--- Who is Liable to Provide Protection to Women from Workplace Sexual Harassment?---
All Employers in India are squarely and without any Exemption or Immunity, liable to Provide Protection to Women from Workplace Sexual Harassment as per SHWW (P, P & R) Act, 2013. Employers’ accountability as specified in Preamble & Spelt Out in Duties of Employer Sections-19, Total Ten Duties.
Employers in India are Law-bound to create a Safe Work Environment free from Sexual Harassment since it is, under SHWW (P, P & R) Act, 2013, Violation of the Fundamental Rights of Women to Equality (Articles 14 & 15 of Constitution of India) and her Right to Live with Dignity (Article 21) and Women’s Right to practice any Profession or to carry on any occupation, trade or business. Such Acts are Violation of Intl Convention Sovereign India ratified in 1993 and incorporated in said Act 2013
Employers are responsible to effectively Prevent, Prohibit Acts of S H and in case SH incidence occurs or filed or surfaces, take cognizance of the same & promptly Redress it and address Matters connected therewith or incidental thereto.
To Prevent Acts, Behaviour & Cause of S H, Employees be sensitized thru Awareness Programs & to ensure faithful & proper compliance when Employers File Annual Report (Section-22). I Cs too File Annual Report before District Officers (Section-21).
Reported increase in SH Complaints, Incidents or occurrence indicate Employers’ Accountability, Liability not taken in true spirit. Let’s do our Fundamental Duty to Uphold Rule of Law/our own Constitution. Employers, Inspire your Employes.
Harsh Kumar Sharan, Kritarth Consulting
#holistichr #allaboutposh #PoshMasters
20.7.2020
All Employers in India are squarely and without any Exemption or Immunity, liable to Provide Protection to Women from Workplace Sexual Harassment as per SHWW (P, P & R) Act, 2013. Employers’ accountability as specified in Preamble & Spelt Out in Duties of Employer Sections-19, Total Ten Duties.
Employers in India are Law-bound to create a Safe Work Environment free from Sexual Harassment since it is, under SHWW (P, P & R) Act, 2013, Violation of the Fundamental Rights of Women to Equality (Articles 14 & 15 of Constitution of India) and her Right to Live with Dignity (Article 21) and Women’s Right to practice any Profession or to carry on any occupation, trade or business. Such Acts are Violation of Intl Convention Sovereign India ratified in 1993 and incorporated in said Act 2013
Employers are responsible to effectively Prevent, Prohibit Acts of S H and in case SH incidence occurs or filed or surfaces, take cognizance of the same & promptly Redress it and address Matters connected therewith or incidental thereto.
To Prevent Acts, Behaviour & Cause of S H, Employees be sensitized thru Awareness Programs & to ensure faithful & proper compliance when Employers File Annual Report (Section-22). I Cs too File Annual Report before District Officers (Section-21).
Reported increase in SH Complaints, Incidents or occurrence indicate Employers’ Accountability, Liability not taken in true spirit. Let’s do our Fundamental Duty to Uphold Rule of Law/our own Constitution. Employers, Inspire your Employes.
Harsh Kumar Sharan, Kritarth Consulting
#holistichr #allaboutposh #PoshMasters
20.7.2020