---"Has Covid-19 Caused Surge in incidence of Sexual Harssment of Woman at Workplace?"---
A claim is circulating that purportedly post Pandemic there is an upsurge in incidents of Sexual Harassments of Women-Employees Working from their Homes and Employers alerted to consequential impact on their Duties to Provide Protection to such Women-Employees by revising responsibilities of all concerned and by other suitable steps.
“Work from Home” is not a new or novel phenomenon. It was in practice pre-Pandemic era and has escalated in Establishments which were into this Practice and somewhat erupted in other Establishments due to Lockdown.
In pre-Pandemic Period, too for Women-Employees, their respective Home Premises/Dwelling Place, site served as their Workplace for that Day or few Hours duly allowed by Employers where they carried out their Normal assigned Duties while Working from Home and remuneration paid therefor
As per Provisions of Section-2, sub-section (O) V & VI, Workplace includes any place visited by Woman-Employee arising out of and or in course of her Employment including transportation provided by her Employer for undertaking such journey, and a dwelling place or a house. The definition of Workplace thus includes Work from Home Premises and arguably is and remains a Notional Extension of her regular Workplace as she is present at her Home Premises On-Duty for scheduled Hours of Work arising out of and in course of her Employment, albeit her Home Premises is not the Registered Premises for which Establishment Certificate or Factory License is to be essentially applied for & procured as is essential for the Employers /Occupier-Owned, Controlled, Managed, Supervised Workplace Premises.
In this changed context and as far as the past record of incidences of Sexual Harassment of Women at Workplace is concerned it may be preposterous to profess that there is or likely to be some substantial surge in Sexual Harassment incidents, occurrences Post-Pandemic outbreak due to Covid Confinement. Unless of course definite verified/validated Data is available on Record. Otherwise any guesswork could cause Pandemonium opening proverbial Pandora’s Box.
Since 9.12.2013, Every Employer is Duty-Bound by SHWW (P,P &R) Act 2013 (Section-19) to Provide Protection to Women from Sexual Harassment at Workplace and Create a Safe & Secure Workplace Environment Where No Woman Shall Be subjected to Sexual Harassment for such SH is treated as Violation of her Fundamental Rights to Live with Dignity & Honour and pursue any Avocation, Profession or Work to be Self-Reliant.
Let us all ally ourselves with the Cause of Creating Wealth & Wellbeing for all the Stakeholders without any disruptions or disturbance whatsoever.
Harsh Kumar Sharan,
Kritarth Consulting Spl Educators PoSH Programs,
Kritarth Consulting Team, 16.7.2020
#holistichr # allaboutposh #PoshMasters
A claim is circulating that purportedly post Pandemic there is an upsurge in incidents of Sexual Harassments of Women-Employees Working from their Homes and Employers alerted to consequential impact on their Duties to Provide Protection to such Women-Employees by revising responsibilities of all concerned and by other suitable steps.
“Work from Home” is not a new or novel phenomenon. It was in practice pre-Pandemic era and has escalated in Establishments which were into this Practice and somewhat erupted in other Establishments due to Lockdown.
In pre-Pandemic Period, too for Women-Employees, their respective Home Premises/Dwelling Place, site served as their Workplace for that Day or few Hours duly allowed by Employers where they carried out their Normal assigned Duties while Working from Home and remuneration paid therefor
As per Provisions of Section-2, sub-section (O) V & VI, Workplace includes any place visited by Woman-Employee arising out of and or in course of her Employment including transportation provided by her Employer for undertaking such journey, and a dwelling place or a house. The definition of Workplace thus includes Work from Home Premises and arguably is and remains a Notional Extension of her regular Workplace as she is present at her Home Premises On-Duty for scheduled Hours of Work arising out of and in course of her Employment, albeit her Home Premises is not the Registered Premises for which Establishment Certificate or Factory License is to be essentially applied for & procured as is essential for the Employers /Occupier-Owned, Controlled, Managed, Supervised Workplace Premises.
In this changed context and as far as the past record of incidences of Sexual Harassment of Women at Workplace is concerned it may be preposterous to profess that there is or likely to be some substantial surge in Sexual Harassment incidents, occurrences Post-Pandemic outbreak due to Covid Confinement. Unless of course definite verified/validated Data is available on Record. Otherwise any guesswork could cause Pandemonium opening proverbial Pandora’s Box.
Since 9.12.2013, Every Employer is Duty-Bound by SHWW (P,P &R) Act 2013 (Section-19) to Provide Protection to Women from Sexual Harassment at Workplace and Create a Safe & Secure Workplace Environment Where No Woman Shall Be subjected to Sexual Harassment for such SH is treated as Violation of her Fundamental Rights to Live with Dignity & Honour and pursue any Avocation, Profession or Work to be Self-Reliant.
Let us all ally ourselves with the Cause of Creating Wealth & Wellbeing for all the Stakeholders without any disruptions or disturbance whatsoever.
Harsh Kumar Sharan,
Kritarth Consulting Spl Educators PoSH Programs,
Kritarth Consulting Team, 16.7.2020
#holistichr # allaboutposh #PoshMasters