground information, and statements·ofboth the aggrieved woman and respondent. In doing
so, efforts of the Presiding Officer should be to note every relevant fact, but at the same
time) there should be no repetition and unnecessary facts shoulo h~ omitted.
c) Respondent's defence- The Respondent's defence may be noted in detail as made before
the ICC. No editing or modification should be made therein.
u) Charges c1nd points for determinr.<tion- The Presiding Othcer may thereafter proceed to
dedde the charges, in the otder they are framed. Findings should be recorded charge-wise.
Arguments of eacb party should 'oe discussed with reference to their evidence relevant to
the charge in the question. The Presiding Officer should record his finding on each of the
charges by supplying his own reasons and giving logic for his doing so and not just by ac
cepting the case of one party or rejecting that :)f the other. Findings on each of the points
should be recorded in such a manner that they remain cohesive and linked to each other.
e) Reasons- Findings recorded by the Presiding Officer on the charges, for or against any
party should always be supported by clearly explained reasons . Every party has the right to
knO\.v hew, and for what reasons has the matter been decided, in favour of or against, either
of the parties. Reasons are also necessary for the reason that during an appeal, the appellate
court will be in position to appreciate the view point taken by the Committee in deciding
the matter. the way it bas done .
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,-\r\:: lhcrc mitigati ng circumst~mct: " ( a ~k the emplCl 'iC •-~ i
/\rc hu1nan ri~hls dcknccs r,ti:;cd
'\-;-;,_";~. th <~' mt p<tCl of the tcnnimttJ un \ i ~; - ~ t -\ i::; the lil lpact of rcr;mnng rhc :;_· r nj-.l oy ~~ l.::
T lw cu -1 l >l kmJ Jnation
1 l"t 'd!iltn~:. \'i{1du!·. :-.:,~:.\'. : ~ti f · l ( t:- ;-;,-:'-. n~;..· rJl. cd· \V(i !ll (~·n :11 \ \'ork.p lacc . .. -\C'T 2') ~ ":; l·" . •'•" ·-· - -· •" "' -··- '" ·- _ .. -· "" - ... - · "' - - ··- - "" ... .. ·- ... - - -· -· - · -- .. -· -· ..
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Minor Penalties
i) Censure;
ii) Withholding of promotion;
iii) Recovery from his pay any pecuniary loss caused to the Government by· negligence or
breach of orders;
iv) Reduction to a lovver stage in the time-scale of pay by one stage for a period not
exceeding three years, but wi chout cumulative effect and not adversely affecting his
penswn.
v.l With;1olding of increments ofpay;
i\'lajor Penalties-
vi) Reduction to a lovver sta~e in the time-scale of pay for a specified period, with further
directions as to whether or not the Government servant will earn increments of pay
during the period of sue~ reduction and whether on the expiry of such period, there
duction will or will not have the effect of postponing the future increments of his pay:
vii) Reduction to lower time-scale of pay, grade, post or Service for a specified period,
which shall be a bar to the promotion of the Government servant during such speci
fied period
viii) Comrulsoi)' retirement;
ix) Removal from service;
x) Dismissal from service.
1. Reversion of a Government servant appointed on probation to any other Ser
vice, grade or post:
2. Replacement of the services of a Govemment se rvant whose services had been
borrowed hom u State Government or any authority:
h) .\ignuf11rc- The end \lr th e Inquiry ~(eport should havt: the signatures of the Presiding Of
fleer and all the me!llher-; or thc Co111mittec. Each person's typed written name shoul d be
in bracket<, along \\'lth dcsii!natiun and cintc ol' signing
·1 raintng Module Scxua lll ara ~;snwn t tlf\Von1cn at \.\ .urkpbc·~- i\CT. 201 .'1 1 - - -------------------------------------------------------------155 I
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; t ut!lor!li~·,; '" !J \! ; llc ctbu disclp !I ndry cll!tlvmt; ,.: , 1!1 the ~0\L'rnmcnt. )1:tll \m 1\:,·,· i \ in~ ~he illl]llllY
i'\.'!Wrt tm\.w-;c the rc·co mJildJCkcl pt'nalty un !he rec:: pond\::Jll. \\·i tll i ll the prc sc ri lx:d time period.
The !'lllTltlSC' t il u'mpcnsation IS to. a~ l~1r as pns:;ibk. p1:t rnc \\Cllll (J! I I! the' p l ~ l c'C she' \\(lL!! d : 1~! \C
h<.:c~ n 1! . !lie St.'\ll<il il arassrncn r had 1w1 C\ I S i r~· <!. Sexual ha;·~h:;mcnt il <l:~ hc (; n J\,cognizc:d as ~i hHTI! () \.
discrnnimttiun and the law provides cntitlcmenl to the aggri c'. ccl woman for tlw t.' r l n scqu ~·nccs of the
disninll!L11Ury i!Ction .. \:-:per Section I~ of I he i\C t. rh'-' ( t.lillllll llt'c' l~'r the pt11-pnsc dct e rmill ! !:~' the
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medical expenses incurred by the victim;
d) the income and financial status of the respondent:
e) feasibility of such payment in lump sum or in installments.
G) " lHERE SEXUAL HARASS1\1ENT AlVIOUNTS TO CRIMINAL OFFENCE
Where the conduct of sexual harassment amounts to a specific offence under the Indian Penal Code ( 45
of 1 860) or under any other law; it shall be the duty of the ICC to immediately inform the complainant
of her right to initiate action in accordance with law vvith the appropriate authority, and to give advice
and guidance regarding the same.
She should be informed of her rights and the fact that any such action or proceedings initiated shall be
in addition to proceedings initiated and /or any action taken under the Act by the ICC.
lt can be concluded that the Act imposes a solemn responsibility on the ICC to conduct an inquiry
into a complaint of sexual harassment. Taking into consideration the amended CCS CCA Rules 1965
which provide the procedure for conducting an inquiry in government offices, including recording of
statement, articles of charges, written stm~ment of respondent, examination of witnesses and documents,
hence it can be concluded that conducting an effective inquiry plays a vital role in providing women a
safe and enabling environment to work, and members of the ICC share the responsibility for not only
providing relief to the aggrieved woman, but also in prevention and elimination of sexual harassment
in the workplace.
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DURA:!'! ON -· --- ~ t 2(1 lllliltttes
TRAISJNC 'VIETHOD &: f'vloc·k lnquiry \Vhere the role of aggrin cd \\Uman IS p l~1>·ed by one i :vlATER!AL. I hl ~: tt!ry and th e· J"() lc~ or the P:-c.-sidmg Offic c_r and >fcm bc:rs ,,f rh;:.·!
I i I_U. _played by tiK' p<lrtlc!pttnts 111 turn. Dct-m~' l !ng JS Cl0 1l\._' h~· the ll1<!1 !1
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CASE STUDIESv
CASE-I
A young researcher is working under a very senior Scientist of 'ery good repute. It has been
her dream to work under him. She has sent him :1t least 3 mails expressing her excitement and
pleasure to work under him. She is always ready to take up any assignment/ work given by him,
even unrelated to her research. She has even gone to his residence a couple of times. He is middle
aged and has family and children. Once when she went to his home, his family was not there and
he asked her to stay over and even told !1er she could sleep in his bedroom. She was taken aback,
did not say much but quietly left. Next i'e:v days she remained aloof
After a week or so, when she met him, he told her she is like his daughter and would never mis
behave with her. However, a~ter that incident though he was showing a lot of concern about her
when they were by themselves, he has stm1ed public.ly reprimanding and overtly critiri7ing ht>r
work. She is very disturbed.
What should she do now? What would you do if this was brought as a complaint before you?
CASE-2
A young employee who is 1 year in the Organization speaks to an HR person she is comfortable
with and raises issues that she has with her senior who has been her mentor. She says that he has
been micro managing her work and alsc, constantly enquires about her through messaging over
phone. She also says she does not want to raise a formal complaint.
The HR person .speaks to you, an ICC Member. How would you go about it?
CASE-3
• You receive a complaint from an employee who is 4 years in the Organization against a very
senior employee (Respondent). She says in her complaint that she has been in a relationship vv ith
the Respondent, which is an extra marital relation:;hip for him . However, she says it is all over
for her and she has made it clear to him, however he has been pursuing and pressurizing her to
continue in relationship with him.
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