we are glad that eepc india is coming up with a detailed · we are glad that eepc india is coming...

We are glad that EEPC India is coming up with a detailed guideline on Sexual Harassment at Workplace. A better understanding of the issue through this publication will help us in creating a very conducive environment in EEPC India to utilise the full intellectual potential of its highly talented women employees.As part of the legal responsibility to deal with sexual harassment, all employers must implement effective and accessible complaint procedures for employees and other workplace participants. Prevention and control of sexual harassment in the workplace is the statutory obligation of enterprises. It constitutes an important part of corporate culture while aligning with international best practices and improving management processes. As an employer, EEPC India has the responsibility to maintain a workplace that is free of any gender based harassment. This also makes good business sense because it allows high employee morale and high productivity.We are sure this document will prove to be immensely useful to enterprises in strengthening its existing systems to check the problem of sexual harassment at workplace. It will also be a value added service to the members of EEPC India.

Message

Anupam Shah Chairman, EEPC India

Sexual harassment at the workplace is a prevalent practice that jeopardizes the well being of employees, reduced the quality of work life and undermines gender equality in organisations. It breaches national legislations and international conventions and destroys the sanctity and safety of a conducive work environment for men and women and in turn becomes detrimental for the growth of any organisation. This guide for employers on “Guidelines for Preventing Sexual Harassment” is an effort of EEPC India to provide employers with a practical tool towards creating a sexual harassment free workplace. This is also in line with the legislative act – Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal Act 2013) which seeks to provide women from sexual harassment at their place of work. This is a guide intended for employers of any company with more than 10 women workers and informing them of how to prevent sexual harassment in the workplace. It answers a series of questions, including what it is sexual harassment in the workplace, how enterprises put in place a prevention mechanism, what roles employers play and how the victims can deal with it.

Foreword

Bhaskar Sarkar Executive Director & Secretary, EEPC India

C O N T E N T S

PURPOSE • How to use this Guide 7SECTION 1 - OVERVIEW • Costs of Sexual Harassment at Workplace 9 • Cost to the Victim 9 • Cost to the Employer 9 • Cost to the Country 10SECTION 2 - DEFINING SEXUAL HARASSMENT • Types of Sexual Harassment at the Workplace 11SECTION 3 - INSTRUMENTS TO CHECK SEXUAL HARASSMENT • Universal Declaration of Human Rights, 1948 13 • International Covenant on Economic, Social And Cultural Rights, 1966 13 • United Nations’ Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW), 1979 13 • The UN World Conference on Human Rights, 1993 14 • Declaration on the Elimination of Violence Against Women, 1993 14 • Indian Response 14 • Coverage and Applicability 15 • KeyDefinitions 16 • Employer's Obligations 17 • Procedures 20 • Punishment 22 • Determination 22 • Penalties 23Section 4 - HOW TO STOP SEXUAL HARASSMENT AT THE WORKPLACE: GUIDE FOR EMPLOYERS • Employers should recognize the following 25 • Adopt a sexual harassment policy 26 • Communicate the policy and other relevant information 26 • Constitute the Internal Complaint Committee 26 • Establish complaints channels 27 • Workshop/Awareness Programme/Training 28 • Establish sensing mechanism 28 • Support internal complaint committee (ICC) in enquiry process 28 • Encourage employees and trade unions 28 • The employer should also encourage the trade union 28 ANNEXURE – MODEL POLICY ON PREVENTING SEXUAL HARASSMENT AT THE WORKPLACE 33

Preventing Sexual Harassment of Women at Workplace 7

PREVENTING SEXUAL HARASSMENT AT WORKPLACE

Purpose

• Generating awareness on the concept of sexual harassment at workplace.

• Providingpracticalguidancetoemployersonhowtocreateasexual harassmentfreeworkenvironment.

• Evolving a permanent mechanism for prevention, prohibition and redressalofsexualharassmentattheworkplace.

How to use this Guide

Thisguideaimstoserveasareferencetoolforemployers,providingthemwithastep-by-stepguidanceoncreatingasexualharassmentfreeworkplaceenvironment.

Theguidecontainsthefollowingsections:

• Section 1: Overview of sexual harassment - Touches upon the contributionofwomentonationalgrowth;recognitionoftheissueas aproblem;anditsimpacton3keystakeholders-victims,theemployer andthecountry.

• Section 2: Defining sexual harassment -Providesvaluableinsight intotheconceptofsexualharassment.

• Section 3: Response to the problem -Discussvariousinternational instrumentssuchasUnitedNations’Discrimination(Employmentand Occupation) Convention (No.111), DomesticWorkers’ Convention (No.189) and Declaration on the Elimination of Violence against Women,developed todiscouragesexbaseddiscriminationbetween womenandmen,andstopsexualharassmentatworkplace.

ThissectionalsotouchesupontheIndianresponsestotheproblem.It looks into constitutional provisions, guaranteeingwomen’s right to

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equityanddignifiedlife,sectionsofIPCdealingwithissuesofsexual harassment,landmarkcourtjudgmentsandthenewlyenactedSexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal)Act.

• Section 4: Preventing sexual harassment at workplace-Guidelinesor employer'ssuggestions,practicalmeasurestocheckproblemsatwork- place.


SECTION - 1

Overview

The issuesof sexualharassmentat theworkplace receivedpublicattentionmainlyaftertheSupremeCourt’slandmarkjudgementinVishakhav/sStateGovernmentcasein1997.Theapexcourt,initsverdict,heldtheemployersresponsibleforprotectionofwomenemployeesfromsexualharassmentattheworkplace,andissuedcomprehensiveguidelines(widelyknownasVishakhaguidelines)enjoiningthemtotakeappropriatemeasurestocurbthisperniciouspractice.

Costs of Sexual Harassment at Workplace

Sexualharassmentattheworkplacedoesnotonlycausedisastrouspsycho-socialandphysicalhardshipstothevictim,butalsoleadstocorrespondingnegative impact on the performance and reputation of the organisation.Atbroaderlevel,italsohamperstheinclusivityofthelabourmarketanderodestheprospectsofacountry’seconomicgrowth.

Cost to the Victim

• Itdiscouragesthevictimfromassertingthemselveswithintheworkplace.

• Thevictimisobjectifiedandhumiliatedbyscrutinyandgossip.

• Itmayalsobringdisgracetothefamilyofthevictim.

• Itrisksthevictimlosingtheirjoborchanceofpromotion.

• Itcausesarangeofpsychologicalandphysicalsufferingstothevictim.

• Itcausesadipintheperformanceofthevictim.

• Absenteeismfromtheworkplaceincreasestoavoidhumiliation.

Cost to the Employer

Sexualharassmenthasbeenlinkedtodecreasejobsatisfaction,de-motivation,andresultantpoorperformance,leadingtolossofstaffandexpertise.

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It can tarnish thecompany’s imageamongclients, employees,potentialcustomers,andthegeneralpublic.

It makes the working conditions hostile and unpleasant, impactingproductivitylevelofthevictimandprofitmarginsofthecompany.

It undermines ethical standards and discipline in the organisation andimpactstherecruitmentof“besttalent”.

Cost to the Country

Sexual harassment at theworkplace contributes to decreasing labour forceparticipationrateofwomen,jeopardizinginclusivityofthelabourforce.

Asanoverall social andeconomiceffect, everyyear sexualharassmentdeprives its victims (mainly women) from active social and economicparticipation,andcostshundredsofmillionsofdollarsinlosteducationalandprofessionalopportunitiesformostlygirlsandwomen.


SECTION - 2

Defining Sexual Harassment

According to theSexualHarassment ofWomen atWorkplace (Prevention,Prohibition and Redressal)Act, 2013, “sexual harassment includes one ormoreofthefollowingunwelcomeactsorbehaviour(whetherdirectlyorbyimplication)namely:

• Physicalcontactoradvances,or

• Ademandorrequestforsexualfavours,or

• Makingsexuallycolouredremarks,or

• Showingpornography,or

• Anyother unwelcomephysical, verbal or non-verbal conduct of a sexualnature.”

Types of Sexual Harassment at the Workplace

Sexualharassmentmanifestsitselfindifferentforms–verbal,non-verbalandphysical.Thefourthcategoryiscalled“Quidproquo”.Someexamplesare:

a. Physical conduct

• Physicalviolence

• Rapeorattemptedrape

• Physicalcontact,e.g.unwelcometouching,patting,stroking,grabbing pinching,hugging

• Blockingsomeone’spathwiththepurposeofmakingasexualadvance.

b. Verbal conduct

• Commentsonaworker’sappearance,age,privatelife,etc.

• Sexualcomments,storiesandjokes

• Sexualadvances(explicitorimplicit)

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• Repeatedunwelcomesocialinvitations

• Insultsbasedonthesexoftheworker

• Condescendingorpaternalisticremarks

• Tellingliesorspreadingrumorsaboutaperson’spersonalorsexlife.

c. Non-verbal conduct

• Displayofsexuallyexplicitorsuggestivematerial

• Sexuallysuggestivegestures

• Starting,stalking,whistling,etc.

• UnwantedSMS/e-mailcontainingsexualcomments.

d. Quid pro quo

Itoccurswhen(1)jobbenefit,includingemployment,promotion,salary increases, shift or work assignments, performance expectations and other conditions of employment are associatedwith the provision of sexual favours, usually to an employer, supervisor or agent of the employerwhohas theauthority tomakedecisionsaboutemployment issues;or(2)therejectionofasexualfavourorrequestforsexualfavour resultsinatangibleemploymentdetriment,alossofajobbenefitofthe kinddescribedabove.

e. Hostile work environment

Hostile working environment involves uninvited and unwelcome conductsorbehaviour,whetherphysical,verbalornon-verbal,leading toaworkenvironmentthatisuncomfortabletoanemployee.


SECTION - 3

Instruments to Check Sexual Harassment

Arangeofmeasurestocombattheworkplacesexualharassmenthavebeen developed at regional and international levels. All of them tend toconceptualize sexual harassment as a form of sex discrimination and a manifestationofviolenceagainstwomen.Someoftheseinstrumentsare:

1. Universal Declaration of Human Rights, 1948

Articles1,2and7speakaboutequalityindignity,rightsandfreedoms,and equalprotectionofmenandwomenagainstanydiscrimination.

2. International Covenant on Economic, Social and Cultural Rights, 1966

The covenant enjoins all states to guarantee the rights enunciated in it withoutdiscriminationofanykind.Statesmustensureequalitybetween women andmen for the enjoyment of all economic, social and cultural rightsestablishedintheCovenant.Therighttofairconditionsofworkis enshrinedinArticle7.

3. United Nations’ Convention on the Elimination of All Forms of Dis- crimination Against Women (CEDAW), 1979

Adopted in 1979 by the UNAssembly and ratified in 1993 by India, CEDAWidentifiesdiscriminationonthegroundofsexasaclearviolation ofHumanRights.ByratifyingtheConvention,Statescommitthemselves to(1)incorporatetheequalityofmenandwomenintheirlegalsystemand abolishingalldiscriminatorylaws;(2)establishingtribunalsandotherpublic institutionstoensureeffectiveprotectionofwomenagainstdiscrimination; and(3)ensuringeliminationofallactsofdiscriminationagainstwomenby persons,organizationsorenterprises.

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4. The UN World Conference on Human Rights, 1993

Held in Vienna in 1993, the UNWorld Conference on Human Rights identifiessexualharassmentasacaseofHumanRightsviolationandtreats itprimarilyasaformofviolenceagainstwomen.

5. Declaration on the Elimination of Violence Against Women, 1993

Adoptedin1993,thedeclarationoutlinesthestepswhichstatesandthe United Nations should take to address gender-based violence against women. It defines violence against women as any act of gender-based violence that results in, or is likely to result in, physical, sexual or psychologicalharmorsufferingtowomen,includingthreatsofsuchacts, coercion or arbitrary deprivation of liberty,whether occurring in public oreinprivatelife.Itmakesclearthatstatesshouldtakestepstoeliminate any custom, tradition or religious consideration to prevent, investigate and,inaccordancewithnationallegislation,punishactsofviolenceagainst women.

Indian Response

Thoughanumberoflegalandconstitutionalprovisionwerealreadythereinplacetodealwithcasesofsexualharassment,the“VishakhaGuidelines”,laiddownby theSupremeCourt,providedbroadframeworkfor thepreventionandredressalofsuchcases.

1. Constitutional Provisions

• Article 14 of the constitution identifies sexual harassment as a violationofawoman’sfundamentalrighttogender.

• Article 15 prohibits discrimination on grounds of religion, race, caste,sexorplaceofbirth.

• Article21treatssexualharassmentasaviolationoftherighttolife andlivewithdignity.

2. Indian Penal Code (IPC)

• Section292,293and294dealwithObscenity

• Section354dealswithassaultorcriminalforcetoawomanwiththe intenttooutragehermodesty

• Section 509 deals words, gestures or acts intended to insult the modestyofawoman


• Criminal Law (Amendment) Act, 2013, makes stalking, sexual harassment, and other sexual offences a crime under Indian Penal Code.

3. Vishaka Guidelines

TheSupremeCourtofIndiavideitsjudgementin1997(knownasthe VishakaGuidelines),whichwasinresponsetoawritpetition.“Vishaka andothersvs.TheStateofRajasthan”,broughtthefirstevercomprehensive judgementtoaddresssexualharassmentatworkplace.Itwasdecreedthat these Supreme Court directives would have the effect of law, till a specificlegislationisenacted.

4. Relevant Legislations

• Indecent Representation ofWomen (Prohibition)Act, 1986, makes indecent representation of women through books, photographs, paintings, films, pamphlets, packages, etc. a punishable offence. Section7oftheActholdsthecompanies/organizationsguiltyifthere hasbeenanycaseofindecentrepresentationofwomen(suchasthe displayofpornography)onthepremises.

• Protection of Children from Sexual Offences Act, 2012, gives protection to all children (defined as a person under the age of 18 years) from the offences of sexual assault, sexual harassment and pornography.Section11oftheActdealswithsexualharassment.

5. Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal ) Act, 2013

Government enacted the Sexual Harassment ofWomen atWorkplace (Prevention, Prohibition and Redressal) Act, 2013 to enforce legal measuretocombatsexualharassment.

TheActrecognizesthatsexualharassmentresultsintheviolationofa woman’sfundamentalrighttoequalityunderArticles14,15and21of the Constitution. It hold employer responsible to provide protection against sexual harassment of women at workplace. It also requires them to provide employees with procedures for the resolution, settlement or prosecution of acts of sexual harassment by taking all requiredsteps.KeyprovisionoftheActareasunder:

Coverage and Applicability

Act coverswhole of India and applicable to public and private, organized and unorganized sectors, where domestic workers, clients, customers,

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apprenticeanddailyworkersareengaged.

Key Definitions

Aggrieved woman [Section 2(a)]

• Awomanofanyageirrespectiveofheremploymentstatuswhoalleges tohavebeensubjectedtoanyactofsexualharassmentbyrespondent inrelationtoaworkplace

• Awomanofanyageemployedinsuchadwellingplaceorhouse.

Employee [Section 2(f)]

Employee is a “person employed at aworkplace for anywork on regular,temporary, ad hoc, daily wage basis, either directly or through an agent,including a contractor, with or without the knowledge of the principalemployer,whetherforremunerationornot,orworkingonvoluntarybasisorotherwise,whethertermofemploymentareexpressedorimpliedandincludesaco-worker,acontractworker,probationer,trainee,apprenticeorotherswhomaybecalledbyanyothersuchname”.

Employer [Section 2(g)]

i) Inrelationtoanydepartment,organization,undertaking,establishment, enterprise, institution, office, branch or unit of the appropriate Government, or a local authority, the head of the department, organisationundertaking,establishment,enterprise,institution,office, branchorunitorsuchotherofficerastheappropriateGovernmentor localauthority,asthecasemaybe,maybyanorderorspecifyinthis behalf.

ii)Inanyworkplacenotcoveredundersub-clause(i),anypersonresponsible forthemanagement,supervisionandcontrolofworkplace.

iii)Inrelationtoworkplacecoveredundersub-clause(i)and(ii),theperson discharging contractual obligations with respect to his or her employees.

Respondent [Section 2(m)]

Respondentmeansapersonagainstwhomtheaggrievedwomanhasmadeacomplainttotheinternalcommitteeorthelocalcommittee.

Workplace [Section 2(o)]

i) Anydepartment,organisation,undertaking,establishment,enterprise,


institution, office, branch or unit in the public sector; either established/owned,controlledorwhollyorpartlyfinancedbyfunds receiveddirectlyorindirectlybytheGovernmentorlocalauthority oraGovernmentcompanyorCorporationoraco-operativesociety.

ii) Any private sector organisation or a private venture, undertaking, enterprise,institution,establishment,society,trust,non-governmental organisation, unit or service provider, carrying on commercial, professional,vocational,educational,entertainment,industrial,health services or financial activities including production, supply, sale, distributionorservices.

iii) Hospitalsornursinghomes.

iv) Any sports institutes, stadium, sports complex or compensation or gamesvenue,eventheresidenceifusedfortraining,sportsorother relatedactivities.

v) Anyplacevisitedbytheemployeearisingoutoforduringthecourse ofemploymentincludingtransportationprovidedbytheemployerfor undertakingsuchjourney.

vi) Adwellingplaceorhouse.

Unorganised sector [Section2(p)]

Unorganisedsector isanenterpriseownedby individualsor self-employedworkers,engagedintheproductionorsaleofgoodsorprovidingservicesofanykindwhatsoever.

Employer's Obligations

Section 4(1)oftheActmakesitmandatoryforeveryemployeremploying10ormoreworkers,toconstitutean“InternalCommittee”toprovideemployeeswithproceduresfortheresolution,settlementorprosecutionofactsofsexualharassment.

Section 19(a) of theAct holds the employer responsible to provide a safeworkingenvironmentatworkplacewhichshallincludesafetyfrompersonscomingintocontactattheworkplace.

Section 19(b) requires the employer to display the penal consequences ofsexual harassment and order constituting the internal committee [Section4(1)],atanyconspicuousplaceintheworkplace.

Section 19(c) requirestheemployertoorganizeworkshopsandawareness

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programmesatregularintervalsforsensitizingemployeesontheprovisionsoftheAct;andorganizingorientationprogrammesforthemembersofinternalcommittee.

Section 19(d) requires the employer to provide necessary facilities to theinternalcommitteefordealingwiththecomplaintandconductenquiry.

Section 19(e)requirestheemployertoassistinsecuringtheattendanceoftherespondentandwitnessbeforetheinternalcommitteeorthelocalcommittee,asthecasemaybe.

Section 19(f) requires the employer tomake available all the informationto the internal committee, which may be required in connection with thecomplaintmade.

Section 19(h)requirestheemployertoinitiateactionagainsttheperpetratorundertheIPCoranyotherlaw,oriftheaggrievedwomansodesires,wherethe perpetrator is not an employee, in workplace at which the incident ofsexualharassmenttookplace.

Section 19(i) requires the employer to treat the sexual harassment asmisconductundertheservicerulesandinitiateactionforsuchmisconduct.

Section 19(j)requirestheemployertomonitorthetimelysubmissionofthereportsbytheinternalcommittee.

Section 21(a) requires the employer to ensure that the internal complaintcommitteepreparesandsubmitsanannualreport.

Section 22requirestheemployertoincorporatethereportofthenumberofcases, if any, and their disposal under theAct, in the annual report of theorganisation.Section 4 : Constitution of the Internal Compliant Committee- Section4(1)-Everyemployerofaworkplaceshall,byanorderinwriting,constituteaCommitteetobeknownasthe“InternalComplaintsCommittee”.Providedthatwheretheofficesoradministrativeunitsoftheworkplacearelocatedatdifferentplacesordivisionalor sub-divisional level, the InternalCommitteeshallbeconstitutedatalladministrativeunitsoroffices.Section9(2)-InternalCommitteeshallconsistofthefollowingMemberstobenominatedbytheemployer,namely-a) A Presiding Officerwhoshallbeawomanemployedataseniorlevel

atworkplacefromamongsttheemployees.Providedthatincaseasenior


levelwoman employee is not available, the PresidingOfficer shall benominated from other offices or administrative units of theworkplacereferred to in sub-section (1). Provided further that in case the otherofficesoradministrativeunitsoftheworkplacedonothaveaseniorlevelwomanemployee,thePresidingOfficershallbenominatedfromanyotherworkplaceofthesameemployerorotherdepartmentororganisation.

b) Not less than two Members from amongst employees preferablycommittedtothecauseofwomenorwhohavehadexperienceinsocialworkorhavelegalknowledge.

c) One Member from amongst non-governmental organisations orassociationscommittedtothecauseofwomenorapersonfamiliarwiththeissuesrelatingtosexualharassment.

Provided that at least one-half of the total Members so nominated shall be women.

d) Section (3) - the Presiding Officer and everyMember of the InternalCommitteeshallholdofficeforsuchperiod,notexceedingthreeyears,fromthedateofnominationasmaybespecifiedbytheemployer.

e) Section4(4) - theMemberappointed fromamongstnon-governmentalorganisationsorassociationsshallbepaidfeesorallowancesforholdingtheproceedingsof theInternalCommitteebytheemployer,asmaybeprescribed.

f) Section4(5)-wherethePresidingOfficeroranyMemberoftheInternalCommittee-

i) Contravenestheprovisionofsection16oftheAct;or ii) Hasbeenconvictedforanoffenceoraninquiryintoanoffenceunder

anylawforthetimebeinginforceispendingagainsthim;or iii)Hehasbeenfoundguiltyinanydisciplinaryproceedingsispending

againsthim;or iv)Has so abused his position as to render his continuance in office

prejudicialtothepublicinterest,SuchPresidingOfficerorMember,asthecasemaybe,shallberemovedfromtheCommitteeandthevacancysocreatedoranycasualvacancyshallbefilledbyfreshnominationinaccordancewiththeprovisionofthissection.Filing the complaint:Section9oftheActoutlinestheprocedureoffilingthecomplaintofsexualharassment.

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Section 9(1)saysthatanyaggrievedwomancanmakeacomplaintofsexualharassmentattheworkplacetotheinternalcommittee,inwrittenform,withina period of 90 days from the date of incident, and in case of a series ofincidents,within3months fromthedateof the last incident.However, thetimelimitforfillingupofcomplaintcanbeextendedforanother3monthsifthecommitteefindsthatthecircumstancespreventedthewomanfromfilingthecomplaintwithinthesameperiod.Section 9(2)makestheprovisionoffilingacomplaintbythevictim’slegalheirorsuchotherpersonasmaybeprescribed,incaseofherinabilitytomakeacomplaintduetophysicalormentalincapacityordeath.Conciliation:Section10oftheActprovidestheprocedureforconciliation.Section 10(1)outlinesthattheinternalcomplaintcommittee,beforeinitiatinganyinquiry,at therequestof theaggrievedwoman,cantakesteps tosettlethematterbetweenherandtherespondentthroughconciliation.However,nomonetarysettlementcanbemadeasabasisforconciliation.Section 10(2), (3) and (4) outlines that after arriving at a settlement, theinternalcomplaintcommitteewillrecorditandprovideacopyofthesametotheemployerandboththeparties,andstopinvestigationintothecase.Inquiry into the complaint: Section 11 and 12 of the Act outline theprocedureofconductingenquiriesintoacomplaint,andsuggestactionstobetakenduringpendencyofinquiry.

• Section 11(1)directsthatiftherespondentisanemployee,theinternalcomplaintcommitteeshallcommencetheenquiryintothecomplaintinaccordance with the provisions of the service rules applicable to her/him.Incaseswherenoservicerulesexist,thelocalcomplaintcommitteeshall,ifaprimafaciecaseexists,forwardthecomplainttopolice,withinaperiodofsevendays,forregisteringacaseunderSection509of theIndianPenalCode.

• If theaggrievedwoman informs the internalcomplaintcommittee thatany termor conditionof the settlement arrived (throughconciliation)hasnotbeencompiledbytherespondent,thecommitteeshallproceedtomakeanenquiryintothecomplaintor,asthecasemaybe,forwardthecomplainttothepolice.

• Section 12(1)outline thatduringpendencyofanenquiry,onawrittenrequestmadebytheaggrievedwoman,theinternalcomplaintcommitteemayrecommendtheemployerto–(a)transfertheaggrievedwomanortherespondenttoanyotherworkplace;or(b)grantleavetotheaggrieved


womanuptoaperiodofthreemonths;or(c)grantsuchotherrelieftotheaggrievedwomanasmaybeprescribed.

• Sub-section (2)The leave granted to the aggrievedwoman under thesectionshallbeinadditiontotheleaveshewouldbeotherwiseentitled.

• Sub-section (3) On the recommendation of the internal complaintcommittee,theemployershallimplementtherecommendationsandsendthereportofsuchimplementationtothecommittee.

Inquiry report and making final recommendations:Section13and14oftheActoutlinestheprocedureofsubmittingtheenquiryreportandmakingfinalrecommendations.

1) Section 13(2) outlinestheinternalcomplaintcommittee,uponcompletionofenquiryundertheAct,shallprovideareportwithin10days,totheemployer.Thisreportwillalsobemadeavailabletotheparties.

2) Section 13(1)describesthatwheretheinternalcommitteearrivesattheconclusion that the allegation against the respondent has not been proved,it shall recommend to the employer that no action is required to be takenin thematter.However,where the internal complaint committee arrives ata conclusion that the allegation against the respondent has been proved, itshallrecommendtotheemployerto(1)takeactionforsexualharassmentasamisconductinaccordancewiththeprovisionsoftheservicerulesapplicableto therespondent;or(2) todeduct,notwithstandinganythingin theservicerulesapplicabletotherespondent,fromthesalaryorwagesoftherespondentsuchsumasitmayconsiderappropriatetobepaidtotheaggrievedwomanortotheirlegalheirs[Section13(3)].

Punishment

Punishment for false or malicious complaint and false evidence:Section14(1)describes the actions to be taken if the complaint is found false/malicious.Itsays,wheretheinternalcomplaintcommitteearrivesataconclusionthatthe allegation against the respondent ismalicious or the aggrievedwomanoranyotherpersonmakingthecomplainthasmadethecomplaintknowingittobefalse,orhasproducedanyforgedormisleadingdocument,itmayberecommendedtotheemployertotakeactionagainstthewomanorthepersonwhohasmade thecomplaint, inaccordance to theservicerulesapplicable.Similarly, if the internal complaint committee arrives at a conclusion thatduring the enquiry any witness has given false evidence or produced anyforged ormisleading document, itmay be recommended to the employer

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ofthewitnesstotakeactioninaccordancewiththeprovisionsoftheservicerulesapplicable,orwherenosuchservicerulesexist,theninsuchmannerasmaybeprescribed.

DeterminationDetermination of compensation:Section15oftheActdescribestheprocessof determining the compensation to be paid to an aggrieved woman. Itsaysthatforthepurposeofdeterminingofsumstobepaidtotheaggrievedwoman,theinternalcomplaintcommitteeshallhaveregardto(a)thementaltrauma,pain,sufferingandemotionaldistresscausedtotheaggrievedwoman; (b)thelossinthecareeropportunityduetotheincidentofsexualharassment; (c) medical expenses incurred by the victim for physical or psychiatrictreatment;(d)theincomeandfinalstatusoftherespondent,and(e)feasibilityofsuchtreatmentinlumpsumorininstallments.Duties of EmployerSection 19 (duties of employer)–Everyemployershall-a)Provideasafeworkingenvironmentattheworkplacewhichshallincludesafetyfromthepersonscomingintocontactattheworkplace.b)Displayatanyconspicuousplaceintheworkplace,penalconsequencesofsexualharassment;andtheorderconstitutingthe internalCommitteeundersub-section(1)ofsection4;c) Organize workshop and awareness programmes at regular intervals forsensitizing the employees with the provision of the Act and orientationprogram programmes for the members of the Internal Committee in themannerasprescribed;d)ProvidenecessaryfacilitiestotheInternalCommitteefordealingwiththecomplaintandconductingtheinquiry;e)Assist insecuring theattendanceofrespondentandwitnessesbefore theInternalCommittee;f)MakeavailablesuchinformationtotheInternalCommitteeasitmayrequirehavingregardtothecomplaintmadeundersub-section(1)ofsection9;g)Provideassistancetothewomanifshesochoosestofileacomplaint inrelation to theoffenceunder thePenalCodeor anyother law for the timebeinginforce;h)Causetoinitiateaction,undertheIndianPenalCodeoranyotherlawforthetimebeinginforce,againsttheperpetrator,oriftheaggrievedwomansodesires,wheretheperpetratorisnotanemployee,intheworkplaceatwhich


theincidentofsexualharassmenttookplace;i)Treatsexualharassmentasamisconductundertheservicerulesandinitiateactionforsuchmisconduct;j)MonitorthetimelysubmissionofreportsbyInternalCommittee.Sub-section (1) of Section 21 (Committee to submit annual report) – TheInternalCommitteeshallineachcalendaryearprepares,insuchformandatsuchtime,anannualreportandsubmitthesametotheemployerSection22(employertoincludeinformationinannualreport)–Theemployershallincludeinitsreportthenumberofcasesfiled,ifany,andtheirdisposalunderthisAct,intheannualreportofhisorganisation.

PenaltiesPenalty for publication or making known contents of complaint and enquiry process: The law, underSection 16, prohibits the employee frompublishing, communicating or making known to the public, press, media,any information relating to thecomplaint,detailsof theaggrievedwoman,respondentandthewitness.Ifitisfoundthatapersonentrustedwiththedutytodealwiththecomplaint,enquiryoranyrecommendationsoractiontobetakenundertheprovisionsoftheAct,contravenestheprovisionsofSection16, he shall be liable for penalty in accordancewith the provisions of theservice rules applicable to the said person, orwhere no such service rulesexist,insuchmannerasmaybeprescribed(Section17).

Penalty for non-compliance with provision of the Act:Section26of theAct describes penalties for non-compliancewith provisions of theAct andrepetitionofthenon-compliance.Section 26(1)clearlystatesthatiftheemployerfailsto–(a)constituteinternalcompliantcommitteeundersub-Section(1)ofSection4;or(b)takeactionasrequired under section 13, 14 and 22; and (c) contravenes or attempts tocontraveneorabetscontraventionofotherprovisionsofthisActoranyrulesmadethereunder,she/heshallbepunishablewithfinewhichmayextendtofiftythousandrupees(INR50,000).Section 26(2) states that if any employer, after having been previouslyconvicted of an offence punishable under thisAct, subsequently commitsand is convicted of the same offence, she/he shall be liable to - (a) twicethe punishment, which might have been imposed on a first conviction,subjecttothepunishmentbeingmaximumprovidedforthesameoffence;or (b)cancellationofher/hislicense,orwithdrawal,ornon-renewal,orapproval,or cancellationof registration, as the casemaybe, by theGovernments or

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localauthorityrequiredforcarryingonthisbusinessactivity.DepartmentofSocialJusticeandEmpowerment,issuedfollowingrecommen-dations,inordertoaddressdiscriminationandviolenceagainsttransgendercommunity,inworkplaces: a)The private sector needs to sensitize employers and employees on issuesoftransgenderpersons. b)Anti-discrimination policies must be instituted and meaningfully appliedtotheprocessesofhiring,retention,promotion,andemployee benefits. c)Workplace sexual harassment policies should bemade transgender inclusive.


SECTION - 4

How To Stop Sexual Harassment At The Workplace: Guide For Employers

Sexualharassmentneedsunderstanding,assessment, sensitivityandcommit-ment from all quarters butmost importantly from the seniormanagement. Astrongwillatthetopandaseriesofwellthoughtoutpreventiveandcurativemeasures,cantogetherensuresexualharassmentfreeworkplaceenvironment.Givenbelowalistofrecommendedmeasuresforemployerstoexpresstheircommitmenttoendworkplacesexualharassmentandcreateaconduciveworkenvironmentforemployees:

1. Employers should recognize the following

• First and foremost, acknowledge that it is our legal aswell asmoral responsibilitytoprovideasexualharassmentfreeworkplaceenvironment foremployees

• Understand that sexual harassment can devastate health, confidence moraleandperformanceofvictim.Impactofsexualharassmentcanalso hitorganization’sperformanceas theanxietyandstressproduceby it leadsthevictimtotaketimeoffworkduetosickness,reducesefficiency, orforcesthevictimtoleavejob

• Understand the reasons why the victim remain silent about sexual harassment. An absence of complaints does not necessarily mean anabsenceofsexualharassment.Itmaymeanthatthevictimsofsexual harassmentbelievethatthereisnopointincomplainingbecause:

• Nothingwillbedoneaboutit

• Itwillbetrivialized

• Thecomplainantwillbesubjecttoridicule

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• Thefearreprisals.

2. Adopt a sexual harassment policy

An effectivemeasure to prevent sexual harassment at the workplace is toadoptacomprehensivesexualharassmentpolicy.Theaimis toensure thatsexualharassmentdoesnotoccur; and if it occurs, adequateprocedurearereadilyavailabletodealwithproblemandpreventitsoccurrence.

Thepolicyshouldinclude–

i) Anexpresscommitmenttoeradicateandpreventsexualharassment

ii) Adetaileddefinitionofsexualharassmentattheworkplace.

Scope of the policy

i) Anexplanationofpenalties

ii) Adetailedoutlineoftheprocedureemployeesshoulduseinthecaseof sexualharassmentcomplaint

iii) A clear statement that anyone found guilty of harassment after investigation,willbesubjecttoimmediateandappropriatedisciplinary action

iv) Aclearstatementandstrictrulesregardingharassmentoforbythird partieslikeclients,customersetc.

v) Additional resource or contact persons available for support or consultation

vi) An anti-retaliation policy providing protection against retaliation to complaints, witnesses, complaint committee members and other employeesinvolvedinpreventionandcomplaintsresolution.

3. Communicate the policy and other relevant information

Section 19(b) of Sexual Harassment ofWomen atWorkplace (Prevention,Prohibition andRedressal)Act, 2013, requires the employer to display thepenalconsequencesofsexualharassmentataconspicuousplaceinworkplace.ThereforedisplaytheSexualHarassmentPolicyattheBulletinBoard.

4. Constitute the internal complaint committee

Section4(b)oftheSexualHarassmentofWomenatWorkplace(Prevention,


ProhibitionandRedressal)Act,2013,makesitmandatoryforeveryemployerhaving10andmoreemployeestoconstituteaninternalcomplaintcommitteetodealwithcasesofsexualharassment.

Theemployerneedstoputdownclearly,certain“non-negotiable”forthecomplaintcommitteeforeffectiveresolutionofcomplaints.Givenbelowaredo’sanddon’ts:

Do’s

i) Formulize andpublicist complaint procedures that are easy andnon- threatening.

ii) Treatthecomplaintwithrespect.

iii) Appointcomplaintsofficer–onemanandonewomen-toserveasthe firstpointofcontact.

iv) Mostsexualcrimesarecommittedinprivate,therefore,theremaynot beanyeyewitnesses.

v) Helpthecomplainanttoregainher/hisselfrespect.

vi) Always document the results of any sexual harassment complaint or investigation.

Don’ts

i) Donotinsistsondetaileddescriptionofharassment.

ii) Do not allow for interruptions when talking to complainant and/or accused.

iii) Donottryanddeterminetheimpactoftheharassmentonthecomplainant.

iv) Donotdiscussthecomplaintamongthepresenceofthecomplainantor theaccused.

5. Establish complaints channels

Employees need to be provided different routes to approach the internalcomplaintcommitteeandfilecomplaints.

Informalmethodsofresolvingcomplaintsmustbepartofthecomplaintsmechanism asmany complaints can be resolved effectively and positivelythroughinformalmethods.

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6. Workshop/Awareness programme/Training

Section19(c)oftheSexualHarassmentofWomenatWorkplace(Prevention,Prohibition and Redressal) Act, 2013, require the employer to organizeworkshops and awareness generation programmes at regular intervals forsanitizingtheemployeeswiththeprovisionsoftheAct.

7. Establish sensing mechanism

Settingupamechanismdoesnotmeanthatthereissexualharassmentinyourworkplace.Preventionisalwaysbetterthancure,andbeingpro-activealwayshelps.Alongwithperformance,changeinemployees’behaviourpatternsalsodeservesemployer’sclosescrutiny.

8. Support internal complaint committee (ICC) in enquiry process

Themost comprehensive sexual policies and procedures are bound to failifacompanydoesnotenforcethemquickly,consistently,andaggressively.Therefore section 19(d), (e) and (g) require the employer to provide allnecessarysupporttotheICCfordealingwiththecomplaintandconductinganunbiasedenquiry.

9. Encourage employees and trade unions

Speak out :Speakingoutaboutsexualharassmentisaneffectivetooltocombatit.Whilespeakingabout it, theproblembecomesvisible, isacknowledged,andpushes themanagement to takeeffectivemeasuresagainst it.Speakingaboutsexualharassmentalsohelpsinchangingtheattitudesofpeopletowardstheissue.

Keep records:Keeptrackofwhathappensinadiaryandkeepanylettersornotesorotherdocumentsyoureceive.Writedownthedates, times,places,andanaccountsofwhathappened.Writedownthenamesofthewitnesses.

Be aware of situations and people who may harm you:Don’tignoreother’swarnings about particular employee or social settings.Acknowledge theirconcernforyouandforthemselves.

The employer should also encourage the trade union to –

• Helpemployeestorealizethatsexualharassmentisamajorproblemwhich cannotbesimplyignored.

• Trytoinformallyresolvethecomplaintfirstbytalkingtotheharasser.


Ifthatisineffective,helpthevictimtofileacomplaintwiththeappropriate authority

• Educatethemembersabouttheissue

• Determinetheextentoftheproblemintheworkplace.Asurveyofthe membersmaybeuseful

• Workwithemployerstojointlyconducttrainingprogramme

• Trytostopanyharassmenttheyobserve,whetherornotthevictimhas complained

• Disclose information only to the extent necessary to protect the confidentialityofallwhoareinvolved.


Annexure–1


Model Policy on Preventing Sexual Harassment at the Workplace

PreambleM/sEEPC INDIA is committed to create aworkplace environment for itsemployeeswhichisfreefromanyformofsexualharassment.Theorganisationbelievesthatsexualharassmentdoesnotonlyinfringesthevictim’sfundamentalrighttogenderequality(Article14)andtherighttolifeandlivewithdignity(Article21),butalsotransgressestheirrighttopracticeanyprofession,ortocarryanyoccupation/trade/business[Article19(1)(g)].TheSupremeCourtofIndiaalsoidentifiessexualharassmentasaviolationoffundamentalrightsofthevictim(Vishaka&othersvs.theStateofRajasthan&otherscase).ItisalsocondemnedasaformofHumanRightsviolation.Itistherefore,expectedthatallemployees(includingvendorsandclients)areawarethatM/sEEPCINDIAwillnottolerateanysuchbehaviour/actionthat promotes, directly or by implication, sexual harassment atworkplace.Suchbehaviour/actwillbedeemedtobeabreachoftermsofemployment,andacriminaloffence.Inordertoreiterateitscommitmenttowardscreatingasexualharassmentfreeworkplaceenvironment,andfollowingtheenactmentofSexualHarassmentofWomenatWorkplace(Prevention,ProhibitionandRedressal)Act,2013,M/sEEPCINDIAisgoingtoadoptthispolicywhichseekstoencourageallemployeestoexpressfreely,responsiblyandinanyotherorderlyway,theiropinionsandfeelingsaboutanyproblemorcomplaintofsexualharassment.It prohibits retaliation against persons who file a complaint or provideinformationaboutsexualharassment.Anyactofreprisal,includinginternalinterference,coercion,andrestraint,byanemployee,violatesthispolicyandwillresultinappropriatedisciplinaryactions.

Objectives Thepolicyisdirectedtoensurezerotolerancetowardsanybehaviour/conductofasexualnaturebyanemployeeorstakeholder thatdirectlyor indirectlyharass,disruptsorinterferewithanother’sworkperformance,orthatcreatesanintimidating,offensive,orhostileenvironment.Keyobjectiveofthepolicyinclude: • Toraiseawarenessaboutsexualharassmentinvariousforms • Toevolveawelldefinedmechanismforprohibition,preventionand

redressalofsexualharassmentcases.

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Scope and Commencement The rules and regulations outlined in this policy shall be applicable to allcomplaintsofsexualharassmentmade:

•ByanemployeeofEEPCINDIAagainstanyotheremployeeorclient/vendoretc.oftheorganisation•ByanoutsideragainstanemployeeofEEPCINDIA.

Thepolicywillcomeintoeffectimmediately.

Complaint Committee Inorder toprovide employeeswith amechanism to report casesof sexualharassment,theorganisationhasconstitutedaninternalcomplaintcommittee(ICC)withatleasthalfofthemembersbeingFemalemembers.Ithastakentheprocessofnominationandobtainingconsentinappointmentofcommitteememberstoensuretransparencyandfairnessinconstitutionofthecommittee.

Theinternalcomplaintcommitteemaybesubjecttochangeinmembership,dependingonsituation,fromtimetotime.Theexistingcommitteeisheadedby a Chairperson who is independent and an outsider. The committee isdisplayedinthenoticeboardofallofficesoftheCouncil.

Members aredrawn fromdifferent locationsof theCouncil.Further, asalsorequiredbylaw,inordertopreventthepossibilityofanyunduepressureorinfluence,suchPanel/complaintscommitteealsoinvolvesathirdpartywhoisfamiliarwiththeissueofsexualharassment.

Grievance Procedure a) Any employee (complainant) may lodge a complaint of sexual

harassment(complaint)againstanemployee/thirdparty(“Accused”)orviceversa,withanyofthemembersofthePanelattheearliestpointof time and in any case preferablywithin 15 days from the date ofoccurrence of the alleged incident. If the complainant feels that she/hecannotdiscloseher/hisidentityforanyparticularreasonswiththePanelmembers,she/headdressesthecomplainttotheChairperson.

b) Suchacomplaintmaybewrittenororal.c) If the complaint is oral, the same shall be put in writing by the

complainantandshallbesignedoneverypage,atthefootofthepage,bythecomplainant.

d) The complaint committee shall hold ameetingwith the complainantlatestwithinaperiodof7(seven)dayswithinthereceiptofthecomplaintandadvanceintimationwillbegiventothecomplainantofthesame.

e) Atthefirstmeetingofthecomplaintcommittee,thecomplainantshall


beheardandher/hisstatementisrecorded(statementofallegation).Thecomplainant can produce collaborative material with a documentaryoralmaterial,etc.,tosubstantiateher/hiscomplaint.

f) Thereafter, the accusedwill be called to ameetingby the complaintcommitteeandwillbe informedof thecomplaintandanopportunitywill be given to the accused to give an explanation. Thereafter, an“Enquiry”shallbeconducted.

g) In the event the complaintdoesnot fall under thepurviewof sexualharassment/thecomplaintonthefaceofitdoesnotdiscloseanoffenceofsexualharassment,thecomplaintcommitteemaydropthecomplaintafterrecordingthereason(s)thereof.

h) Incasethecomplaintregisteredbythecomplainantisfoundtobefalseatanystage,thecomplainantshallbeliableforappropriateactionaspertheservicerulesoftheCouncil.

i) IncasethecomplaintisagainstanymemberofthePanel,suchmembershallnotbeallowedtobepartoftheenquirycommittee.

Procedure for Enquirya) Thecomplaintcommitteeshallimmediatelyproceedwiththeenquiryand

communicatethesametothecomplainantandtheaccused.Thecomplaintcommitteeshallrecordalltheproceedingsoftheenquiryandallpartiespresentatanyofthecommunicationmeetings,shallendorsethesameintokenofauthenticitythereof.

b)Thecomplaintcommitteeshallhandoverthestatementofallegationtotheaccusedandgiveanopportunitytotheaccusedtosubmitawrittenexplanationifshe/hesodesireswithin15daysofreceiptofthesame.

c) Thecomplainantshallbeprovidedwithacopyofthewrittenexplanationsubmittedbytheaccused.

d) Ifthecomplainantortheaccuseddesiresanywitness(es)tobecalled,theyshallcommunicateinwritingtothecomplaintcommitteethenamesofthewitness(es)whomtheysupposetocall.

e) If the complainantdesires to tender anydocumentbywayof evidencebeforethecomplaintcommittee,she/heshallsupplytruecopiesofsuchdocumentstothecomplaintcommittee.Similarly,iftheaccuseddesirestotenderanydocumentsinevidencebeforethecomplaintcommitteeshe/heshallproducetruecopiesofsuchdocumentstothecomplaintcommitteeandwillaffixher/hissignatureonthesametocertifyitastruecopy.

f) Thecommitteewillcalluponallwitnessesmentionedbyboththeparties.

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g)The complaint committeewill provide every reasonable opportunity tothecomplainantandtheaccused,forputtingforwardanddefendingtheirrespectivecase.

h)Thecomplaintcommitteeshallcompletethe“Enquiry”assoonaspossibleandcommunicateitsfindingsandrecommendationsfordisciplinaryactiontotheappointingauthority.

i) TheChairpersonwilldirectthePersonnel&AdministrationDepartmentto take action in accordance to the recommendations proposed by thecomplaintcommittee.

j) The complaint committee shall be governed by such rules as may beframed by theCouncil from time to time, taking into account the bestpracticefromIndiaandabroad.

Protection Against VictimizationThe victim of sexual harassment has the option to seek transfer of theperpetratorORher/hisowntransfer.

Obligation of the ManagementTheManagementoftheCouncilshallprovideallnecessaryassistanceforthepurposeofensuringfull,effectiveandspeedyimplementationofthispolicy.

Third Party Harassment Wheresexualharassmentoccursasaresultofanactoromissionbyanythirdpartyoroutsider,theCouncilshalltakeallstepsnecessaryandreasonabletoassistaffectedpersonintermsofsupportandpreventiveaction.


Annual Report ThecomplaintcommitteeshallprepareanAnnualReportat theendof thefinancial year of theCouncil, giving a full account of the activities duringthepreviousyearandforwardacopythereof,totheChairpersonwhoshalldirectitsPersonnel&AdministrationDepartmenttoforwardthesametotheMinistryofHRD.

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