{"id":220736,"date":"2019-10-11T16:40:19","date_gmt":"2019-10-11T11:10:19","guid":{"rendered":"https:\/\/www.scconline.com\/blog\/?p=220736"},"modified":"2020-12-09T16:28:16","modified_gmt":"2020-12-09T10:58:16","slug":"aspiring-safer-workplaces-blindspot-in-the-sexual-harassment-law-in-india","status":"publish","type":"post","link":"https:\/\/www.scconline.com\/blog\/post\/2019\/10\/11\/aspiring-safer-workplaces-blindspot-in-the-sexual-harassment-law-in-india\/","title":{"rendered":"Aspiring Safer Workplaces; Blindspot in the sexual harassment law in India\u00a0"},"content":{"rendered":"

<\/a><\/p>\n

Sexual harassment is a form of sex discrimination projected through unwelcomed sexually determined behaviour.[1]<\/a> It is a violation of women\u2019s right to life, equality and liberty; creates an insecure and hostile work environment for them.[2]<\/a> It permeates all strata, ranging from unorganised sector to the corporate.[3]<\/a><\/p>\n

In India, the development of laws related to sexual harassment has a relatively recent genesis. Prior to 1997, there was no mechanism to deal with complaints made to the authorities by women with regard to sexual harassment at the workplace.[4]<\/a> The judgment in Vishaka<\/em> v. State of Rajasthan<\/em>[5]<\/a> was the first step where the Supreme Court held the impugned practice to be a violation of human rights. It was a case of the gang rape of Bhanwari Devi, an employee of the Rural Development Programme of Government of Rajasthan who attempted to stop child marriage.<\/p>\n

Nearly 15 years after the issuance of Vishaka guidelines, Parliament passed the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.\"\"<\/p>\n

Analysis of the Act<\/strong><\/p>\n

The said Act is applicable to the country as a whole whether in public, private, formal or informal sectors. The Act attempts to protect vulnerable workers who are not covered by the labour laws or are a part of a union such as domestic workers. The downside in the case of domestic workers being covered in this Act is that their remedy is only a police complaint of sexual harassment, under Section 509 of the Penal Code, 1860 (IPC).<\/p>\n

The statute makes it mandatory for all employers, whether in the public or private sector to set up an Internal Complaints Committee (ICC) in order to enquire into complaints of sexual harassment at the workplace, take preventive measures to ensure that the work environment maybe be conducive to women.[6]<\/a><\/p>\n

The Act provides that complaint of sexual harassment has to be made to ICC or the Local Complaints Committee (LCC) within a period of three months from the date of the incident and in case of a series of incidents, within a period of three months from the date of the last incident.[7]<\/a> This is an unfortunate provision as the courts from the very beginning have recognised that sexual harassment at workplace entails a relationship of domination between perpetrator and the victim, as a result of which the victim is often unable to protest apprehending adverse consequences upon her conditions of employment, career advancement and even her job itself. This time-limit has not been envisaged by Vishaka<\/em>[8]<\/a> judgment or any other judicial precedent. The statute itself permits filing of complaints by persons other than the aggrieved woman because in such cases it is not always possible for the victim herself to come forward.[9]<\/a> Thus, it is unreasonable that the aggrieved woman\u2019s right to approach the complaints mechanism is extinguished merely because of the time-lapse.<\/p>\n

The nature of punishment can be in the form of a written apology, warning, reprimand withholding of promotion, withholding of pay rise or termination from service.[10]<\/a> However, the punishment imposed can only the ones provided under the relevant service rules or labour law or contract of employment. Monetary compensation can also be paid by the respondent to the complainant, which is deducted from his salary or wages and this provision is irrespective of anything contained in the service rules.[11]<\/a> The amount of compensation is calculated on the basis of emotional distress faced by the victim, loss in career opportunity, income and financial status of the respondent.[12]<\/a> A fundamental critique of this is that the power to decide compensation is vested in the hands of a non-judicial body as it is essentially a judicial function.[13]<\/a> Also, there is no further guidance provided as to how to arrive at the sum of compensation.<\/p>\n

The Act provides that before initiating an enquiry, the LCC or ICC has an option to settle the matter through conciliation only at the request of the aggrieved woman, although no monetary compensation can be a part of this process.[14]<\/a> This provision, however, is severely criticised; the Verma Committee stated that any such attempt is yet another way to undermine the dignity of women.[15]<\/a> It also ignores the mandate of the Convention on the Elimination of all Forms of Discrimination against Women (CEDAW) and the Constitution of India which hold it unethical to expect to negotiate an outcome between the aggrieved woman and alleged perpetrator and being against fundamental rights respectively.<\/p>\n

Section 14 of the Act provides for punishment of the complainant in the event of the false or malicious complainant. It clarifies that mere inability to substantiate a complaint or provide adequate proof will not attract action against the complainant. However, it is problematic as subjecting the woman to such fear and distress even before bringing up the complaint defeats the very purpose of the Act. If such provisions have to be made at all, the power to decide should be in the hands of courts of law as opposed to bodies such as ICC or LCC. Right to appeal is also available in accordance with provisions of the service rules applicable or where no such rules exist, under the Industrial Employment (Standing Orders) Act, 1946.[16]<\/a> The statutory limitation is 90 days from the date of such action\/recommendation. Appellate authority varies from State to State. The Act also confers duties upon the employer[17]<\/a> to take steps to ensure a safe working environment for women employees.<\/p>\n

With regard to examine allegations of sexual harassment levelled against Judges\/Chief Justices of High Courts (HCs) and Judges of the Supreme Court, the decision rendered in C. Ravichandran Iyer<\/em> v. A.M. Bhattacharjee<\/em>[18]<\/a> laid down the process of \u201cin-house procedure\u201d. In this, the allegations against a Judge are examined by his peers. Its constitution is under the charge of the Chief Justice of India; it is confidential and kept out of public domain to preserve the credibility of the institution. However, in Addl. District and Sessions Judge \u2018X\u2019<\/em> v. High Court of M.P.<\/em>[19]<\/a>, it was held that the Bench examining such allegations should not consist of the Judges from the same court.<\/p>\n

Comparative Analysis with Laws Across the World<\/strong><\/p>\n

The 2013 Act like the provisions in Australia, Switzerland is inclusive as far as widening the definitions of sexual harassment, workplace, and aggrieved woman are concerned unlike countries such as Brazil where it is restricted to persons in a superior position asking for sexual favours[20]<\/a> or Germany where it is not punishable by any law at all. But it lacks strict punishments such as imprisonment and large sums of fine payable, in countries such as France, Zimbabwe, and Israel.<\/p>\n

It is unfortunate that the 2013 Act does not place any obligation on the employer on the grounds of vicarious liability to give monetary compensation to the aggrieved woman. To this extent, the aggrieved woman has to approach the court for damages by the way of tort law.[21]<\/a> In the United Kingdom (UK), an employer can be held vicariously liable for the harassment by co-workers. This has been illustrated in cases such as Jones<\/em> v. Tower Boot Co. Ltd.<\/em>[22]<\/a> and Chief Constable of Lincolshire Police<\/em> v. Stubbs<\/em>[23]<\/a>. In the United States of America (USA) also, the employer is vicariously liable but in defence, he\/she only needs to demonstrate that immediate action was taken once the incident had come to the attention of the employer.[24]<\/a><\/p>\n

In India, in only a limited number of cases courts have accorded compensation to aggrieved women following the failure of employers to comply with Vishaka guidelines. Manisha Sharma<\/em> v. Union of India<\/em>[25]<\/a> was one such case, where there was sexual harassment at the workplace in the Northern Railways. The Court held that the composition of the Inquiry Committee was not as per the Vishaka guidelines, thus the Indian Railways was held vicariously liable and had to pay compensation.<\/p>\n

There is a dire need to address the loopholes in the present law, in order for it to be more pertinent for women and the duty of employers to ensure a lawfully constituted and approachable Complaints Committee.<\/p>\n

\n

\u2020<\/a> \u00a0 IIIrd year, BA LLB (Hons.), National Law University, Delhi, e-mail: simran.jain@nludelhi.ac.in.<\/p>\n

[1]<\/a>\u00a0\u00a0 Vishaka<\/em> v. State of Rajasthan<\/em>, (1997) 6 SCC 241<\/a>: AIR 1997 SC 3011.<\/p>\n

<\/a> [2]<\/a>\u00a0\u00a0 Geetha K.K., Bill on Sexual Harassment: Against Women\u2019s Rights, (2012), Economic and Political Weekly, Vol. XLVII No. 3.<\/p>\n

<\/a> [3]<\/a>\u00a0\u00a0 Ibid<\/em>.<\/p>\n

<\/a> [4]<\/a>\u00a0\u00a0 Indira Jaising, Sexual Harassment at Workplace<\/em> (Universal Law Publishing Co. Pvt. Ltd., 2014) p. 2.<\/p>\n

<\/a> [5]<\/a>\u00a0\u00a0 Vishaka<\/em> v. State of Rajasthan<\/em>, (1997) 6 SCC 241<\/a>.<\/p>\n

<\/a> [6]<\/a>\u00a0\u00a0 S. 4(2) of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (2013 Act).<\/p>\n

<\/a> [7]<\/a>\u00a0\u00a0 S. 9(1) of the 2013 Act.<\/p>\n

<\/a> [8]<\/a>\u00a0\u00a0 Vishaka<\/em> v. State of Rajasthan<\/em>, (1997) 6 SCC 241<\/a>.<\/p>\n

<\/a> [9]<\/a>\u00a0\u00a0 Indira Jaising, Sexual Harassment at Workplace<\/em> (Universal Law Publishing Co. Pvt. Ltd., 2014).<\/p>\n

<\/a> [10]<\/a>\u00a0 R. 7(6) of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013 (2013 Rules).<\/p>\n

<\/a> [11]<\/a>\u00a0 S. 13(3)(ii) of the 2013 Act.<\/p>\n

<\/a> [12]<\/a>\u00a0 S. 15 of the 2013 Act.<\/p>\n

<\/a> [13]<\/a>\u00a0 Indira Jaising, Sexual Harassment at Workplace<\/em> (Universal Law Publishing Co. Pvt. Ltd., 2014).<\/p>\n

<\/a> [14]<\/a>\u00a0 S. 10 of the 2013 Act.<\/p>\n

<\/a> [15]<\/a>\u00a0 Justice J.S. Verma Committee, Report of the Committee on Amendments to Criminal Law, 66 (23-01-2013).<\/p>\n

<\/a> [16]<\/a>\u00a0 R. 11 of the 2013 Rules.<\/p>\n

<\/a> [17]<\/a>\u00a0 S. 26 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.<\/p>\n

<\/a> [18]<\/a>\u00a0 (1995) 5 SCC 457<\/a>.<\/p>\n

<\/a> [19]<\/a>\u00a0 (2015) 4 SCC 91<\/a>.<\/p>\n

<\/a> [20]<\/a>\u00a0 Ungender, Ensuring Diversity and Inclusivity through Legal Compliance <https:\/\/www.ungender.in\/single-post\/Sexual-Harassment-workplace-laws-across-the-world<\/a>><\/p>\n

<\/a> [21]<\/a>\u00a0 Indira Jaising, Sexual Harassment at Workplace<\/em> (Universal Law Publishing Co. Pvt. Ltd., 2014).<\/p>\n

<\/a> [22]<\/a>\u00a0 1996 EWCA (Civ) 1185 : 1997 ICR 254.<\/p>\n

<\/a> [23]<\/a>\u00a0 1999 IRLR 81.<\/p>\n

[24]<\/a>\u00a0 Ibid<\/em>.<\/p>\n

<\/a> [25]<\/a>\u00a0 2012 SCC OnLine Del 6352<\/a> : (2013) 196 DLT 741.<\/p>\n","protected":false},"excerpt":{"rendered":"

by Simran Jain\u2020<\/p>\n","protected":false},"author":8808,"featured_media":240384,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[42503,1191],"tags":[16941,37206,2850,37205,37901,32966,44393],"class_list":["post-220736","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-legal-analysis","category-op-ed","tag-crime-against-women","tag-prohibition-and-redressal-act","tag-sexual_harassment","tag-sexual-harassment-of-women-at-workplace-prevention","tag-vishaka-guidelines","tag-workplace","tag-workplace-harassment"],"yoast_head":"\nAspiring Safer Workplaces; Blindspot in the sexual harassment law in India\u00a0 | SCC Times<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.scconline.com\/blog\/post\/2019\/10\/11\/aspiring-safer-workplaces-blindspot-in-the-sexual-harassment-law-in-india\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Aspiring Safer Workplaces; 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The petitioner is a Senior Professor of English posted at Government J.P. Verma, P.G. Arts and Commerce College, Bilaspur. Respondent 5,\u2026","rel":"","context":"In "Case Briefs"","block_context":{"text":"Case Briefs","link":"https:\/\/www.scconline.com\/blog\/post\/category\/casebriefs\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":251596,"url":"https:\/\/www.scconline.com\/blog\/post\/2021\/07\/22\/sexual-harassment-3\/","url_meta":{"origin":220736,"position":1},"title":"Kar HC | A Mangalore University professor being accused of sexual harassment by a student; Court observes \u201cHe that takes the procedural sword shall perish with that sword\u201d","author":"Editor","date":"July 22, 2021","format":false,"excerpt":"Karnataka High Court: M Nagprasanna, J., allowed the petition and quashed the impugned second show cause notice holding The University is at liberty to initiate proceedings against the petitioner under the Service Rules by following the procedures stipulated therein. The petitioner presently working in the cadre of Professor at the\u2026","rel":"","context":"In "Case Briefs"","block_context":{"text":"Case Briefs","link":"https:\/\/www.scconline.com\/blog\/post\/category\/casebriefs\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":240363,"url":"https:\/\/www.scconline.com\/blog\/post\/2020\/12\/09\/ker-hc-will-provisions-of-posh-2013-cover-only-an-express-or-implied-sexual-advance-sexual-undertone-or-unwelcome-behaviour-which-has-a-sexual-tone-behind-it-under-its-umbrella-lets-read-what\/","url_meta":{"origin":220736,"position":2},"title":"Ker HC | Will provisions of POSH, 2013 cover only an express or implied sexual advance, sexual undertone or unwelcome behaviour which has a sexual tone behind it under its umbrella? Let’s read what HC says","author":"Bhumika Indulia","date":"December 9, 2020","format":false,"excerpt":"Kerala High Court:\u00a0The Division Bench of A.M. Shaffique and Gopinath P., JJ., while observing a matter in regard to sexual harassment at workplace stated that, In order to take action under the 2013 Act, the acts complained of should come within the purview of Section 2(n) and Section 3 of\u2026","rel":"","context":"In "Case Briefs"","block_context":{"text":"Case Briefs","link":"https:\/\/www.scconline.com\/blog\/post\/category\/casebriefs\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":269830,"url":"https:\/\/www.scconline.com\/blog\/post\/2022\/07\/08\/need-for-inclusion-of-lgbtqia-under-the-sexual-harassment-of-women-at-workplace-prevention-prohibition-and-redressal-act-2013\/","url_meta":{"origin":220736,"position":3},"title":"Need for Inclusion of LGBTQIA+ under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013","author":"Bhumika Indulia","date":"July 8, 2022","format":false,"excerpt":"by Dr Manika Kamthan*","rel":"","context":"In "Op Eds"","block_context":{"text":"Op Eds","link":"https:\/\/www.scconline.com\/blog\/post\/category\/op-ed\/legal-analysis\/"},"img":{"alt_text":"Op Ed","src":"https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2022\/07\/Op_Ed_by_Manika_Kamthan.jpg?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2022\/07\/Op_Ed_by_Manika_Kamthan.jpg?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2022\/07\/Op_Ed_by_Manika_Kamthan.jpg?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2022\/07\/Op_Ed_by_Manika_Kamthan.jpg?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2022\/07\/Op_Ed_by_Manika_Kamthan.jpg?resize=1050%2C600&ssl=1 3x"},"classes":[]},{"id":203863,"url":"https:\/\/www.scconline.com\/blog\/post\/2018\/10\/17\/me-too-encapsulation-of-the-rights-against-sexual-harassment\/","url_meta":{"origin":220736,"position":4},"title":"#MeToo| Encapsulation of the Rights against Sexual Harassment","author":"Bhumika Indulia","date":"October 17, 2018","format":false,"excerpt":"by Devika Sharma\u2020","rel":"","context":"In "Op Eds"","block_context":{"text":"Op Eds","link":"https:\/\/www.scconline.com\/blog\/post\/category\/op-ed\/legal-analysis\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2018\/10\/sexual-harassment-ohio-1.jpg?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2018\/10\/sexual-harassment-ohio-1.jpg?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2018\/10\/sexual-harassment-ohio-1.jpg?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2018\/10\/sexual-harassment-ohio-1.jpg?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2018\/10\/sexual-harassment-ohio-1.jpg?resize=1050%2C600&ssl=1 3x"},"classes":[]},{"id":95331,"url":"https:\/\/www.scconline.com\/blog\/post\/2016\/12\/30\/dopt-issues-fresh-guidelines-on-sexual-harassment-of-women-at-workplace\/","url_meta":{"origin":220736,"position":5},"title":"DoPT issues fresh guidelines on Sexual Harassment of Women at Workplace","author":"Saba","date":"December 30, 2016","format":false,"excerpt":"The Minister for Women and Child Development, Smt. Maneka Sanjay Gandhi, had held a review meeting on implementation of Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 on 26.10.2016. During the meeting, some cases of sexual harassment pending with certain ministries\/ departments were also examined. 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