PREVENTION OF SEXUAL HARASSMENT POLICY FOR COMPANIES

The Prevention of Sexual Harassment policies are developed within organisations, in accordance with the provisions of The Sexual Harassment of Women at Workplaces (Prevention, Prohibition and Redressal) Act, 2013. 

The main contention of formulating such policy within an organisation is to prohibit any such acts which would affect the working women community and prevent them from being sexually harassed by their employees or employers or any other individuals within the workplace. Apart from this, the policy also tends to ensure that a proper redressal mechanism is developed to provide protection, and ensure that as and when such cases arise, immediate action is taken, and all the necessary steps are taken to provide as much flexibility as possible.

The policy differs in every organisation, since it is formulated by the Internal Complaint Committee of the organisation. The ICC needs to be mandatorily set up in organisations, where there are more than 10 persons working. However, in case where the employee capacity is less than 10 individuals, then the person who is being harassed can go file their complaint with the local complaint committee which are set up in every district by the district officers, as the Act directs. 

The ICC should consist of a minimum of 4 members, namely: a presiding women officer working at the senior level in the office, any member who is committed to work towards the cause related to women, a member of the company, who has expertise in social work and the legal areas, and lastly, any external member who is experienced in handling cases outside, related to sexual harassment. 

It is upon the committee to decide as to how the policy is to be formulated, and what acts are to considered under the purview of sexual harassment. This implies that any acts, whether physical/psychological/emotional/verbal/written/graphical etc., which may offend the dignity of an individual, and are considered as inappropriate, maybe included in the policy. 

The relief provided in such circumstances include a monetary compensation to the victim, which depends upon the degree of offence, either a transfer to another department or  a termination of the person who commits such an offence from the organisation. Moreover, counselling and a three month grant leave is also provided to help provide comfort and care to the person who has been harassed. 

In case where the compensation is not provided, the offender can be held liable, and punished with a fine, of about Rs. 50,000 or more, as maybe suitable.