sasmita,
first read the Supreme Court guidelines on "Visakha case".
secondly my suggestion based on WRAP are:
a) make a Harassment & sexual discrimination policy
b) get a Harassment & sexual discrimination policy commitment signed by all supervisory, managerial abe it your own or that of contractors.
c) Form a "Harassment & sexual discrimination" commitee comprising of least 50% women.
d) Post Sexual Discrimination notices throughout the facility.
e) Maintain a public resource of relevant sections of CrPC eg sec 509, Indian Evdience Act, etc available to all people in your organisation.
f) Introduce a module on the same as a part of Induction training for all employees be your won or contractors, remember to keep training records.
g) formulate an "Open Door Policy" and "Hotline" for the same.
Punitive actions in case of noncompliance of policy may lead to but are not limited to termination.
Did your organsiation inform the police (women cell) and a NGO for psychological counselling.
A new law regarding workplace harassment is in the draft stage and expected soon.
regards
suryavrat
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A brief excerpt is reproduced below:
This 1999 judgment took its cue from the landmark Indian Supreme Court case of Visakha versus the State of Rajasthan, in 1997. The Visakha ruling noted the lack of existing civil and penal laws for the specific protection of women from sexual harassment at places of work. In the absence of appropriate legislation, the Court took a proactive stand by issuing a set of guidelines to be followed by all institutions until appropriate legislation was enacted. The Supreme Court proceeded on the presumption that sexual harassment was a form of gender discrimination and violated the Fundamental Right to Gender Equality and Right to Life and Liberty as guaranteed by the Indian Constitution. Notably, the ruling made special use of international legal instruments, including the Convention on the Elimination of all forms of Discrimination Against Women (CEDAW) and the Beijing Declaration, which direct all state parties to take appropriate measures to prevent discrimination of all forms against women. The ruling further noted that Article 7 of the International Covenant on Economic, Social and Cultural Rights recognizes a women's right to fair conditions of work.