GUIDELINES ON SEXUAL HARASSMENT AT WORKPLACE BY SUPREME COURT Dated 13th August 1997 (PART II)

Date:- 22-12-2015

NOT TO WORRY ABOUT SEXUAL HARASSMENT AT WORKPLACE (PART II) FOLLOWED BY GUIDELINES

NOTE:- I have prepared this article for public to understand to to make them aware for the crime Sexual Harassment at Workplace and its related laws. This document is prepared in a generic aspect for basic understanding about the law against sexual harassment in India. The facts mentioned herein may vary from case to case and time to time. Please consult or take a proper guidance for Right Information.

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What is Sexual Harassment ???

Sexual harassment can be defined as acts such as unwelcome sexual gesture or behavior whether directly or indirectly, sexually colored remarks, physical contact and advances showing pornography ,a demand or request for sexual favors, any other unwelcome physical, verbal / non-verbal conduct being sexual in nature and Passing sexually offensive and unacceptable remarks.

Following are the facts of the case and the guidelines given by the supreme court to prevent Sexual Harassment at Workplace:-

                                   Vishaka and others 

                                            versus 

                                State of Rajasthan and others 

                                                                                       Dated 13 August 1997.

Citation for Judgement :- (1997) 6 SCC 241, AIR 1997 SC 3011,

1) Facts of the Case

The litigation resulted from a brutal gang rape of publicly employed social worker in a village in Rajasthan during the course of her employment. The petitioners bringing the action were various social activists and non-governmental organisations.  The  primary basis  of  bringing  such  an  action  to  the  Supreme  Court  in  India  was  to  find  suitable methods for the realisation of the true concept of “gender equality” in the workplace for women. In turn, the prevention of sexual harassment of women would be addressed by applying the judicial process.

Under Article 32 of the Indian Constitution, an action was filed in order to establish the enforcement  of  the  fundamental  rights  relating  to  the  women  in  the  workplace. In particular it sought to establish the enforcement of Articles 14, 15, 19(1)(g) and 21 of the Constitution of India and Articles 11 and 24 of the Convention on the Elimination of All Forms of Discrimination against Women.

2) Law

Constitution of India

• Article 14 (the right to equality)

• Article 15 (the right to non-discrimination)

• Article 19(1)(g) (the right to practise one’s profession)

• Article 21 (the right to life)

Convention on the Elimination of All Forms of Discrimination against Women (CEDAW)

• Article 11 ([State] takes all appropriate measures to eliminate discrimination against women in the field of employment)

•  Article  24  ([State  shall]  undertake  to  adopt  all  necessary  measures  at  the national level aimed at achieving the full realization).

3) Decision

In disposing of the writ petition with directions, it was held that:

“The  fundamental  right  to  carry  on  any  occupation,  trade  or  profession  depends  on  the availability of a ‘safe’ working environment. The right to life means life with dignity. The primary  responsibility  for  ensuring  such  safety  and dignity  through  suitable  legislation, and  the  creation  of  a  mechanism  for  its  enforcement,  belongs  to  the  legislature  and  the executive. When, however, instances of sexual harassment resulting in violations of Arts 14, 19 and 21 are brought under Art 32, effective redress requires that some guidelines for the protection of these rights should be laid down to fill the legislative vacuum.

In light of these deliberations, the Court outlined guidelines which were to be observed in  order  to  enforce  the  rights  of  gender  equality  and  to  prevent  discrimination  for women in the workplace.

The GUIDELINES and NORMS prescribed herein are as under:-

HAVING REGARD to the definition of 'human rights' in Section 2(d) of the Protection of Human Rights Act, 1993, TAKING NOTE of the fact that the present civil and penal laws in India do not adequately provide for specific protection of women from sexual harassment in work places and that enactment of such legislation will take considerable time, It is necessary and expedient for employers in work places as well as other responsible persons or institutions to observe certain guidelines to ensure the prevention of sexual harassment of women:

1. Duty of the Employer or other responsible persons in work places and other institutions:

It shall be the duty of the employer or other responsible persons in work places or other institutions to prevent or deter the commission of acts of sexual harassment and to provide the procedures for the resolution, settlement or prosecution of acts of sexual harassment by taking all steps required.

 2.     Definition:

For this purpose, sexual harassment includes such unwelcome sexually determined behaviour (whether directly or by 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 of these acts is committed in circumstances where under the victim of such conduct has a reasonable apprehension that in relation to the victim's employment or work whether she is drawing salary, or honorarium or voluntary, whether in government, public or private enterprise such conduct can be humiliating and may constitute a health and safety problem. It is discriminatory for instance when the woman has reasonable grounds to believe that her objection would disadvantage her in connection with her employment or work including recruiting or promotion or when it creates a hostile work environment. Adverse consequences might be visited if the victim does not consent to the conduct in question or raises any objection thereto.

3. Preventive Steps:

All employers or persons in charge of work place whether in the public or private sector should take appropriate steps to prevent sexual harassment. Without prejudice to the generality of this obligation they should take the following steps:

(a) Express prohibition of sexual harassment as defined above at the work place should be notified, published and circulated in appropriate ways.

(b) The Rules/Regulations of Government and Public Sector bodies relating to conduct and discipline should include rules/regulations prohibiting sexual harassment and provide for appropriate penalties in such rules against the offender.

(c) As regards private employers steps should be taken to include the aforesaid prohibitions in the standing orders under the Industrial Employment (Standing Orders) Act, 1946.

(d) Appropriate work conditions should be provided in respect of work, leisure, health and hygiene to further ensure that there is no hostile environment towards women at work places and no employee woman should have reasonable grounds to believe that she is disadvantaged in connection with her employment.

4. Criminal Proceedings:

Where such conduct amounts to a specific offence under the Indian Penal Code or under any other law the employer shall initiate appropriate action in accordance with law by making a complaint with the appropriate authority. In particular, it should ensure that victims, or witnesses are not victimized or discriminated against while dealing with complaints of sexual harassment. The victims of sexual harassment should have the option to seek transfer of the perpetrator or their own transfer.

5. Disciplinary Action:

Where such conduct amounts to mis-conduct in employment as defined by the relevant service rules, appropriate disciplinary action should be initiated by the employer in accordance with those rules.

6. Complaint Mechanism:

Whether or not such conduct constitutes an offence under law or a breach of the service rules, an appropriate complaint mechanism should be created in the employer's organization for redress of the complaint made by the victim. Such complaint mechanism should ensure time bound treatment of complaints.

7. Complaints Committee:

The complaint mechanism, referred to in (6) above, should be adequate to provide, where necessary, a Complaints Committee, a special counsellor or other support service, including the maintenance of confidentiality. The Complaints Committee should be headed by a woman and not less than half of its member should be women. Further, to prevent the possibility of any under pressure or influence from senior levels, such Complaints Committee should involve a third party, either NGO or other body who is familiar with the issue of sexual harassment.

The Complaints Committee must make an annual report to the government department concerned of the complaints and action taken by them. The employers and person in charge will also report on  the compliance with the aforesaid guidelines including on the reports of the Complaints Committee to the Government department.

8. Workers' Initiative:

Employees should be allowed to raise issues of sexual harassment at workers meeting and in other appropriate forum and it should be affirmatively discussed in Employer-Employee Meetings.

9. Awareness:

Awareness of the rights of female employees in this regard should be created in particular by prominently notifying the guidelines (and appropriate legislation when enacted on the subject) in suitable manner.

10. Where sexual harassment occurs as a result of an act or omission by any third party or outsider. The employer and person in charge will take all steps necessary and reasonable to assist the affected person in terms of support and preventive action.

11. The Central/State Governments are requested to consider adopting suitable measures including legislation to ensure that the guidelines laid down by this order are also observed by the employers in Private Sector.

12. These guidelines will not prejudice any rights available under the Protection of Human Rights Act, 1993.

Accordingly, we direct that the above guidelines and norms would be strictly observed in all work places for the preservation and enforcement of the right to gender equality of the working women.

These directions would be binding and enforceable in law under Article 141 of the Constitution of India until suitable legislation is enacted to occupy the field. 

Now there is a suitable legislation and act was formed by the government in 2013 which includes all above given guidelines in depth which have effect on this act.

Please Refer:-         

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

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        Stay tuned for Next Legal update followed by the Images on Sexual Harassment at Workplace. (PART III)