{"id":256182,"date":"2021-10-28T14:00:25","date_gmt":"2021-10-28T08:30:25","guid":{"rendered":"https:\/\/www.scconline.com\/blog\/?p=256182"},"modified":"2021-10-29T10:40:26","modified_gmt":"2021-10-29T05:10:26","slug":"posh-chh-hc-whether-obscene-language-used-by-a-against-b-would-amount-to-sexual-harassment-within-workplace-if-working-institution-is-different-but-appointed-by-the-same-employer-i-e-government-o","status":"publish","type":"post","link":"https:\/\/www.scconline.com\/blog\/post\/2021\/10\/28\/posh-chh-hc-whether-obscene-language-used-by-a-against-b-would-amount-to-sexual-harassment-within-workplace-if-working-institution-is-different-but-appointed-by-the-same-employer-i-e-government-o\/","title":{"rendered":"[POSH] Chh HC | Whether obscene language used by A against B would amount to sexual harassment within workplace if working institution is different but appointed by the same employer i.e. Government of Chhattisgarh?"},"content":{"rendered":"<p style=\"text-align: justify;\"><strong>Chhattisgarh High Court:<\/strong> Narendra Kumar Vyas J. allowed the petition and remarked <strong>\u201cany victim of sexual harassment at workplace should not run pillar to post to get her redressal\u201d.<\/strong><\/p>\n<p style=\"text-align: justify;\">The petitioner is a Senior Professor of English posted at Government J.P. Verma, P.G. Arts and Commerce College, Bilaspur. Respondent 5, an Assistant Professor in English and posted at Government College, Akaltara visited Government J.P. Verma P.G. Arts and Commerce College, Bilaspur and used obscene language about the petitioner. He used words <em>\u201cTripathi Chalo Maja Kare Tum to Janti Ho Pichle Bara Varso se Tumhare Mere Saririk Sambandh Hai Aur Itne He Varso Se Tum Meri Rakhel Ho<\/em>\u201d in presence of number of professors. The petitioner informed the authorities to take action but no action was taken, and thus, she made a complaint to respondent 1 to the Government of Chhattisgarh. A preliminary fact finding inquiry was conducted but not to much avail and neither the principal after receiving complaint lodged any report nor has given permission or direction to the petitioner to lodge FIR, so she has not lodged the report directly. The above events demonstrate that the guidelines given by the Vishaka Committee was not followed as the incident has been taken place in the workplace, therefore, the employer should have forwarded the copy of the complaint along with inquiry report to the police station, so the police can take cognizance on the complaint.<\/p>\n<p style=\"text-align: justify;\">Counsel for the State submitted that the allegation of the petitioner that she was sexually harassed at workplace is not applicable to the present facts of the case as respondent 5 was working at Government College, Akaltara whereas the petitioner was working at J.P. Verma, P.G. Arts and Commerce College, Bilaspur. As such inquiry cannot be initiated against respondent 5 for sexual harrassment at workplace as the workplaces are entirely different.<\/p>\n<p style=\"text-align: justify;\">The Court relied on <em>Vishaka v. State of Rajasthan<\/em>, (1997) 6 SCC 241 and observed that Prevention of Sexual Harassment at Workplace Act i.e. POSH Act has been formulated in pursuance of the guidelines of the Supreme Court in case of Vishaka (supra). \u00a0Also, the petitioner and respondent 5 are employees of State Government working in the Higher Education Department. Their service conditions are governed by Chhattisgarh Civil Services (Classification, Control and Appeal) Rules, 1966.<\/p>\n<p style=\"text-align: justify;\"><strong>\u00a0<\/strong><strong>Will the incident attract the term \u201cemployer\u201d within its ambit?<\/strong><\/p>\n<p style=\"text-align: justify;\">The Court observed that they are appointed by State Government, Higher Education Department, as such, they are employed by the same employer. The employer has been defined in Section 2(g) of the Act, 2013 which means <em>in relation to any department, organization, undertaking, establishment, enterprises, office, branch or unit of the appropriate government or a local authority, the head of that department and clause (II) of the Section provides that in any workplace not covered under clause (I) any person responsible for the management, supervision and control of the workplace will be called as employer, <\/em>thus, Secretary Higher Education Department, Director of Higher Education Department and Principal of the Institution will be employer so far as the Act, 2013 is concerned, therefore, respondent 4 can very well fall within ambit of \u2018employer\u2019 under the Act, 2013, thus, respondent 1 and respondent 4 being employer should have taken action as per the Act, 2013 and they have failed to discharge their duties.<\/p>\n<p style=\"text-align: justify;\"><strong>Whether, the act committed by respondent 5 against petitioner would amount to sexual harassment within \u201cworkplace\u201d?<\/strong><\/p>\n<p style=\"text-align: justify;\">The petitioner was working at J.P. Verma, P.G. Arts and Commerce College, Bilaspur where respondent 5 has visited and made certain obscene remarks against petitioner, therefore, as per the Section 2(o) of the Act the incident has taken at workplace where petitioner was working<strong><em>. The workplace has to be considered, the place of working of the victim not on the basis of offender, as such, it is held that petitioner was subjected to harassment at workplace.<\/em><\/strong> Therefore, the incident has taken place at workplace and since the incident has happened at workplace, either respondent 1 or respondent 4 should have taken action as per the judgment of Vishaka (supra) and the Act, 2013.<\/p>\n<p style=\"text-align: justify;\">The Court thus directed <em>\u201cthe Secretary \/ Director \/ their authorized persons from Higher Education or Principal of the College where the petitioner was posted, shall initiate proceedings against respondent No. 5 for registration of FIR on the basis of complaint made by the petitioner and materials collected by the facts finding Committee within two months from the date of receipt of copy of this order.\u201d<\/em><\/p>\n<p style=\"text-align: justify;\">[Savitri Tripathi v. State of Chhattisgarh, <a href=\"http:\/\/www.scconline.com\/DocumentLink\/pGCao1Z3\"><b>2021 SCC OnLine Chh 3203<\/b><\/a>, decided on 25-10-2021]<\/p>\n<hr \/>\n<p style=\"text-align: justify;\"><strong>Appearances<\/strong><\/p>\n<p style=\"text-align: justify;\">For Petitioner: Mr. Awadh Tripathi<\/p>\n<p style=\"text-align: justify;\">For State: Mr. G.I. Sharan<\/p>\n<p style=\"text-align: justify;\">For Respondent 4: Mr. Kishore Bhaduri and Mr. Sabyasachi Bhaduri<\/p>\n<p style=\"text-align: justify;\">For Respondent 5: Shri Arvind Shrivastava<\/p>\n<hr \/>\n<p style=\"text-align: justify;\"><strong><span style=\"color: #993300;\">Arunima Bose, Editorial Assistant has reported this brief.<\/span><\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Chhattisgarh High Court: Narendra Kumar Vyas J. allowed the petition and remarked \u201cany victim of sexual harassment at workplace should not run <\/p>\n","protected":false},"author":67011,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[3,10],"tags":[16651,31857,3067,47639,44391,47637,47641,2850,47640,47638,32966],"class_list":["post-256182","post","type-post","status-publish","format-standard","hentry","category-casebriefs","category-highcourts","tag-16651","tag-employer","tag-FIR","tag-obscene-language","tag-posh","tag-prevention-of-sexual-harassment-at-workplace-act","tag-section-2o-of-posh-act","tag-sexual_harassment","tag-visakha","tag-visakha-guidelines","tag-workplace"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.4 (Yoast SEO v26.4) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>[POSH] Chh HC | Whether obscene language used by A against B would amount to sexual harassment within workplace if working institution is different but appointed by the same employer i.e. Government of Chhattisgarh? 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Let&#8217;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 &quot;Case Briefs&quot;","block_context":{"text":"Case Briefs","link":"https:\/\/www.scconline.com\/blog\/post\/category\/casebriefs\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":360964,"url":"https:\/\/www.scconline.com\/blog\/post\/2025\/09\/20\/posh-act-complaints-guide-shebox-initiative-india-legal-update\/","url_meta":{"origin":256182,"position":1},"title":"SHe-Box and Beyond: Your Essential Guide to Navigating the PoSH Complaint Process","author":"Shubhi","date":"September 20, 2025","format":false,"excerpt":"An outline of the PoSH Act, 2013, tracing its history and legal significance, highlighting its evolution through landmark reforms, and SHe-Box initiative presenting accessible insights to support awareness and effective application.","rel":"","context":"In &quot;Law made Easy&quot;","block_context":{"text":"Law made Easy","link":"https:\/\/www.scconline.com\/blog\/post\/category\/law-made-easy\/"},"img":{"alt_text":"PoSH","src":"https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2025\/09\/PoSH.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2025\/09\/PoSH.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2025\/09\/PoSH.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2025\/09\/PoSH.webp?resize=700%2C400&ssl=1 2x"},"classes":[]},{"id":235015,"url":"https:\/\/www.scconline.com\/blog\/post\/2020\/08\/28\/sikk-hc-whether-a-private-function-comes-within-ambit-of-broad-interpretation-of-workplace-in-posh-act-hc-to-determine\/","url_meta":{"origin":256182,"position":2},"title":"Sikk HC | Whether a private function comes within ambit of broad interpretation of &#8220;workplace&#8221; in POSH Act?: HC to determine","author":"Bhumika Indulia","date":"August 28, 2020","format":false,"excerpt":"Sikkim High Court:\u00a0Bhaskar Raj Pradhan, J.has framed an eminent question for determination which will have an impact on the dispensation of justice to complainants under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (the \"POSH Act\"). The High Court will determine whether the broad interpretation\u2026","rel":"","context":"In &quot;Case Briefs&quot;","block_context":{"text":"Case Briefs","link":"https:\/\/www.scconline.com\/blog\/post\/category\/casebriefs\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":292154,"url":"https:\/\/www.scconline.com\/blog\/post\/2023\/05\/14\/sexual-harassment-of-women-at-workplace-sc-directions-to-implement-posh-act\/","url_meta":{"origin":256182,"position":3},"title":"Sexual Harassment at workplace: \u201cAssure women safe &#038; secure workplace or they will fear stepping out\u201d; SC issues directions for PoSH Act implementation","author":"Prachi Bhardwaj","date":"May 14, 2023","format":false,"excerpt":"The Supreme Court attributed the reluctance on the part of victims of Sexual Harassment at workplace to report the misconduct to, (i) uncertainty about who to approach under the Act for redressal of their grievance; and (ii) lack of confidence in the process and its outcome.","rel":"","context":"In &quot;Case Briefs&quot;","block_context":{"text":"Case Briefs","link":"https:\/\/www.scconline.com\/blog\/post\/category\/casebriefs\/"},"img":{"alt_text":"sexual harassment of women at workplace","src":"https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2023\/05\/sexual-harassment-of-women-at-workplace.webp?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2023\/05\/sexual-harassment-of-women-at-workplace.webp?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2023\/05\/sexual-harassment-of-women-at-workplace.webp?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/www.scconline.com\/blog\/wp-content\/uploads\/2023\/05\/sexual-harassment-of-women-at-workplace.webp?resize=700%2C400&ssl=1 2x"},"classes":[]},{"id":226014,"url":"https:\/\/www.scconline.com\/blog\/post\/2020\/02\/21\/madras-hc-sexual-harassment-of-women-at-workplace-prevention-prohibition-and-redressal-act-2013-cannot-be-misused-by-women-to-harass-someone-with-non-existent-allegations\/","url_meta":{"origin":256182,"position":4},"title":"Madras HC | POSH Act cannot be misused by women to harass someone with non-existent allegations","author":"Bhumika Indulia","date":"February 21, 2020","format":false,"excerpt":"Madras High Court: A Division Bench of M. Sathyanarayanan and R. Hemalatha, JJ., while addressing the issue of Sexual Harassment of Women at Workplace, held that, \u201cSexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is intended to have an equal standing for women in the work\u2026","rel":"","context":"In &quot;Case Briefs&quot;","block_context":{"text":"Case Briefs","link":"https:\/\/www.scconline.com\/blog\/post\/category\/casebriefs\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":270774,"url":"https:\/\/www.scconline.com\/blog\/post\/2022\/07\/28\/whether-s-5-limitation-act-1963-apply-to-appeals-under-s-18-of-posh-act-2013-delhi-high-court-answers\/","url_meta":{"origin":256182,"position":5},"title":"Whether S. 5 Limitation Act, 1963 apply to appeals under S. 18 of POSH Act, 2013? 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