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Amritava Pramanik
Department of Law, Calcutta University
I. INTRODUCTION
Workplaces should maintain an environment of productivity, growth, and opportunities. But nowadays this work places like public sectors and IT companies, etc., are precisely used for sexual harassment towards women. This thing not only violates an individual's dignity but also creates an unsafe and hostile atmosphere. In India, Sexual Harassment in the workplace is a growing matter and also a significant challenge. To keep women safe from sexual Harassment in the workplace, the Indian Judiciary laid down the legal foundation of The Sexual Harassment of Women In the Workplace (Prevention, Prohibition and Redressal) [POSH ACT] 2013. The Act seeks to prevent and redress cases of sexual Harassment of women in the workplace and to give a redressal forum to complaints in the matter of sexual Harassment. However, the Act creates a mandatory step to make an Internal Complaints Committee (ICC) prevent sexual Harassment against employers. To reduce cases of Sexual Harassment, The POSH Act committed to providing a safe and secure working environment for working women. It addresses both Physical and Mental Harassment and also prevents gender-based power exploitation and gender discrimination in the workplace. It strengthens and ensures a better progressive work culture. By giving an example of how this law empowers and protects women, everybody can understand how vigilance and awareness can change the atmosphere of the workplace into a safe and work-familiar environment.
II. UNDERSTANDING SEXUAL HARASSMENT UNDER THE POSH ACT
II.I. The POSH Act defines sexual Harassment comprehensively in its Section 2(n)[1], which includes:
(i) Physical contact and advances.
(ii) A demand or request for sexual favours.
(iii) Making sexually coloured remarks.
(iv) Showing pornography.
(v) Any other unwelcome physical, verbal or non-verbal sexual nature.
II.II. And, in Section 3(2)[2] of the POSH Act:
(i) implied or explicit promise of preferential treatment in her employment.
(ii) implied or explicit threat of detrimental treatment in her employment.
(iii) implied or explicit threat about her present or future employment status
(iv) Interference with work or creating an intimidating, offensive, or hostile work environment for her; or
(v) Humiliating treatment is likely to affect health or safety.
It also covers quid pro quo harassment, where a superior demands sexual favours in exchange for career growth, a common concern in corporate workplaces.
III. LEGAL SAFEGUARDS UNDER THE POSH ACT
III.I. Internal Complaints Committee (ICC)
Under section 4 of the POSH Act, The Internal Complaints Committee (ICC) needs to be there in any workplace to record the complaints, and it should be governed by a Woman; most of the members need to be women, including external NGO Workers as well.
III.II. Local Complaints Committee (LCC)
Under Section 6 of the POSH Act, In Every District, there should be a Local Committee (LC) to receive complaints of sexual harassment when there are less than 10 employees. The District Officer will appoint a nodal officer in each block, in the rural and tribal region, and in the ward or municipality in the urban region to whom complaints would be received.
III.III. Complaint Filing and Inquiry Process
Under Sections 9 and 11 of the POSH Act, any aggrieved woman can make a harassment complaint within three months from the date of the incident. The Inquiry should be completed within a period of ninety days by the Internal Committee or the Local Committee. The Internal Committee or the Local Committee, according to the case, shall have the same power as a civil court summoning any person for examination.
III.IV. Punishment And Compensation
Under Sections 13 and 14 of the POSH Act, if Harassment is proven, the ICC can terminate or suspend the accused and force him to compensate or pay the Victim. The Compensation is based on facts about the mental trauma, loss of career opportunities, and medical expenses suffered by the Victim.
III.V. Duties of Employer
Under Section 19 of the POSH Act, Employers must ensure a harassment-free environment by protecting employees. They must display penalties, report ICC information, and conduct sensitization programs. Provision for the ICC or LC must be made, and the availability of witnesses and necessary evidence must be ensured. In a legal event action by a complainant, the employer must extend support and address the offender, even if they are not an employee. Sexual Harassment is misconduct under the service rules; employers also monitor ICC reports for compliance and establish a respectful environment.
IV. LANDMARK VERDICTS ON WORKPLACE HARASSMENT
IV.I. Vishaka & Ors vs State of Rajasthan & Ors (1997)
This landmark Judgement by the Supreme Court of India laid down the foundation to address Sexual Harassment in Workplaces. This case was about the gang rape of Bhanwari Devi, a social worker of Rajasthan, who had stopped a child marriage, and for that reason, only she had been gang raped in front of her husband. After that, the Supreme Court discovered the absence of proper laws to deal with sexual Harassment in the workplace, and then the Court issued the "Vishaka Guidelines", which became the basis of the POSH Act, which legally mandated the protection against workplace harassment.
IV.II. Apparel Export Promotion Council vs A.K. Chopra (1999)
This case reaffirmed the principles laid down in the Vishaka judgement, A.K. Chopra, a senior officer, was accused of sexual harassment by a female employee. The Supreme Court upheld the dismissal of an employee for sexually harassing a subordinate employee. The Court clarified that physical contact is not necessary to establish sexual Harassment; even an attempt at sexual behaviour can be punishable.
IV.III. Dr. Punita K. Sodhi vs Union of India (2010)
This case involved a woman doctor who faced Harassment at her workplace. The Delhi High Court reinforced the importance of an impartial and fair inquiry process. It reinforced the idea that the Internal Complaints Committees (ICC) should work independently without any influence from anyone. It was later incorporated into Section 16 of the POSH Act (Confidentiality Clause)
IV.IV. Medha Kotwal Lele & Ors vs Union of India (2012)
This case recognizes the lack of implementation of “Vishaka Guidelines” across all workplaces. The Supreme Court issued all states the following Vishaka Guidelines, emphasising the necessity of strict enforcement of redressal fact, and this case also helped in the enactment of the POSH Act 2013.
IV.V. Gaurav Jain vs Hindustan Latex Family Planning Promotion Trust (2015)
In this case, the Delhi High Court clarified the importance of workplace policies that ensure a safe working environment. Also, employers have a legal duty to implement the POSH Act.
IV.VI. Shanta Kumar vs Council of Scientific and Industrial Research (CSIR) & Ors (2018)
In this case, the Supreme Court clarified that all unwelcome physical contact is not necessarily sexual Harassment. The Delhi High Court held that workplace conflicts and personal disputes must be distinguished from sexual harassment claims unless there is a clear sexual intention.
V. EMPOWERING WOMEN UNDER THE POSH ACT
V.I. Legal Recognition and Protection
Now, Women are safe in professional environments, and they have a dedicated law to seek redress for workplace harassment. It defines clear boundaries for acceptable behaviour.
V.II. Creates Awareness Programmes
Employers need to organize events about sexual Harassment at workplaces. This will help to crush all stereotypes and create a culture of respect and equality to avoid all types of gender discrimination.
V.III. Empowering Women to Speak Up
It will establish an internal Complaints Committee that allows women to report incidents safely and also motivate women to stand against injustice without fear of any kind of reprisal. By ensuring safety, the POSH Act boosts women's confidence in pursuing careers and leadership roles.
V.IV. Liability of Employers
Non-compliance with the Act would invite penalties along with suspension of business licenses. Employers should organize POSH awareness programmes to educate employees regarding workplace harassment and their rights. They are held accountable for a safe working environment, and non-compliance may lead to legal consequences.
V.V. Strengthens Organizational Policies
Organizations should maintain zero-tolerance policies towards Harassment by assuring responsibility by charging offenders, thereby reinforcing a respectful work culture.
V.VI. Psychological & Emotional Well-being
It helps to balance power dynamics in traditionally male-dominated sectors. Supporting women in leadership roles by fostering an equitable work culture creates equality and showcases that there is no presence of gender discrimination to maintain a peaceful environment in office places.
VI. LIMITATIONS OF POSH ACT IMPLEMENTATION
VI.I. Lack of Awareness & Non-Compliance
Employees lack awareness of their rights, and firms do not constitute Internal Complaints Committees (ICCs), organize awareness programs, or post legal provisions.
VI.II. Fear of Retaliation & Workplace Bias
Victims of Harassment are most unlikely to report due to fear of losing their jobs, ostracism by co-workers, or professional retaliation. Top-level officials can sway ICC decisions in companies with rigid hierarchies.
VI.III. Delayed & Ineffective Redressal
ICCs are not usually well-trained, and this results in delays in investigation and mishandling of grievances. The majority of committees also do not present required reports, diluting compliance.
VI.IV. Confidentiality & Misuse of the Law
It is hard at times to maintain the confidentiality of proceedings, leading to office rumours. While false complaints are rare, they develop mistrust, making it harder for genuine victims to seek justice.
VI.V. Exclusion of the Informal Sector
Domestic workers, gig workers, and unorganized workers are left out to a significant extent from the ambit of the Act due to the weak enforcement of Local Committees (LCs).
VII. CONCLUSION
The POSH Act has been a model and milestone step in the continuous process of upholding workplace dignity and safety for women in all sectors of industry. This law is the culmination of a line of landmark judgements starting with Vishaka in 1997 and continuing with Gaurav Jain in 2015, which together defined and shaped India's jurisprudence against Sexual Harassment in the workplace. It is, however, essential to note that effective implementation of this legislation can still be a top priority. Organizations need to take pre-emptive measures to make internal complaints committees (ICC) more efficient, provide periodic and comprehensive training to employees, and inculcate a culture that is inclusive and has a zero-tolerance approach towards my kind of Harassment. Through giving legal protection to women, the POSH Act ensures that every woman is free to work with dignity, security, and equality, without fear and discrimination.
REFERENCES
· THE SEXUAL HARASSMENT OF WOMEN AT WORKPLACE (PREVENTION, PROHIBITION AND REDRESSAL) ACT, 2013.
· Sexual Harassment of Women at Workplace(Prevention, Prohibition, and Redressal) Act, 2013 Objectives & Key Provisions. Department of Women and Child Development, Government of NCT of Delhi. https://wcd.delhi.gov.in/wcd/sexual-harassment-women-workplaceprevention-prohibition-and-redressal-act-2013sh-act-2013
· Sexual Harassment at Workplace Types. https://visionias.in/current-affairs/monthly-magazine/2024-10-17/social-issues/sexual-harassment-of-women-at-workplace
· Vishaka & Ors vs State Of Rajasthan & Ors,1997 AIR 1997 SUPREME COURT 3011
· Apparel Export Promotion Council vs A.K. Chopra on,1999 AIR 1999 SUPREME COURT 625
· Dr. Punita K. Sodhi vs Union Of India & Ors, 2010 2010 172 DLT 409
· Medha Kotwal Lele & Ors vs Union of India & Ors, 2012 AIRONLINE 2012 SC 632
· Gaurav Jain vs Hindustan Latex Family Planning Promotion Trust(HLFPPT) & ORS, 2015 LPA 145/2015
· Shanta Kumar vs Council of Scientific and Industrial Research (CSIR) & Ors (2018) 156 FLR 719)
[1] The Sexual Harassment of Women In the Workplace (Prevention, Prohibition and Redressal) Act, 2013; Section 2(n)
[2] The Sexual Harassment of Women In the Workplace (Prevention, Prohibition and Redressal) Act, 2013; Section 3(2)
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