With Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, in place, men may well mind their words when they work together with women colleagues.
According to Rajen Mehrotra, Industrial Relations Institute of India president, men need to be extra cautious and more so, mind their language as the Act ascertain zero tolerance towards sexual harassment.
For the law defines “sexual harassment” as “unwelcome acts like making sexually coloured remarks, physical advances and contacts or demand or request for sexual favours, which cause distress.”
In favor of, even appreciating one’s colleague with an innocuous “you’re beautiful” or complimentary her sartorial sense “your dress is nice” may land them in one big trouble.
On the other hand, sexual harassment should not be mystified with friendly behaviour or more intimate exchanges, if mutually accepted.
Recently, Karnataka Employers’ Association, conducted a workshop which dealt with workplace issues, their implications and redress mechanism.
As the scenario is changing, increasing number of women joining the workforce, an over-ambitious generation and fast-eroding human values have made it crucial to conduct workshops to educate men and women about safer workplaces.
According to Deputy Labour Commissioner G Manjunath, “Perhaps, the Act will redefine the way we live and work and compel us to change our lifestyle. There is no place for arrogance. The Act is harsh.”
It is de rigueur for all organisations to set up an Internal Complaints Committee (ICC).
B C Prabhakar, Karnataka Employers’ Association President, said” non-compliance with the provisions of the Act is punishable with a fine of up to Rs 50,000. Repeated violations may lead to higher penalties and cancellation of licence to conduct business.”
An aggrieved woman, her relative, friend, co-worker or witness can lodge a complaint on her behalf, provided she gives a written consent.
The aggrieved woman has to be paid a compensation for the suffering she underwent and the amount will be deducted from the respondent’s (accused) salary.
Punishments include apology, warning, censure, undergoing counseling, withholding increments or promotion or doing community service.
“The Act is still in the nascent stage. Several hurdles will crop up in implementing some of the provisions. Probably, the judiciary will have to step in again and provide more teeth to the law for its implementation in toto,” added Manjunath