#India – Download the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act #Vaw

Ink pink... Bullies stink!


The New Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act   came into effect on April 23, 2013.


Under the Act, employers’ organisations must have mechanisms to address complaints of sexual harassment, and deal with such complaints within 90 days. Non-compliance of the law is punishable by a fine, and repeated non-compliance can lead to higher penalties and cancellation of the employer’s licence to conduct business.


The law comes 15 years after the Supreme Court’s historic Vishakha judgment in 1997.


The Vishakha judgment was incorporated into the Central Civil Services(Conduct) Rules, 1964 and the The Industrial Employment (Standing Orders) Rules, following the 1999 order on the Medha Kotwal case.


Download the Act here




#India – Sexual Harassment at Workplace Bill becomes Law #Vaw #Womenrights

26 Apr 2013, 01:44 PM
Law to curb sexual harassment at work

Law to curb sexual harassment at work


New Delhi: President Pranab Mukherjee has given his assent to a bill under which cases of sexual harassment at workplace, including against domestic help, will have to be disposed of by in-house committees within 90 days failing which a penalty will be imposed.

Repeated non-compliance of the provisions of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Law, can lead to higher penalties and even cancellation of licence or registration to conduct business.

The bill was cleared by Parliament in February this year.

The new law brings in its ambit even domestic workers and agriculture labour, both organized and unorganized sectors.

As per the act, sexual harassment includes any one or more of unwelcome acts or behaviour like physical contact and advances, a demand or request for sexual favours or making sexually coloured remarks or showing pornography.

Non-compliance with the provisions of the act shall be punishable with a fine of up to Rs 50,000. It has also provisions for safeguard against false or malicious charges.

A Parliamentary Standing Committee, which had examined the bill, had held the firm view that preventive aspects reflected in it has to be strictly in line with the Supreme Court guidelines in the 1997 Vishaka case.

The Apex Court‘s judgement in the case not only defines sexual harassment at workplace but also lays down guidelines for its prevention and disciplinary action


IMMEDIATE RELEASE- Eclipsing Women’s Rights: Sexual Harassment at Sun TV # Vaw

PRESS STATEMENT: 28 March 2013

NWMI demands immediate reinstatement of Woman Journalist

The Network of Women in Media, India, an independent forum of media
professionals across the country condemns the continued victimisation of a
complainant of sexual harassment, and demands her immediate reinstatement.
We also demand an independent inquiry into the case and the setting up -as
required by law- of formal mechanisms to redress sexual harassment at the
Chennai-based Sun TV.

The Background
S. Akila joined Sun TV Chennai in December 2011 as a news anchor/news
producer. Ever since she joined, V. Raja, the Chief Editor and Vetrivendhan,
the Reporters’ Co-ordinator indicated that the confirmation of her job and
subsequent pay rise depended on the ‘compromises’ she was willing to make.
This was apparently not the first time they had made such demands, but due
to the hostile and intimidating atmosphere at the office, few women had been
able to resist. As a result of her refusal to concede to their demands of
sexual favours in return for job security and pay hikes, her confirmation
remained pending even after completing the six-month probationary period.

Meanwhile, in November 2012, Ms Akila’s Diwali bonus was withheld. When she
raised the issue with Mr Raja, he asked her to get in touch with him over
the phone after reaching home. Upon phoning him, he told her that she had
been confirmed and that she should “take care of him” for the favour. Ms
Akila terminated the call, but managed to record the conversation.

When Mr Raja realised that she was not coming around, he kept harassing her
in different ways, including verbally abusing her in front of her
colleagues. On January 21st, he summoned her to his cabin and threatened her
with dire consequences if she went public with a complaint of harassment.
Soon thereafter, in contravention of the norm of assigning shifts, he put
her on morning shifts for several weeks, which required her to leave her
residence at 3.30 am in order to be at office at 5 am, since the office did
not arrange for morning pick-up. Questioning the unusual assigning of a
continuous morning shift, she confronted Mr Raja on February 26th. He
informed her that she was continuously on the gruelling morning shift
because she was not “adjusting” to him. After serving the morning shift for
another few weeks while struggling with domestic responsibilities, things
became unbearable. Ms Akila then approached the police on March 19th and
filed a complaint of sexual harassment. On the same day, Mr Raja was
arrested under Section 4 of the Tamil Nadu Prohibition of Harassment of
Women Act. Two days later, Mr Vetrivendhan was also arrested on the same

Continued Harassment
However, the arrest of the harassers was only a continuation of the
nightmare. Soon after Mr. Raja’s arrest, Ms Akila received an anonymous
phone call by someone threatening to kill her. In a move to isolate her at
the workplace, her friend Mr Kannan who was aware of the harassment and was
supportive of her, was suspended on grounds of a complaint filed by
colleagues who refused to work with him or Ms Akila. When Ms Akila reported
to the office on March 25th, she was not assigned any work. As per schedule,
she was to anchor the 12.00 noon news bulletin, but she was not allowed to
go on air. In a complete travesty of justice, on March 26th, Mr Raja who was
by then out on bail, joined work, and the next day, Ms Akila was handed a
suspension order. Thus, a woman who resisted sexual harassment and stood up
to demands for sexual favours has been further victimised.

It must be noted that there is no redressal mechanism at Sun TV for
complaints of sexual harassment. This is in contempt of the Guidelines
issued in 1997 by the Honourable Supreme Court in the Vishakha case, which
places an obligation on every establishment in the country to ensure the
rights of women workers by creating a conducive workplace free from sexual
harassment. These principles of gender equity and labour rights are also
enshrined in the Sexual Harassment of Women at Workplace (Prevention,
Prohibition and Redressal) Bill, 2012 which was passed by both houses of
Parliament and is only awaiting the President’s assent.

Our demands:
1) Immediate reinstatement of S. Akila
2) Payment of damages for mental trauma
3) Immediate suspension of V. Raja pending an independent inquiry as
well as the police investigation into the case
4) Independent inquiry into the case, by a team that includes
independent, third-party lawyers, journalists and women’s rights activists
5) As a longer-term measure, setting up of an Internal Complaints
Committee as per the Vishaka Guidelines.
6) Establishment of Complaints Committees in all media houses as per
the Vishakha Guidelines and the new law once it comes into force.
The Network of Women in Media, Working Council

1. Ammu Joseph, Bangalore
2. Kalpana Sharma, Mumbai
3. Laxmi Murthy, Bangalore
4. Rajashri Dasgupta, Kolkata
5. Sandhya Taksale, Pune
6. Sameera Khan, Mumbai
7. Ranjita Biswas, Kolkata
8. Malti Mehta, Ahmedabad
9. K.A. Beena, Thiruvananthapuram
10. Sonal Kellogg, Delhi
11. Parul Sharma, Delhi
12. Padmalatha Ravi, Bangalore
13. Melanie Priya Kumar, Bangalore
14. Chitra Ahanthem, Imphal
15. Manjira Mojumdar, Kolkata
16. Sharmila Joshi, Mumbai

17. Kamayani Bali Mahabal, Mumbai



#Mumbai- Women Hunted at workplace , Hounded for Protest #Vaw #Womensday


In a city where everyone strives to find their place under the sun, women face a double challenge — to excel in their professions and also fight off strong gender bias

Swati Deshpande | TNN

even in a big city like Mumbai, not many women, in fact very few women, actually report sexual harassment at work,’’ says Flavia Agnes, a leading women’s activist and lawyer who began Majlis, an organization that takes up women’s rights issues.
The much-awaited Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Bill is expected to become a law soon, yet activists are sceptical. “The passing of the Bill will enable victims to fight but its implementation has to be seen,” says Flavia. For 16 years, the Supreme Court’s directives in the landmark Vishakha case were the only guidelines. It called for committees to include women members and from NGOs, the new law will do the same. The law, in fact sets a 90-day deadline for in-house committees to dispose of harassment complaints and failure to do so attracts a penalty of Rs 50,000.
In the US in 2010, there were almost 12,000 sexual harassment cases. The data, compiled by the US Equal Employment Opportunity Commission notes “only 5-15% of victims report harassment”. There are no specific figures for India, but across corporate cubicles, public sector corridors and unorganized employment platforms, cases of sexual harassment in the workplace have risen, say experts. And predatory bosses often target “vulnerable women’’ Agnes says, especially those who need the job and suffer silently.
But women in senior positions have also reported harassment. In 2007, a former director of a multinational firm alleged her male colleagues had shown her semi-nude photographs of a woman stripper in 2005 and that a colleague said he could arrange for a male stripper at a discount. She filed an FIR against several colleagues, four of whom got relief from the Bombay HC a year later. Last year, at a meeting held by the Maharashtra state commission for women on sexual harassment, Thansky Thekkekara, additional chief secretary said, “From personal experience, I can say we are all exposed to
sexual harassment
at the workplace.’’ She said the state sometimes takes the issue “lightly’’. Vandana Krishna, principal secretary, state women and child development admits “sexual harassment at work is one of the most difficult subjects to handle.”
Agrees advocate and human rights activist Mihir Desai who has been on various committees set up under the SC judgment. “Often, the woman who complains of sexual harassment becomes a victim and the fight then becomes one of trying to save her job,” he says. Desai says harassment is often verbal, with insinuations. Advocate Rina Pujara at the Bombay high court says, “Companies are not happy to receive sexual harassment complaints. Women are made to feel they may be making much ado about nothing. Some are even told a pretty woman is likely to face harassment so she must learn how to deal with it.’’ Adds advocate Anand Grover, “Though sexual harassment at the workplace is pervasive, few report it as they don’t want to be seen as troublemakers or undergo the humiliation of crossexamination.”
A professor at a Mumbai college c o m p l a i n e d a g ainst her head of department for repeated suggestive remarks and denying her a promotion after she rebuffed him. The case is now before the HC. “Often women end up fighting not just the man but also the institution. The woman has to suffer not just indignity but also huge legal expenses,” she says. The tendency to malign women who do speak out must change, say activists. NGO members on committees in several MNCs say complaints sent to global head offices always elicit quicker and pro-active responses.
A senior government official says, “The least we can do when such cases come to our notice is to support the woman mentally, encourage her to come out and complain. The woman shouldn’t look back after years and feel it was the most traumatic experience of her life.’’
Sexual harassment is a form of abuse. At the workplace, it is also about power play of a bully over a vulnerable individual, regardless of age, race, class, religion or sex. It impinges on the fundamental right to earn a livelihood by making it difficult to work
Sexual harassment includes unwelcome acts or behaviour like physical contact and advances, a demand or request for sexual favours or making sexually coloured remarks or showing pornography, other unwelcome physical, verbal or non-verbal conduct of sexual nature whether direct or by implication
Parliament on February 27, 2013, passed the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Bill. It provides for protection of women, including domestic helps and agricultural labourers, against sexual harassment at the workplace
The Bill makes it mandatory for all workplaces including homes, universities, hospitals, government and non-government offices, factories, other formal and informal workplaces to have an internal redressal mechanism for complaints related to sexual harassment
The in-house committee has to dispose of a complaint within 90 days
There will also be a safeguard against against false or malicious charges. If a woman is found to have filed a complaint with mala-fide intentions, she can be punished. Failure to prove charges, however, will not be construed as mala-fide intention

There is a belief that women somehow provoke sexual harassment. Be it at the workplace, on the sidewalk or otherwise. Women have become perpetrators to that toxic thought process by not protesting the very first time they are victimised. We have to encourage a culture of airing our grief and shaming our tormentors. If you look at what constitutes sexual harassment, then ALL women have been victims of the same at some point of their life
Pooja Bhatt
Pay disparity between men and women in a profession is unfortunate, but this has been the truth since cinema started in our country. But today female actors do have a much stronger monetary command than they ever did earlier, especially actors like Sridevi, Madhuri, Kareena & Priyanka Madhur Bhandarkar FILMMAKER
I took a break from work to take care of something more important at that point of time and which will always be a priority. I did not miss on anything, rather experienced the joy of motherhood. It has always been a nice feeling to be there with your family, to watch your kids grow. Making a comeback was not difficult but it was important to do something worthy after so many years. Once I decided to do E n g l i s h V i n g l i s h, there was no worry of acceptance. I am also privileged to have a family that supported me and helped me make a comeback

#India -Chronology of Legislative adoption of Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Bill, 2012 #Vaw

 Adrienne Rich`s #Rape- but the hysteria in your voice pleases him best #poem #Vaw

26TH FEB 2013




RAJYA SABHA (Bill — Passed)




The following Members took part in the discussion:—


1. Dr. Najma A. Heptulla

2. Dr. Prabha Thakur

3. Dr. T.N. Seema

4. Shri D. Bandyopadhyay

5. Shrimati Vandana Chavan

6. Dr. Ashok S. Ganguly

7. Dr. Bharatkumar Raut

8. Shri Rama Chandra Khuntia

9. Shrimati Maya Singh

10. Shrimati Gundu Sudharani

11. Shri Ram Kripal Yadav

12. Shrimati Kanimozhi

13. Shrimati Renubala Pradhan

14. Dr. Vijaylaxmi Sadho

15. Shrimati Smriti Zubin Irani

16. Shri M. Rama Jois


  • Shrimati Krishna Tirath replied to the debate.


  • The motion for consideration of the Bill was adopted.


  • Clauses 2 to 30 were adopted. Clause 1, as amended, was adopted.


  • The Enacting Formula, as amended, was adopted.


  • The Preamble and the Title were adopted.


  • The motion moved by Shrimati Krishna Tirath that the Bill, as amended, be passed was adopted and the Bill was passed.





The Sexual Harassment of Women at workplace (Prevention, Prohibition and Redressal) Bill, 2012



DEVELOPMENT (SHRIMATI KRISHNA TIRATH), moving the motion for consideration of the Bill, said:


The main object of this Bill is to provide safe environment to the Women at their workplace, to prevent their Sexual Harassment and to make them economically empowered so that they can do their work properly. First time this Bill not only covers those women who work in the Government offices, but also at all workplaces both in public and private sector, whether organized or unorganized. The Bill castes a responsibility on every employer to create an environment at every workplace which is free from sexual harassment. An internal complaints committee is required to be constituted at every workplace. Under Clause 26, the employer is liable to be punished if he does not act on the recommendations of the Bill. Under Clause 6, there is a provision to constitute a Local Complaints Committee for the unorganized sector, headed by an eminent woman and consisting of, at least, half women members with due representation of SCs, STs, OBCs and minority communities. If a woman makes a complaint with malicious intention and fail to prove it then she is liable to be punished. To make the women aware of the law, responsibility has given to the employer to organise awareness programmes at regular intervals. I appeal to the House to consider and pass this Bill.


DR. NAZMA A. HEPTULLA: This Government gives knee jerk reaction to every incident. There was a horrible incident of rape in Delhi. The whole country was in anger due to this incident. Government constituted a committee headed by a retired Chief Justice to suggest measures in this regard. Committee presented its report and Hon’ble President promulgated an ordinance. President, while addressing both the Houses, did not announce in his speech about the Bill related to participation of women in power. After the rape incident in Delhi such more incidents came into the light. Three minor girl children were ruthlessly raped in Bhandara District in Maharashtra. Such incidents took place even after existing so many laws. These laws will not be helpful until they are implemented. I have objection on the words ‘sexual harassment ‘ written in the title of the Bill. Women are also harassed mentally and physically at work places. All types of harassment cannot be covered under ‘sexual harassment’. If you wanted gender identification, for that purpose ‘women’ word was already in the Bill. What name will you give for the harassment of a woman by a woman at work place. Nothing has been mentioned in the Bill about the redressal of complaints regarding sexual harassment of women working in the private sector. This legislation is not for the Central Government alone, it is for the State Governments also. Have you taken them into confidence? What mechanism has been made for them. How it will be implemented to grass root level in villages. It is necessary to implement the law after its enactment. Immediate action is required to stop atrocities and rapes against women instead of constituting committees.


DR. PRABHA THAKUR: Government has brought this Bill with the intention to stop sexual harassment of women at their work places. I welcome the intention and support this Bill. Gangrape of women is more serious than murder. If all men in the country respect all women as their own sister, daughter, mother or wife, there will be no need to enact so many laws for protection of women. People do not afraid of law. Death penalty should be given for crimes like gangrape as it is prevalent in the Middle -East. The situation of women is very vulnerable. Very few women are their who approach to the court, and if someone goes the result does not come out positive. The situation poor women are more worsen. For the empowerment of women, we must follow the exists law of Goa. Rape victims should be provided lawyers. Those women who go home late from their working places, must be provided commutation facilities. The punishment for asking sexual favour should be made more stringent. Time bound justices must be provided. I support this Bill.


DR. T.N. SEEMA: I rise to support the Bill. Crimes against women are on the rise in the country. The implementation side of these kinds of laws is very poor in our country. I would like to highlight some of the weaknesses in this Bill. I would like to know about the methodology of implementation of this Act in the unorganized sector. The women in the Armed Forces, police, schools and educational institutions must be included under the Bill. In the unorganized sector, the restriction about the number of workers to less than ten should be done away with. I strongly object to the inclusion of Clause 14 which allows for penal action against the complainant in the Bill, which will defeat its very purpose. There are many laws for weaker sections, women, SCs/STs, etc. in our country but majority of these sections do not enjoy the legal protection because of poor implementation. I would strongly suggest of referring this Bill to a Select Committee for redrafting of the Bill. I support the Bill.


SHRI D. BANDYOPADHYAY: I rise to support the Bill. But I have some doubts about the its fairly being implemented. While supporting the Bill I suggest that at the Gram Panchayat level women members should be given the power of vigilance and take action under this Act as well as under the Domestic Violence Act. I would ask the Government to have a relook at the whole thing and do not depend upon the same traditional mechanism. I suggest that there should be three separate courts for women cases as civil, matrimonial and criminal, but let the IPC remain what it is. I support this Bill.


SHRIMATI VANDANA CHAVAN, making her maiden speech, said: I rise to support the Bill. It reaffirms confidence in women. Women, in their lifetime, have a horizontal canvass. One is at home that has been addressed by the Domestic Violence Act, the second is at work place which is being addressed through this Bill, and the third is a public place which, needs to be taken up in the near future. Laws may not be necessary, but policies certainly to make cities and towns gender-friendly so that women feel safe. I would like to point out one section which really worries me. It is punishment for false or malicious complaints. It is very rare that a women would make a false complaint. This legislation has mentioned ‘sexual harassment’ in its title itself, but in future, the word ‘harassment’ should only be continued. It is an all pervasive legislation. Women safety has become a major issue. There are several steps needed to be

taken to make sure that women are safer in public life and public spaces also.


DR. ASHOK S. GANGULY: I support this Bill. Harassment of women in India is now not only a national shame but it is a national burden. Women who complain about sexual harassment, need a Womens’ Complaints Protection Act also. It is a Bill for protection of women at the workplace. So it should be made compulsory for Annual Reports to have a section on sexual harassment of women. Lot of women are provided with transportation after certain hours. The transport companies should be certified. There should be mobile courts, manned by women, where women can approach without any fear. Women who suffer silently at all places should be given justice.


DR. BHARATKUMAR RAUT: I support this Bill. But even if this Bill is passed, it will only remain a piece of legislation. We have forgot to put multi-national companies in this. Don’t they come under Indian laws. I used to get complaints from women that being a woman they are neglected while giving promotion. I know some companies in Mumbai and Delhi where there is an unwritten rule that women should not be employed beyond this level. Isn’t it is a sexual harassment? Many things are not mentioned in this Bill. I think, a better exercise would have brought a much better Bill.


SHRI RAMA CHANDRA KHUNTIA: I support this Bill. Within one year or two years, all the murder or rape case must be disposed of and the culprit must be punished. We should take a decision in this regard. Why these murder, rape or harassment cases are happening. In army we have millions of soldiers but only thousand of women. That is the main reason for harassment. If at all workplaces the number of women are more nobody will dare to harass or rape women in this country. The most discriminatory part is that private employers do not want to employ women. Not only sexual harassment alone, if an employer is denying employment to a woman on gender bias, they should also be liable to be punished. They have a formal policy which prohibits sexual harassment at workplaces. In USA cases of sexual harassment have been reduced now to 11,000 from 15,000 in 2001. That means, a strong law for sexual harassment has yielded good results in the USA. We must expect that if this law is implemented properly, we can also get better results. We fully support this Bill and we also expect that judiciary, media and all the people in the society would support it so that the culprits can be punished at the right time. Punishing the culprits and creating the opportunity to make 50 per cent space for women will give a handle to resolve the issues of women in this country.


SHRIMATI MAYA SINGH: Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Bill, 2012 has taken 13 years to pass. Sexual harassment is a tragic reality of our society. Buy now whatever laws or legal protection made for women were sufficient. But specially of the case of Damini which has shaken the country. Whether the mechanism of implementation of making of laws is flexible?  Whatever efforts should be made to bring awareness to our society are not sufficient. Our Parliament and beaurocracy has to think over this issue in a very effective manner that the women will be kept on victimizing and we will be discussing the issue in the Parliament in the same way, is not good. In the Bill, harassment in the work place to the women has been defined broadly but I have some doubt that women working in education sector and professional sector will be given the same protection. . In the matter regarding teacher and students small girls are exploited and they are not getting justice in lack of concrete law. In some other fields where women are not related to anybody in terms of job. But they have to face uncomfortable situation with their associates. I doubt whether women working in the field of fashion designing will be getting protection through this Bill. We have to make this provision more clear with regard to constituting committee for sexual harassment so that women can join this fourm of their own. After the report of internal complaint committee, an employer should not have any other substitute than to initiate disciplinary action. According to service rules the employer should ensure the action. With regards to the power vested in different officials I feel the need of some amendments. If we include Labour Commissioner in this, then women will be more protected. The constitution of Internal Complaint Committee will be difficult in the offices where less than 10 employees are there. You have empowered Internal Complaint Committee with the power of civil court. But binding of having the knowledge of law or giving legal training to any member is not mentioned. In this situation justice is doubted. I suggest that women commission, Labour Commissioner and Local Administration should hold a review meeting at district level wherein women going for work can be reviewed. There can be a good and concrete law if duty power of district officers should be inserted in Clause 20. They should be a concrete authority for unorganized authority. This Bill should give protection of the society and it should not remain on paper and discussion. This Bill is talking about stoppage of sexual harassment should not be ineffective than only it will be meaningful. I support this Bill.


SHRIMATI GUNDU SUDHARANI: It is an important legislation which protects women against sexual harassment at workplace. India was party to U.N. Convention on CEDAW the recommendation was given 20 years ago. And, it is unfortunate that it is becoming law here after two decades! Sub Clause (V) to clause 2 (n) appears to be vague. I request the hon. Minister to clarify this. Eve-teasing in our country is the most common practice and girls at schools and colleges are victims of this. But, nowhere in the Bill has it been mentioned that eve-teasing constitutes sexual harassment. Government never thought about other forms of sexual harassments. So, I request the hon. Minister to include ‘eve-teasing’ as sexual harassment under Clause 2(n) of the Bill. Bill has kept out domestic workers working at home. Most domestic workers are poor, illiterate, unskilled and come from vulnerable communities and backward areas. The hon. Minister agreed to include all domestic workers under Clause 2(e) of the Bill. But, Sir, what about those who constitute five to seven times of registered domestic workers? The Bill deprives them access to an efficient redressal mechanism in getting protection from sexual harassment.


SHRI RAM KIRPAL YADAV: This bill has been brought for the working women which we welcome. Despite all laws there is no decreasing in harassment of women, rather it is increasing. The number of person commiting such barbarism is increasing and today women are unsafe. We regard women and we worship them. Earlier. leave alone working women, they are not literate and there limit was four walls of the house. There was a change in our thinking and number of working women was increased. They become more literate. But if there are no implementation of the law due to lack of will power than law has no meaning. If we are not ready to change our mind set and there is no change of thinking we cannot stop sexual harassment despite any law. Tendency to crime, to barbarism, to sexual harassment and to harassment is there. How can we stop this. This is also an important question. I feel that law is not competent. Law are made but time limit is not prescribed. So I request the Minister that you think about to constitute of special court. Rape is no lesser offence than murder. I agree that those women are not able to face the society. School going girl are being raped and they are being murdered. We should make any amount of laws. But unless we change our thinking this is not going to stop. If women are kept away from working than there will be the problem of bread earning. There should a provision of special court of this Bill so that cases can be disposed of in a given time and criminals can be punished. I request the hon. Minister to find a mechanism so that they are also covered under this. I also request that recommendations of the Local Committee should be made binding and ensure that no further inquires be initiated. I have a strong objection to Clause 14 of the Bill which seeks to punish false or malicious complaints. Now Clause 14 of the Bill asks for evidence of acts like verbal favour that often would be done in an implicit or clandestine manner. Certain forms of sexual harassment cannot be proved beyond reasonable doubt as may be possible with physical injury or other crimes. In such a situation, it is very unfortunate that the lack of proof of a crime makes the complainant liable for punishment. Most of the women did not report for fear of being victimized. I support the Bill brought forward by the hon. Minister.


SHRIMATI KANIMOZHI: I rise to support the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Bill, 2012. It currently excluded the women of many fields. It is very important that we include these women. These women constitute a large chunk of working women in this country. The word ‘unwelcome’, in the Bill should actually be determined by the victim, and not by any Committee or by anybody outside. If we do not do that then, again, it will become another way to harass a woman or to find other ways to get out. When we are talking about agricultural workers or other workers, not many of them are capable of giving a written complaint. Also, not everybody is really comfortable in writing or giving a written complaint. So, it should also include ‘oral complaints. The aggrieved persons or the victims should be able to go and give their complaints orally. In this country, women’s education has still not reached the desired level. So, we have to take this into consideration. With regard to limiting this to a period of three months, not many women complaint at the first incident. Unless it becomes repeated and intolerable, no woman will make a complaint. This law has been brought forward to protect them. Then, how can there be a conciliation in these cases? This is not a business contract, where a conciliation can be achieved over the table. The present clause 14 which relates to punishment for false or malicious complaint and false evidence seems to be working against the purpose of this legislation. We know how society works against women. So, this has to be taken into consideration seriously.


SHRIMATI RENUBALA PRADHAN: I welcome the Bill as the women in their workplaces are harassed severely despite several existing provisions. Many of them do not ventilate their plights either due to social taboo or fear of their higher officers. The ministry should constitute separate independent forum at district and block levels with women members only so that the victimized women can ventilate their grievances properly. It should be made mandatory for every Government, semi-Government and private offices and institutes to constitute a cell to look into the grievances of the sexual harassment of the women at their workplace. It is seen that the females who are working in the unorganized sectors are more harassed than the women working in the organized sector. The Government should incorporate some of these provisions so that the working women in both the sectors can ventilate their grievances without fear. In order to address the problem of assault on women, special fast track courts should be constituted throughout the nation, at least, at all District and Sub-Divisional levels.


DR. VIJAYLAXMI SADHO: I welcome this Bill. Since the early times, women are being treated as inferior. Even after so many years, the situation is almost the same. Rajiv Gandhi had provided 33 percent reservation in the local bodies even in adverse circumstances. He had given respect to the women in the country through Panchayati Raj, local governance. They were given participation in the power. The Hon’ble Minister is required to pay more attention to the mental and physical harassment at work place also in addition to the sexual harassment. The proper implementation of legislations enacted in Lok Sabha and Legislative Assemblies is absolutely necessary. Most of the population of the country is in rural areas. The agricultural labourers working there, face the maximum harassment. They should be brought under this Bill.


SHRIMATI SMRITI ZUBIN IRANI: The scars on the psyche of Indian women are deep because we hear of cases of molestation, sexual harassment and rape, but very few news reports of conviction in such cases. As per the Law Commission Report, as of now 72.6 per cent cases of sexual harassment and 83 per cent cases of rape are pending in our courts. I would support the submission that even professionals like lawyers and doctors be brought within the ambit of this law and their rights and their dignity be protected. While the internal complaints committee, according to this Bill, has the mandate of receiving complaints, nowhere does this Bill highlight how it is to be ascertained as to how many establishments or companies come within the ambit of the law within a district. While this legislation highlights a penalty of Rs.50,000 if an employer fails to constitute the internal complaints committee, it is silent with regards to the timeframe within which this committee has to be set up. Clause 9(1) of this Bill, speaks about providing assistance to women in making complaints in writing if the lady herself is unable to do so, but is silent, on what happens in cases where the internal complaints committee or the local complaints committee does not take cognizance of verbal complaints and does not provide support to the aggrieved woman. As regards clause 10 about settlement, the bill is absolutely silent as to how the Committee is to conclude whether an aggrieved woman or her family has been pressurized to reach a settlement. The Bill is silent on repeat offenders who manage to reach settlement. The Supreme Court while laying down the guidelines, looked upon sexual harassment at workplace as a cognizable offence but this particular Bill does not look upon it as a cognizable offence. It is a mystery to all of us.



SHRI M. RAJA JOIS: There has been total moral degradation during the five decades, and that is the reason, the Bill has to be brought for penalizing this onslaught on women. In our culture, highest respect is given to womanhood and the woman is treated as divine treasure. Immoral sex has been considered as the worst offence. It has been considered even worse than a murder. It does an irreparable damage. The State has failed to provide a good system of education. I welcome the legislation. The guilty should be punished. But at the same time this matter cannot be solved by legislation alone.


Women Bill to curb sexual harassment in workplaces passed in Rajya Sabha #Vaw #Womenrights

 #India - Lets  ALL Resolve for  FREEDOM  from VIOLENCE AGAINST WOMEN this New Year #mustshare



Cases of sexual harassment of women at workplace, including against domestic help, will have to be disposed of by inhouse committees within a period of 90 days failing which penalty of Rs 50,000 would be imposed.

Repeated non-compliance of the provisions of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Bill, can even lead to higher penalties and cancellation of licence or registration to conduct business.

The Bill, which has already been passed by Lok Sabha, was unanimously passed by Rajya Sabha on Tuesday, with Women and Child Development Minister Krishna Tirath promising to follow up the legislation with strict rules for its implementation.

The legislation brings in its ambit even domestic workers and agriculture labourers, both organised and unorganised sectors.

As per the Act, sexual harassment includes any one or more of unwelcome acts or behaviour such as physical contact and advances, a demand or request for sexual favours or making sexually coloured remarks or showing pornography.

The acts or behaviour whether directly, or by implication, include any other unwelcome physical, verbal or non-verbal conduct of sexual nature.

Non-compliance with the provisions of the Act shall be punishable with a fine of up to Rs. 50,000.

It has also provisions for safeguard against false or malicious charges.

The Bill makes it mandatory that all offices, hospitals, institutions and other workplaces should have an internal redressal mechanism for complaints related to sexual harassment.

The Act defines domestic worker as a woman employed to do household work in any household for remuneration whether in cash or kind, either directly or through any agency on temporary, permanent, part time or full time basis, but does not include any member of the family of the employer.

A Parliamentary Standing Committee, which had examined the Bill, had held the firm view that preventive aspects reflected in it has to be strictly in line with the Supreme Court guidelines in the 1997 Vishaka case.

The apex court’s judgement in the case not only defines sexual harassment at workplace but also lays down guidelines for its prevention and disciplinary action.



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February 2023
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