IMPACT ON A WOMAN
According to a survey, 66 out of 400
women have faced incidents of sexual
harassment at their workplace.
Source :A survey ...
Majority of the women did not resort to
any formal action against the perpetrator.
What goes on in her mind ?
Was I responsible
for it ?
Should I report this ?
What will be the
repercussions of
reporting ?
Is it going to affect my
c...
Consequences :
Impact on Physical and emotional health :
• anxiety,
• depression,
• sleep disturbance,
• weight loss or gain,
• loss of a...
Financial Loss
Women facing sexual harassment often try to
avoid harassment at workplace by -
• by taking sick leave or
• ...
Solution ?
Take recourse to the provisions under the
Sexual Harassment of Women at
Workplace (Prevention, Prohibition, and
Redressal)...
What should a women facing sexual harassment at workplace do ?
Upon receipt of the complaint, the
ICC or LCC must proceed ...
Be prepared before it affects you or your
peer groups:
• Learn about your rights and duties.
• Learn about the duties of t...
What we do ?
Conductinginteractive sessions
for employeeson Sexual
Harassment at Workplace.
Identification and selection o...
Write to us on info@aidforchange.org to know
more about our POSH program.
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Prevention of Sexual Harassment at Workplace Act

This presentation highlights the issue of a woman facing sexual harassment at workplace, its impact on her and how she should act to tackle the situation...
Published on: Mar 4, 2016
Published in: Government & Nonprofit      
Source: www.slideshare.net


Transcripts - Prevention of Sexual Harassment at Workplace Act

  • 1. IMPACT ON A WOMAN
  • 2. According to a survey, 66 out of 400 women have faced incidents of sexual harassment at their workplace. Source :A survey done by Oxfam India : http://www.oxfamindia.org/what-we-do/news/sexual- harassment-women-workplace-prevention-prohibition-and-redressal-bill-2012
  • 3. Majority of the women did not resort to any formal action against the perpetrator.
  • 4. What goes on in her mind ?
  • 5. Was I responsible for it ? Should I report this ? What will be the repercussions of reporting ? Is it going to affect my career? Will I loose my ?nancial independence ? What if the complaint will be branded false or frivolous. What if my relatives and peer group come to know about this? Is there anyone who can help me? ? Should I quit this job? Is there any reporting system? Will my husband doubt my character? Is it going to affect my career? Will I lose my financial independence ?
  • 6. Consequences :
  • 7. Impact on Physical and emotional health : • anxiety, • depression, • sleep disturbance, • weight loss or gain, • loss of appetite, and • headaches.
  • 8. Financial Loss Women facing sexual harassment often try to avoid harassment at workplace by - • by taking sick leave or • leave without pay from work, or • even quitting or • transferring to new jobs.
  • 9. Solution ?
  • 10. Take recourse to the provisions under the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013
  • 11. What should a women facing sexual harassment at workplace do ? Upon receipt of the complaint, the ICC or LCC must proceed to make an inquiry in accordance with the service rules and complete it within in a period of 90 days. The employer must act on these recommendations within 60 days. ICC must submit a report to the employer once the allegations against the respondent are proven to: • take action for sexual harassment as ha misconduct • to deduct from the salary or wages of the respondent such sum as it may consider appropriate to be paid to the aggrieved woman or to her legal heirs. An aggrieved women should make a complaint in writing within 3 months from the date of incident. STEP I STEP II STEP III STEP IV
  • 12. Be prepared before it affects you or your peer groups: • Learn about your rights and duties. • Learn about the duties of the employers as per the Sexual Harassment at Workplace Act 2013.
  • 13. What we do ? Conductinginteractive sessions for employeeson Sexual Harassment at Workplace. Identification and selection of ICC membersincludingNGO partner. Sensitization and trainingof ICC memberson the Act, Rulesand Regulationsand itscompliance. Preparingthe institutional Anti- Sexual Harassment Policy in accordance with the law.
  • 14. Write to us on info@aidforchange.org to know more about our POSH program.

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