19 May 2018
In the last 48 hours, The Viral Fever (TVF) sexual harassment controversy has managed to create a huge public brouhaha of the importance of the Act*.
Its one of the most important legislations for women and I cannot stress on its importance enough at any workplace. But it takes a controversial example to curtail the rest. In the wake of all the confusion, lets take a quick insight at how exactly can start-ups, small businesses implement the Act* at their workplaces.
The Sexual Harassment Of Women At Workplace (Prevention, Prohibition And Redressal) Act, 2013 read with The Sexual Harassment Of Women At Workplace (Prevention, Prohibition And Redressal) Rules, 2013.
Any employer of any public, private establishment. Any and all private and public institutions, organization, establishment so on and so forth. In essence, if you have any contractual obligation towards your employees, you come under the ambit of the Act.
These members shall be nominated by the employer. One-half of total members should be women.
Yes, if you have more than 10 employees.
The victim can complain to the Local Complaints Committee formed by the Government pursuant to the Act. Any complaint against the employer himself can be take to the Local Complaints Committee.
Contravention and non-compliance on part of the employer shall be punishable with fine, which may extend to fifty thousand rupees.
Any woman can make a complaint to the Internal Complaints Committee or the Local Complaints Committee in the absence of it within 3 months of the incident. This right is also extended to her legal heirs or any person as prescribed.
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