Scribd Logo
Upload

Welcome to Scribd!

  • POSH Policy 22042019

    Uploaded by

    Tanya Singh
    13 views48 pages

    Original Title

    POSH-Policy-22042019

    Copyright

    © © All Rights Reserved

    Available Formats

    PDF or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    Report this Document

    Copyright:

    © All Rights Reserved
    Download as PDF or read online from Scribd
    Flag for inappropriate content
    13 views48 pages

    POSH Policy 22042019

    Uploaded by

    Tanya Singh

    Copyright:

    © All Rights Reserved
    Download as PDF or read online from Scribd
    Flag for inappropriate content
    of 48
    gs Ministry of Electronics and Information Techn‘ Unique Identification Authority of India LAN are aa omery, 8 asa PREVENTION OF SEXUAL HARASSMENT (POSH) AT WORK-PLACE POLICY ‘APRIL, 2019 ‘Dal (40), Aaghaae Bung ‘anal Shib Road, shine Kai Mande, Ministry of Electonics an information Technology [UNIQUE IDENTIFICATION AUTHORITY OF INDIA ‘PREVENTION OF SEXUAL HARASSMENT POSH) AT WORK-PLACE POUCY IND. Content 1. ] UIDAT s Prevention of Sexal Warsimant (POSH) at working Paioy Z| Armenate A Steps to registers complain He Box i 3. [Annexure = Harassment Grievance Reressal Procedure 2 Mechanism 2 [appenwes= 1105 Bos LUstof Appendixes iefcences madeinthe Polly) [Appendix Reference age Nos. ‘Appendix Tule 3-€ of C6 (Conduct les, 1964 a Appendix 2 Go ofinda's ection No. 2SunderRule3 | 12:16 opendixa Department of Personnel & Traning’sOM No. | 17-26 11015/10/97 Est) ated 1321998 ead with OM No, 11013/3/2008-¢st (A) dated 22.2008 and 38200, pend Sexual Horassment of Women at Workpace | 2739 Preverton, rabibiion and Redressal Act, 2013 {) Section in of te Ac 29 (@) Section 32) ofthe et » (i Section 19 ofthe Act 35:36 i SubSection jorseetion aotthe act — | 30 (4 Section / chapter ofthe At sos 10 Section 9t0 22 of ne set sess (on) section 11018 ofthe ct mas (6) Section 21023 ofthe ct 6 Zopenaic § ‘Senualrasement of Women st Workplace | 0-5 (Prevention Prohibition and Redes) ales, 201 [o}_Cnuse 14 ofthe Rules ss ‘Minist ofElctronis and Information Technology ‘UNIQUE IDENTIFICATION AUTHORITY OF INDIA ‘PREVENTION OF SEXUAL HARASSMENT [POSH] AT WORK-PLACE POUCY 1. sAciGROUND AND WrRODUCTION (2) __Provilons regarding prohibiting sexs harassment of women at work place ae contained in Rule 3 of CCSICondct) Rul, 2968 and Government of India's Instruction No. 25 under These provisions provide ttt no Government sarvant hal indulge i any act of sexual harassment of any ‘Woman at her work pace. Every Government servant whe is Inchage of a workplace stall take appropriate tes to prevert sexual arasiment to ay woman at such workplace (@) Deparment of Persomal & Training vide ther OM. No, 11018/20/97Estt (A) dated 13" February, 1998 ead wih OM No. 11013/3/20095 (A) dated 2" Febuary, 2009 & 3 August, 2009 had issue can guidlines and norms Ind down by Hon'ble Supreme Cort n he cate of Vishaka and Or. Vs, Stats of Raasthan and Ors UT 99717] SC 384) which are tobe observed to prevent sexual harass nt of working women. 1 nas been lad down i the judgement that i the duty oF the fmployer oF other resparsile persons in workplaces or other instutions to prevent or deter the ‘commission of acts of seal harasment and to provide the procedure forthe resoltlon, settlement na prosecution of acts of sexual harassment by taking al steps eared. (o)__ Further, the *Semual Harassment of Women at. Workoace (Prevention. Prohibition and Redestal) Ac, 2013" (hereinafter ferred to 2 the Act), duly notfed by Ministry of aw and lustice fon 23° Api, 2013 ond subsequent ‘Sexual Harasment of Women at Worle (Prevention Prohibition and Redressa Rules, 2013" (hereinafter refered asthe ‘ules, wnich were notified vide Minstry of Women and Ch Development Notification doted 9” Cecerbe, 2013, emphasizes to rouge protection aginst sexual harasement of women at workplace and forthe prevention and ‘eres of complaints of eel harassment an for matters connected thereuith or iedental thereto. (8) shes Poti as been famed in secordance with the provisions ofthe Act and the Rules framed there under. Accordingly, whe the poley covers all the key aspects of the At, for any further ‘laifaton andor in cae of conflict between Ply and Act reterence shall aways be made tthe Act land the peonsons ofthe Rt shall preva ver he Pic 2. PURPOSE AND MANDATE As laid down under the provisions mentioned above under CCS{Conduct) Rules 1954, the -Honble Supreme Cours judgement nthe cazeofVshala & O's Vs. State of Rajasthan & Ors and under the "Seal Harassment ef Wornan a Wipe (Prvention, Brohition an Redraceal Act 2019" and "SenulHarasement of Women at Werkpace (Prevention, Prohtion ang Redessl) Rule, 201, eh employer shoul be committed to provide to alts employees, equa pportunty anda harass free worepace, notwithstanding race, caste, elgion, colour, ancesty, maital status, gender, sexual ‘vention, age, natinaity, eta apn or debit, a the case may te, Thus, in order ta crete such 4 aafe and conducive work environment especally waren employees, the Prevention of Sena Farasement (POSH) Poly is being ramed, in tne wth the proisns ofthe prevailing Act and Rules. ‘The main objective of she poly sto provide e women employees, 2 workplace, Fee om harsurent/ ont 0 atetatgo eae 2 ‘discrimination and to treat them with dgny and respec. Further, ao emphasizes on prevention, prohibition nd redesslof complaints of sexual harasment and mater rated tof Tis Zero. tolerance Poe against Sexual Harassment, Incorporating thers and procedures as mandated nthe Zt Ths poly shall encourage employees to come forward to report any sews miconduct witout ‘ny fear of vetrtution and with an assurance that te complain wl be talen sergusly 2nd ar unbas Inguiryconducted 3 SORE (a) This poley applies to all categories of employees working at UIOA at HO and all Regional Offices and Technology Centre and Data Cents) incuing permanent and temporery employees, contractual /ousoweed employes/ person employed on adhoc or daly wage bass, either dety or through an agent inva coming to the workplace For any purpose, Dut not mite to sors, ‘vendors, cntracal reioUres an applies to any alleged tof setual harassment aint pesons at Uworkolace, whether incident has outed dating or beyond office hours in work place. The sexual harassment wal not be tolerated, f engaged in by cFents or by suppers of any athe business ascites. {) The Work place includes 3 offices and premises of UIDAI including Headquarter and si Regional mes, Data Corres ane tecnolgy Centres), all orice related acttlesperforres a ony ‘otter se away from Ofce premises, any soca, husvess or other functions where the conduct of Comments may have an adverse npacton the workplaee of workalace relations ft lo Inches any place wsted by the employee aning out of er dureg the course of employment including "wansportation provide bythe emp over for undertaking the journey. F "SEXUAL HARASSMENT” (as defined under at) Sexual harasment may occur not only where a person wee sexual behavior to contol iluence or afect the carer, slr ot job cf another arson, but aso Between co-workers. may ao occur between 3 IDA! empoyee and someane tht employee deat within the curse of his her wok who is not employed by the VIDAL A. "Sewal Harassment incudes any one oF more ofthe falling unwelcome ats or behawor {whether crecty or by impheation: (i) Physical contact and advances or [i Ademand or request for sexual favours oF 1) Sexually coloured remarks remarks of asewal nature about a persor’s clothing obo (i) Showing pomography, making or posting sexual pranks, sexual easing sexual kes, Sewaly demeaning” eesivepctures, cartoons or other materia’ tvaugh emal, SMS, Sete; or (Repeatedly asking to salve during off ty hows oF continued expressions cf sexi interest against a persor's wishes; (oi) Giga oreaving ates that are sewaly sugzestve: (oid Eve teasing inuendos and taunts, physical confinement against one's llr any such act Ilo intrude upon oe’ pracy, (oi) Persistent watching, flowing, contacting of person and (i) Any other unwelcome piyseal verbal ornon~ebal conduct of sexua nature ret reei8 eat re tte B. Further Section 3(2) of the Act mantions that the fllawing ekcumstances, among other ‘cumstances, f occurs or is resent in relation to oF connected wth any actor Behar of seal hnarasament may aroun o seal harassment {i Impled or exp promise of preferential treatmentin her employment: oF {i implied or exp threstofdetimena treatment er employment or (i) imple o expt thveat about her present o:ftureerotoyment statu; or (interference with ner work or erating anintimisating or ofrsve or haste work envionment forher:or (9) Humiaing retment ely to affect he heath o safety. C _Otherimportant Definitions: (8. Arereved woman: n elation toa workplace, a woman, of ay age, who alleges to have been subjected to any act of seal harassment bythe respondent incudes contractual, temporary, vistors (i) Respondent: A person against whom a complaint of sewsl tarassment has been made by the ‘azatieved woman {ti Employee: & person emp oyed at the workplace, for any work or regula, temporary, ad-hoc or diy wage bas ether directly or through an agent, ncudng » contact, with oF without the -nowlege ofthe princi emesoyer, whether for remuneration or not, or working on voluntary basis or otherwise, whether the tame of employment are expt o¢ Implied and indudes 2 cooker contact wore, probationer, trainee, aprentce ot by anyother such name. (i) Workplace (in adction to wht is defined in seape sal aso include In akin tothe pace of ‘work [Head office / Branch offces, Factories) sal also ince anyplace where the aggrievec woman or the respondent ves in connection with his/her wor, during the course of and/or acing (out of employment/contract/ engagement wth UID, incuding transportation provsed for undertaking such journey, |v) Employer: person espeasible for management, supersion and conta ofthe workplace 5. ROLESand ResponsiauiTy (o) Resnansilitis of Individual: the responsibilty of allt respect the rights of thes and to never encourage harasiment. ican be dor bya Refusing to participate inany activi which Constitutes harassment 0] Supporting the person to reect unwelcome behavior) Acting 5 2 ‘wanes ifthe person beng harassed decides to lodge a complaint. Al are encouraged to advise thers of Bena tats umweteome. Often, some behaves are ma ikentonal. While thi floes nt make it acrapabl, toes give the person behaving inappropriately, the coportuny tomo or stop ther offensive behavior. (©) Dutie and Responsibility of the Emolover (As id down uder Section 19 ofthe Ac) “he detailed responsbilty & dutes ofthe Head ofthe Depurment anda Oivsonal Heads at Headavarter, Technolgy Centre and Regional Offices of VIDA are laid down nder Section 19, ofthe Ae which ineles Providing 2 safe working environment atthe workplace which shall ace safety fom the persons coming ito contac at he respective wokaace; 0 rrreno ste fate pn nt tle a 4 (i) To Display at any conspicuous place in the worklace, the penal consequences of sens tarasments: tnd the over constituting, the Internal Complaints Comte 10) wader Sub ‘Section 1) of Section # ofthe et {ip To Ouarie workshops and awareness programmes st regular intents for conctsing the employees withthe provisions of the Act (To Provide necessary facies tothe Internal Commitee, for delng withthe compli and conducting 20 ray, (0) Te provide azsistance to the woman if she so chooses to file 2 complaint in eltin tothe fence mnder the Indi Penal Code oF any ether aw fo he time bngin force (ut Tomonior the timely submission af enor by the internal Commitee. Responsibilities of Offers; Al Oices at UIDAI must enretatrobody is subject harassment and there is equal Westmont. They must also ensure that all employees understand that harasement wil not be tolerated: that complaints wl be taken serious; and tat the comslainant, respondent/s,ormtneses are nt Wetinzed in any Wa, 6 NTS. COMMITTEE of Section ‘To prevent instances of senul harassment and t ceive and effectively deal with complaints petain.igto sue cases, Internal Conpaints Commitee shall be constituted (by ander inwrting at Liga Head quarter as wel a at all othe administrative ofies Leal Regional Ofees and Technology “Cente separately sper the provisions made under Section 4 Chaptr:iof te Act () The Interval Complaints Committee 12 ) shall consist of the ftowirg members t be nominates by the empoyer, rarely (2) A Presiding Ofcer (Chairperson who shal be a woman employe at see level at workpice from amorgst the employees, who eal hold the ofce for such pei, rot exceeding tee years fromthe date of teienamiation; () Not les tan two Members from amongst employes preferably committed to the cause of ‘women er who have hod eeperience in soca work or have legal knowledge; (6) One Member from amongst non-governmental oranizations o associations committed tothe use of women ora person feria withthe sues eating to sexual harassment, who shal be pad such sor allowances for holding the proceedings ofthe IC, by the employer, asmay be prescribed: (a) bt ieast one-half of tne total Members so nominated shall be women. {reser separate Internal Compiaints Committees have been constituted for DAL Hts Os ane Teehneogy Cente) ()_TReICCIs responsible for {a} Receiving exmpaits of sexual harassment athe worklae; {b)Intatng and conducting inguzy as per the established procedure; {c) Submitingrepors of fining ad recommardation: {) Follow-up with the emaloyer in implementing appropiate action, (a) Maintaining stetconfdertaty thought the process a per established guidelines; nd {f) Submitting anual reports nthe prescribed format sorrectoae| ne ow tates 7. COMPLAINT MECHANISM ‘A. Online. Comblainsshiouth Se-Bou (i) Mostry of Wornen & Cid Development launched an Oaline Complaint Management System {ited “Sewal Harassment Electoni-Box (She Box)"on 24” July, 2017 for repisterng complains related ‘to sexual harassment st workplace, She-Box is aniniave to prove aplatiorm to the women working ‘or visting any office of Cetra Government icuang Minsties/ Departments, PSUs, Autonomous Bodies and institutes te to fle complaints late to sewal harassment at warkglace under the Sexual Harasime re of Women at Workp ac (Preventon, Pohibtion and Redressl Act, 2013, i) nce» complaint is submited to SHe-80, i wil be directly sent tothe interal Complaints Comte (CC) of the concerned Mintry/DepartmentPSU/AB et. having jurisdiction tongue nto the compli, The St Box provost an opportunity to Both the complainant and nodal admins ave "sutherity to montorthe progress inquiry cnuted by the Ics. The SHe-Box portal ean be accessed atthelink gen below: [i__TheStepsrequted fr lingo complain through SHe-Boe are given in Annet and also can be downlcaded rom the Sink” ito: shabox.nicnfasetstste/éownloads/mansal a 5. Disc complalnts made to intemal Complaints Cammitter (As pe” provisions mage under Sections 9 1 ofthe At), ()_Radreest Mechanism ~ Fora! Intervention In comlignce with the Act i the complainant ‘warrants formal intervtion, the compliant needs to lodge 2 wsten complaint, which shall be {oflowe. by formal redressal mechanism as described ia ths Poly. case of verbal complaint, the complaint wl be reduced ia wri by the feciver ofthe complaint and signatures ofthe complainant wil be obtained. © LODGING A COMPLAINT {3} The complainant needs to submit 2 detailed complan, slong with any documentary wide svalableor names of witnesses, t0 zy ofthe committee members tthe workplace. (b) The complaint must be lodeed within 3 months from the date of incident as incident. The Cconmttee can evtend th meine y another 3 months for asons recorded n writing, sasied that these reasons prevented the lodging the compat Provided that where sucha complaint cannot be made in wing the Presiding Otero any Messer ofthe internal Compt Cammtte shall render al reasonable astance fo the weren for ‘making the complain wating (ofthe aggrieved woman is unable to loge the complaint In acount of her incapacty, the following may do soon her beha, wth her waite consent = Legal ei relative cena Ccoorker = Aay prsonhavig the knowledge ofthe incident (a) tf ee initia complane& made to 2 person other than 3 commitee member, upon receiving such a complaint, i ll be the eesponsibilty ofthe complaint receiver to reget the sore to the committee immediate, 9, RECEIVING COMPLAINT (Guidetnes) (a) Dealing wit indents ofharassment sat like any otter typeof dspute. Complainants may be ‘erbarastadand dstessed ad it equrestact and disrtion whl eceving the complaint. {@}_Thefallowing points ate keptin mind by the receiver ofthe complain 1) Complaint are tstened to and the complainant informed that the VIDA takes the concerns seriously (iy Comalanan informed that these conceas wile reported to the aporopriate committe and follow upwil be done seedty (ii) Stustions are not to be prejudeed. Wnten notes ae taken while Hstening to the person “amplanant& alowed to bring another person to the mecting if they wish. When taking accurate notes, campainants own words, where possible, Is used. Cleat descipten of the Incident spe and iret ters is prepared and details 2 confirmed withthe complainant. (i) Al notes are kept sre confidential Complainant’ arwement I taken to allow proceeding with the mater, tien involves a formal investigation (The complainant is advied that although the paces confidential the respondent needs to be Informed and any witneses and persons setly Involved inthe compli process wil 30 learnaf the complainants identity. fe) Caves taken to prevent any dzadvantage tor wetinization of either the complainant or the respondent 10, RESOWUTION PnOCEDURE THROUGH CONCILIATION (a) Once the complaint i received, before itating the inguiy, the commitee may take steps to conclate the complaint between th complainant and the respondent hs is ony Hf requested by the agaieved woman, 0) itis made learto all parties that conclaton in Rl doesn't necessary mean acceptance of Complaint by the respondent. i a pracical mectanism through which issues are resoved of understandings clened e)__ Incase asettementisacived atthe committee records & reports the same tothe employer for ‘ating appropiate ation, Resolution through concliaton happens witin two weeks of receipt of complaint, (d) the commttee provides copies of the settement to complainant and respondent. Once the ‘tion's implemented, vo further inquiry s conducted sete 67 tage rw at ac a. Dune " {2) Conducting Inquiry “he committe nats inguin the following cases (i) Nocenciatonis requested by aggrieved woman (©) Conoiton has not rested in ay setiement (Gi) Complainan informs the cmmitee that any term or condition ofthe settlement arrived ‘trough cancion, has not been complied wth by respondent “The Committee procends to mate an inguy lato the complaint within a petod of 1 week of its receipt ofthe orginal complaint/closureofconeliation/repeatcomplant. (&) Manne of inquiry ite complaint: (©) Complinant shoud submatthe complain along wih supporting documents and the names ofthe setnesses. Upon eceipt ofthe complaint, the cammatte sends 1 copy ofthe complaint to resgondent within working days ii, Respotdent celles with ll supporting documents within 10 working days of eciing the copy the complaint {v)Nolega practioner can represent any party at any stage oftheingury rocedure (1 The Cemplaints Commitee mates inquiry into the complaint in aciordanee with the Principles of natural justice (Wi) Inconducir the ingiry, 8 minimum of three comnitee membersincixing the Presing Officer or the Chairpersons present (enero elit Lung pendency c the inguin, en # wren reyuest de bythe complainant, the committe may recommend tothe smployer (i) Transfer the complamant or the respondent to anyother worksace fi) Grant have to the aggrieved woman of maximum 3 months, nada to the lave she woul te otherwise ented (i) Prevent the respondent ram assesing complainant's work performance (i) Grant sic other rei as may be appropriste “Once the recommendations of interim ele are implemented, the empayes wl Infirm the committee regarding the same 12, INOURY PROCEDURE ovreet 87 tte uae shat (2) Ail proceeines of the inquiry re documented. The Commitee interns the respondent separately and igataly (b) Committee states exact what the allegation is and who has made the allegation. The respondent is giver ful oppartunty to respond and provide any evidence etc. Detaled notes ofthe meetings are preted which may’be shared withthe respondent and complainant ypon request. ty witnesses produced by the respondent areas interviewed & statements are taken, (@ Whe complainant oF respondent desies to css examine any witnesses the Commitee facts the same and records he statement. (8) In cae complalnant or respondent seks to ask questions to the ether purty, they may ge ‘them to the Commttee whch ask them and ecords the statement of the other par {2} Any such rauirys completed, wth 0 days from the date on which the inquiry i commenced {and report i submitted tothe empioyer within 10 days of completion of inquiry. (Section 11) and ‘Section 131) The ng procedure ensures absolute fies toll partes, 2B IDERATIONS UNG INQUIRY REPORT (2) While prepasing the fadings/ecommensations, following are consdere: (Whether she language used (weston or spoken) visual material or phystal behavior was of seal or derogatory nature (it Whether the allegation or evens follow lola and reasonably rom te evidence Gi) creibity of ompainantresgondent,wlresses and evidence (i) Other similar fats, evince, for eg. if there have been any previous accounts of arazznen pertaining tothe respondent (0) Both parties have been gen an opportunity of being heard [a copy of the proceedings ware made avaliable to both partes enabling them to make epreenttion agains the fiings a (b) The detaiee mechanism of the complaint an the action to be taken bythe IC are lil down Under the Sections 10 & 11 ofthe Act. Further the procedure to be flowed while conducting Ingvine aint have fons 12 14, ACTION TORE TAKEN AFTER INQUIRY, 40} Section 13 the Act envisages that onthe completion ofthe ngury unde the Ac the CC shall provide report ofits findings tothe employer within period often days from the date of completion athe Inquiry and such report be made avaiable to the concerned paris also, The fndngs and ‘ecomrvandatons ste reached rom the facts established and is recorded accurately. 4b) i the situation 20 eequies, oF upon request of the complainant, respondent or wines, ‘Competent uthorty a UIDA! may decdefo tke iter measures such as transfe, changing of ei esi tnein telat ° rant of leave ete to protect against vcimization or dstess during or subsequest to the course of ‘inguin, pending the fal outcome (0 Comolnig unsubstantiated (ection 13(2} ofthe At: Where te ICC aves atthe conlusion that the algatons aginst the respondent has not been proved, shall recommend to the employee that no actions required fo be taken inthe matter Further, the Committee ensures tht Goth Dares understand that the mater has teen ful investigate, thatthe mate is Now concuded nd neither wi be dsadvacagea witin the UDA (i) Gompleine sutstomiated {sections 3313) & 18 ofthe Act: Where the Comvitte aries 3t 8 onclsion tha the allegation against the respondent hasbeen proved, it shallecommené to the temployer to take necessary action for sexual harassment, asa misconduct in accordance with the provisos of te serve rules appiable ora per te provisions aid down undethe At. Section 23(4) ef the Act futher spefes thatthe employer shall ct upon the recommendations within 60 daye fits receipt by him under intmation tothe ICC (iy matcousAleations (Seton 14 of the Act: Where the Comatee aves athe coneluson that the allegation agaist the respondent is malicious or the aggrevee woman o any other person Imaling the complaint has made the complaint knowing toe fseor the agarived wom or any Other person making the complaint has produced any forged or miseading document, t may Fecommend tothe employer to take action agaist the woman or the person who has made the Cor alain in cordance with te provisions ofthe service rules applicable to her or him o* where no such sre rules ext, n such manner as maybe prescribed, The action recommended should be simiar to th ones proposed for the respondent incase of substantiated compli “while ceciingmalcious inten, the Commitee shoul consider that mer inal to substantiate 2 ‘Complaint nee not mean malisous inten, Maligous intent must be dear esabished though 2 separate nga 35. conte 168 (e} section 16of the Act silts that, the contents af the complaint made under Section 2, the density and adresses ofthe aggrieved woman, erpondent and witnesses, any infrmation eating 10 encliation and nai proceedings, ecommendstons ofthe ICC andthe ation taken by the employer Under the provisions of the At shall ot be pushed, communicated made krown to the pubic presea 4 mediainany manne. (b) Any perso» contravening the confidentiality causes is subject to cstipinary acon as preseribedin the At 16, APPEAL (Siction ofthe Act) ‘Any pe'sonagerieved from the recommendations made by the ICC or nonimplemetationof| such recomnmendatons, may preler an appeal to the cout or tribunal in acordance withthe prvions ‘of the sence rlesappicable to the said person, without prejudice to provisions cotained in ay ther ‘ew forthe time bung in fore, the person aggrieved may preter an appeal in suctmanner a may be prescribe, within ered ninety days of the recommendations. 0 437, ANMUAL REPORT (Sections 21 to 780 the At) As per the provision lid down under Section 21 & 2 ofthe Act and Rule 14 of the “Sexual Harassment of Wamen t Workplace (Prevertion,Pzchbtion and Reressal Rules, 203", the IC shall In each eendar ear prepare an annual repo, ging the following detais and submit the same to Iinsey of lecenics and Information Technology for onward Submision to the Ceparrient of Petsoonel& Trane (a) Number of complaints of sexual harassment received inthe year {i} Number of compat posed off during the year; (0) Norner of cases pending or mere than ninety dos; '8) Nrer of worzhopsor awareness programme agaist sexual harassment arid ost (e) Nature of action aken by the employer o District Offer. 18, MODIFICATION A REVEW OF THE POLICY UAtreveres the right 19 mest and, or review the provisions ofthis Poly, so a8 to comply with appleablelagl requirements, changes made inthe Act by the Government, nema Poles, ot ‘otterrse witha view to rewse the prowsios of ths Poly tothe extent deemed necessary bythe {iba fom time totime, Any such changes or modications may be shared by UIDAI tots empoyees. as, sawinas case of any discrepancy in Paley, the provisos of reevon At/ Rules shal real -u- HOWTO REGISTER A COMPLAINT IN SHe-Box Slekon‘RegierYourComplain' = | | In ese you are Goveramant ‘ose the tego to which your | Employee select whether you we boone: |_| woring wt ‘Government Employees ‘ental Government Prva Employees state Governmert | Fall thefts ofthe region {oom and press the ‘subi buon | ‘contimation messogewilbesen te your ema adaeesprovidedin the regisraben fens t ‘ikon he nk cone aa samiemyaccout « prodesintne | entation er {2 sengait | { New Salient) svbmtrg your ena ie and [ psswors generate. 2 she.) Actin “ine Seed 1 “Submision of Complain bythe Complainant (ie. | Within3 morths ofthe ast ‘Aegrlved person} to anyother Person/ Offeror 1c incident (section ofthe Act) z ‘On eee ofthe complaint, the CC shal senda copy | Within a pero of 7 working ofthe same tothe respondent e.the person aganst | days whom the complaint made) (clawse 72) the Rls x Respondent shal ile is rely ofthe compbint tothe | Within 10 working day of te Iccalonguit supporting documents anddetaizot | date cf receipt ofthe cony ofthe witnesses ete complaint (Clouse 713) of the is a ‘Conclftion Between the Parties (ie. the complainant and the respondent), on the requt ofthe complainant may be prose bythe CC f resolution trough conliation isarrved, the same wil be recorded and informed to employer. Copyof the settlers tobe proved to both parties in ths case, no futher inauiy wll be {Section 106fthe At) 5 ‘nce conelition tna opted for or fra vesoiton | inguly sal be completed i active ata Formal inquiry wil be initiated by the | within 0 days rom the ate of {OC as perthe Poly! Ac. Intiton, [section 1(4 ofthe et) 6 ‘Gate conslelien othe inquiry, he IC hal provide | Within 10 days. ofthe a report of # findings to the employe, for taking | completion ofthe nau Fecommended action aa copy ofthe sare may 80 bbe made avaiable tothe concerned parties ao i. {Section 131) ofthe Ae) complainant and the respondent 7 “he employer shal ac upon he recommendations of | Withla 60 das ofthe ecapt of wei {the recommendations ram Cc {Section 13) of he At) 3 ‘Rape maybe made by ether afthe party tothe | Preferred wisn a priodof 90 mploye not satisfied wi te guy repo’ ——_| daysaf the receipt ofthe copyal recommendations of the cc. [Section 182) fhe Act) aun? omens et ana | Rue a-€ cia SES Cone RULES 068 | 4/03, Prohibition of sexual harassment of working women (0) No vernment servant shal indlg i nyse arse of ay woman aay work lac. (2) very Covenment sean who I inharge of «were place shal ae approprite ps to prevent stu haracement to ay woman athe wrk place expat.) Fer the purpose ral (3) "senua harassmeot nates ny one or mor ofthe following acto behaviour wb shrety or by implication ara {i} phi comet and advance: or (i). demand ot request fr sen ours [uy aking sexsly esioured remareor {0} showinepomograpy or (0) anyother unwelcome physical verbal non-verbal conduct ofa sexu ature (bythe ftowing circumstances. among other ckcumstances, WI ocurt oF pein ‘euatharstoen 7 " (i) implied or exp promis of preferential uestwentn employment o- (i) mpeder expletives of dernecalceatmeat is erployet or {it} impiedorexplet threst bout ber preset orate employment states ot {is} mororonce wrth her work oF eating an iting oe ofensve ohare wrk ronment fr hero 40) humitingreatment aly talfect er heath aes (6) workplace incuses, (0) aay department ogzisation, undertaking establishment enterprise, station fice, branch or unt whic Is establsbed owned, controlled af ‘eal af Substantial innced by Hands provided dinety or tndretly by the Cnt Government: / i) homer raring hes a 0 ‘wheter enlentisl or nat used fr tating ports o Ober acter Festhe (i) any place vised by the employee aiing out of or doing the course of “employment incising tansprstion provid by the emplayer or under sking such ourey (o) 2waing pice ors hose a ‘The Central Civil Services {Cond.i=?} Rules, 1964 “12D, Sunreme our judent inthe cate of ists ve Site of Rlasthon regarding sexu In ne cas of Visa and Ors Vs. State of lata and Ore. (I 1997 (7) SC 384), the Hane Sore ‘Gu ns a dwn gles and nema tobe obec fo prevent ena raat wring sare iano urns ne Hates ial bans we ove of sate earner oto see ‘Seared aon (hther Sy opto “ees « sewaty ewes ronats: 1) stoning seroma 3, atenon bis nna is ited Rule 3 (1 (5) ot CS (Cond) Rls, 2968, when rnd nat very Government Servant shal a alma do aaéung when i uroscrng a Sverre sean tt Ef Stulnrasmert af ware erpoyes deta unscaming of Govermsne SENT ahd ams 28 imsconduc Apron @ipinay ston shou be ite hee again dlrs Conese ain wit» complaints or soxua!Rarassment. The wets of sexual harassmere shoul have the OuvO” te seek, [ate he poretor or Cm et 6. Complain Mechanism: = Whether 3 ot sch cnc constr 39 etch nd an a 8 beh te Seance nea, av aporeiste compli mechan shold be ested m try engnaton frees the ‘Sit mode y he vet Suen cnt cna eros ensure ne Sune sere foros sere hh mde er era of mich anya thy may be ee Ho ih 2, Amarnes: «rane of te hts of Ferae enpcyes in ts ga ste be eres in patie ay ‘roman nity the guns (copy encate ne sutsle ener 8 secteprowson is, Nomeve tang made he CS (Cand ls, 98, prohing seni ees ‘F names ty Government stars, complet ote jet afte Horse Supreme Cou GUIDELINES AND NORMS LAIO DOWN BY THE HON'BLE SUPREME COURT IN VISHAKA & ORS v [STATE OF RIUASTHAN & ORS. (371997 (7) 86384) RAVING REGARD to the defnton fran et’ Scion 2 (othe Prtaton of Human hes et 193. "BAIN OTE fhe tae ra onl oe nw ot eeu rove see incre an ep rrr nna wl a sts eps fro anes 1. Duty ofthe Employer or ether responsible personsin workplaces and athernstntons Sexioment or prosecution of ato ea acazmet Oy ain a ee egos ‘or ts purpose seal harassment ues such ume ce sey determines Beaver (hater dct fry meteaton = 2} Psa contact and abarees by dando eo otal vou sexy clues remeks 2) hoi sore 1) ay athar unica shy verb or nent on fein me hare an ofthese acs itn ccuneances warende he iin a suc conduct has ease ‘conatitike 2 health and safety protien. it Ie discriminatory for Instance when the woman hes reascnable ‘Eling vertigo romain x ne este a Rote work eneenment Adverse consguences MDh be ‘Tota F thei coes concn ote Sond suetion a ass ar jean tere ‘Hep to eset sows harassment. Moat pace tothe gray ts oblgatn they shoud take te iowa Sens (e)Exoesspronton of seal hrtement as defined sbove tthe wor plan shot be mie, pubiied ne crealat in appraprste ws (0) Te RuesrRequtons of Government and Publ Secor bos rating to conduct ands soul spans ne fener (As reparte pirate employes spe shuld ba tan tne the afore proton n he stain rr uncer inal Emsoyment (Staang Oras) ac 986 (4) Aororine wack crits should be roid repost a wrk sire, Nath ang hylan father ‘Stare tat thre ene oste amirrmen toward women et woe pce ado emplyee mum Shou Fave rensraie eound fo esa hat se asvenage in cnnecton wth her empoymar 4: criminal Proceedings: “pj a nts approprate racy acoretce wih fw Oy oxi © Cogent we SERIE simon. In prt, shu ensre that vitins omnes ar not veumaed oe decimated age deoing ‘icons os ase, Tt ot sn ramet hs Peete etn Se oe ‘5, Discpinary Acton: mere such cond anu to misondut in employment 2 define by the relevant sev rules, paoqie ‘deoliary acon shoul be sted oye employer acorcanes with hae res 6. Complaint Mechanism: “amp means sou be crete nthe empoyers goat for eee the comput may the 7. complaint Mechanism “he camolsint mechanism fer to in (6) above, shold be adequate to provide, whee recesary, 2 Compan Commitan a spcal cunedl corer opr sees esi he montane feet. ‘he Complonts Commitee shad be MeBced by 2 wont and not less thn Raff Is member shuld be one Fates te reer th osiiy of any unde reso orifice For ser Wy 4% CNP Commitee svelé ive © rd ay, ser NCO or ser bad es fmior Wi te ne Se pendrin, Rep SIConbonet Ae GO Decor bat » % ‘ono eter Ca a Seer Ca 16 CO Oui 8 82 Pa Von ‘The Conaiints Commacee must make an eanel reer & Be Govemmen dopa CONES of Ee he emslyes and person rhage wil a reper on e cmpance wth ha ores denes Wang on roves shoul Be alone t aise sues of zc arent a wre’ meeting din tr 0mroprate ‘cron onto be atratvyseasae Engler cnyee Macys sara ofthe nights of fra employes in this regard sald be cata’ i pace Oy romney ‘ornate pudelnes (ane eorert leglton nen enced onthe ject 9 abe mane” 10, Thied Party Harassment: Whee sect harassment ecu af 3 res of 39a ion by ay tind paty cute, be empoyer 4nd potsn nharge il ake ape neceary and reaansble 0s the stated poin a oh 41, the conraltate Goverment ate requested o conser aoping stone meses ing Hats {© sue tat he avin dow by ts eer bre a sere the empoyerrn Pate Sacer 32, The ails il ot rey hs ave user he Poeton of Huma gts At, 3983 {100er Om ne. 12013/t097-Es0(A),deted 12022885) ooveht © 088-2088 wna fren A ies ase ne No.110-3HaT et (4) ‘Government ot ns Uinisy of Persona, Public Grevances and Pensions {Department of Personnel & Trarang) Now Det, dates the 13" February, 1908 Subject | CCS (Conduct) Rules, 1964 ~ Supreme Court Judgment the case of Visnaka Vs. State of Rajasthan regarding sexual harassmox. of worang ‘The undorsigne is areted to say that in the case of Vitnaka and Ors Vs, Stato ‘of Rejasan and Ors (JT 1997 (7) SC 384), the Howto Supreme Cour has tid down ‘uldsines and noms tobe observed o prevent Sexi harassment of working women 2. thas been lal down in the judgment above-mentioned tat #16 the duty ofthe ‘employer oF her responsible persons work places oF ther nsttubos proven OF ‘eter he Commission of a of shal Maraeament and provide the procedure te ‘esotibon, sottement oF prosecuton of acs cf sexual Rarassmont by taking a! steps ‘quid. For tis purpose, sexual harassmant incudes such urmeloome sexual Getermined beaver (wher soy or mpicaon) ae = 18) physical contact ana acvances; 'b) demand or request for sexual favours ) sexual coloured remarks: ‘) showing pomagrephy, 2) any oftor unwelcome physica, verbal or nonverbs! Condit oF sexual rare 3. Atanon sn his connection is invfod 10 Rule 8 (1) (H) OF te CES (Corday ules, 1984, which provides thal every Government servant shat tall mos do rorng which is unbecoming of Goverment servant Ay act of sexual harassment of women ‘employes. ig defritaly unbecoming of a Govermont servant and. amounts 10. misconduct. Appropriate disciplinary acton should be rihated in such eases against the Glnquent Government servantin cordance wih the rules. 4. Where such conduct amounts 8 specie oftence under the inian Penal Code (under any other law. the concamed authorise shal Inia sporenfate acaon ‘Bocordance wth aw by making @complant wit the appropiate author 5.__In particular, t should be ensured tht vicims, or winasses are pot visti oF ecdminstod agate wile dealing with complaints o¢ axel harassment The vcs ‘Sousa harassmont should hava the open lo seek warsfor of tre perpowator or Ihe Own (ranster 2- 6. Complaint Mechaitm Whether or not such conduct constiutes an ofence tinder lw ora breach ofthe sarice rules, an appropiate complaint mechanism shouts Be reatad in evry organtation for redress of to compiant made by the vein. Such ‘Complaint mechanism shoud ensure te bound waatment of complains. Wherever such ‘machine fr recreseal ct Qdovanes already exit, thoy may be made more efeve ‘andi parler women ofcer should prferely handle such complaints, 7. Awareness Awareness of he rights of female employees inthis regard souk be created In pertouir by prominendy notiying the guidalines (copy encased) n & table mance 18. specie provision, however, baling mado in the CCS (Conduct) Rules, 1964 prohibling sexual harassment of women By Goverment servants, compliance of fs usgment of he Hobie Supreme Court 8. The Minevies;Deparsments are requested to bxng these instructions tothe noice ‘fal concerned for sti complance. 40. _In $0 far as persons serving in the Indian Aut and Accounts Ospartment are oncemad, these iste sue eer caneultaon wit the Comptoir and Astor ‘Gonoca of nda. Hind version wil fob. sa (tarinde Srgh) Join Soeatary tothe Government of ria Sar tenennemtepanmenis one Soyer 8 ‘Copy forwarded to 1 nd Autor Genera fina, New Deli 2. Union Puble Sones Comission, New bet 3. Cental Vigionce Commission, New Dali. 4 Cental Burec of investigation, New Dah 5. Al Union Tertory Aamatsratons. 8 ak Sobha SexetRav Sabo Seas 7 yt Oe er ecto nto ty of Pre, PG an Penns ond MHA, 8 Al Atfached end Suborsinale Orces ofthe Ministry of Personnel, Pubic (Grievances and Pensions and MHA sr of Partamentary sa (rind Singh Joint Secreta) “4 GUIDELINES AND NORMS LAID DOWN BY THE HON'BLE SUPREME COURT IN| VISHAKA & ORS. V. STATE OF RAJASTHAN & ORS. (JT 1997 (7} SC 384) HAVING REGARD to the defintion of ‘human rights’ in Section 2 (4) of the Protection of Human Rights Act. 1999, TAKING NOTE of the fact that the present Chaltand penal lew in india do not adequately provide for specific protection of ‘women from sexual harasement in work places and thal enactment of such Teotslation wil take cons derable tno, it ie necessary and expedient for employers in work places as well as other Fesponsible persons or'institutions to observe certain guiaennes 10 ensure tre ‘prevention of sexual haressment of women. 1. Duty of the Employer or ther responsible persons in work places and other tutions {shat be te duty of te employer or other cesponsibie persons In workplaces o& otter Instone to prevent or eter tha commission of ac of sexual harassment and 10 prowde the procedures forthe reeokion,satdoment oF prosecution of acts of sexual herassinent by talon ol stops requires 2, Definition For this purpose, sexual haressmont indudes such unwelcome sexually detemined Dehaviou whether dracty oF by inpiteaion) a8 £2) Physical contact and acvances, )@ domand or reqtest for semua favour: €) Sexual colouedremarks; «showing pomogrpty: €@} any omer unwelcome physical, verbal or non-verbal conduct of sana nature nr oy of tose cnn n crass wren th vem fh ‘oncvct nse a reatonabie aprenensian iet'nreaon fo the sctns ompoyemet or fo wnatocthe dang tan, or nono o wun, wow Goverment Dubbo or prveteentrpoe uch conde can bo hurling an may conte a heath {ind sufty preter. fis decrraiory for hatance when tro worman ha reascntle (ours to boleve tether cbjacion woud disadvanlage fh connecion wi tar Splint or mark okudng rect or promoton when vost a Nose wor snwronment Adverse contaquorcas mgi.be sted the wl des not eanean 1 fhe conduct n quesbon oso ary objector thereto 3. Preventive Stops : [Al employers or persons iv charge of wer ploce whether in pubic or prvate sector ‘should lake spgcopaate steps to prevent saxual harassment. Without prjudce the ‘ener to Bus Obsgaion fay shoul lake te folowing stops (8) Express proibiton of sexual harassment as dotined above atthe work lace should be noted, published and created in appropiate ways, (©) The RulosRegulations of Government and Pubic Secor bess relating 1b conduct and dscipine shou include ruesreputons prohbting 80%! harassment and provide for appropriate peralies such rulos against he offence (0) As regards private employers staps should be taken to incude te foresaldprobibiions inthe. Handing. orvars under the Industral Employment (Standing Orders) Act 1846, (@) Appropriate work condtions should be provided In respect of work. leture, heel and hygiene to futher ensure. th there tro. Now envionment towards women at werk places and. no employee woman should have reasonable grounds fo belove tat she is dssdvertaged in connocten wih her employment 4. Ceminal Proceedings: Wmere such conduct amounts to a specific offence under the nian Pens! Code or Lunder any other law, the empioywer shall iniate appropriate action in accordance ‘with law By making a complalat withthe appropriate authority im particular, t should ensure that victims or witneases are not vitimized or lacriminated against while dealing with complaints 9f sexual hareeament. The Victims of sexual harassment should have the option to seek transier of the erpetrator or thelr own transfer. 6. Disciplinary Action : Whore such conduct amount to misconduct in employment 2s definded by the relvant femaranea win hose nse 6. Complaint Mechanism: \Wnatharor not such conduct constutas an oence under low ora breach ofthe sewioe ‘ues. an) spproprite complaint mecharism should be created in te employers ‘orgarizaton for recess ofthe complaint made by the Vici, Such complaint mecharism ‘shoul ensuro me bound weetment of complains 7.Complaint Mechaniem: ‘The complaint mechanism refered on (6) above, should bo adequate o provide, where ‘necessary, 2 Conplanis Commits, & spec! councalor or other support servo, including te mairtanance of eontdentalty ‘he Compitins Cernritioe shouts be headed by & worn and not aes than No ts member should be women. Furthec to prevent the possbaty of ary undue pressure oF iuence from senior levels such Conants Commitee shoud mvolve @ Init pty, ‘ether NGO or oer body who fair with the isu of senuel heressnent ‘Tne Complaints Commit must make an annus! report tote Goverment department concermod ofthe complants and acon ten by Pe, ‘The employers and person in charge wil also report on the compliance with the sforesaid guideinos including on the repods of the Complaints Commie 10 te ‘Government epariment 8. Workers Intlative: Empioyees should be alowed to raise iesues of sexe horassment al wake’ meeting land in other aoproprate forum and it should be efimawvely dscused n Employer Employee Mesings 9. Awareness : ‘Awareness of the rights of fonala employees in the regard shoud be created in Particular by prominendy notifying the gudaines (end sppropite legslaion when ‘enacted on the subjct) ta sulle mance. 40. Third Party Harassment: Where sexual harassmant occurs 2s result of an acto omission by any td party o¢ Ctscer. te employer and person in cherge wil lake al stops necessary end reasonable to assis tn fected pereon in tee of suppor sna preventive action, 14. The Contalstate Goverments are requested to consider aiaoing stable ‘measures including logislaton to ensure thal the guidetnes lat down 2y ti order are also observed bythe empayers ia Prva Sector. 12 These guidelines wil not preusiee any rights avalable under he Protection of Human Fights Act, 1893, [DOPT OM No. 11013/3/2009-Estt. (A) dated 2 February, 2009] (25 £) Guidelines regarding prevention of sexual harassment of working women In the workplace. Department of Personnel and Training's 0.M. No. 11013/10/97-Estt (A) dated 13.02.1998 and 13.07.1959, O.M, No. 11013/11/2001-Estt (A) cated 12.12.2002 ar 09.08.2005 and O.t. to, 11013/3/2009- Estt, (A) dated 02.02.2009 on the abovementioned subject and to say that i 1s necessary fo have In plece at all Ummes an effective Complaint Mechanism for dealing with cases of sexual harassment of working women and to ereate awareness in this regard, particularly amongst ‘varking women. The salient features of the Comalaint Mechanism anc Inquiry procedure are 9s follows :~ (Rule 3 C of the CCS (Conduct) Rules, 1964 provides that no Government servant shall indulge in any act of sexual harassment of ‘any women st her work place. Every Government servant who is incharge of a work place shell take eppropriate steps to prevent sexual harassment to any woman at such work place. "Sexual haressinent includes such unwelcome sexually determined behaviour, whether directly of otherwise, a5 -- (@) physical contact and advances; (©) demand or request for sexval favours; (€) sexually coloured remarks: (2) showing any pornography; or/~ {e) any other unwelcome physical, verbal or non-verbo! conduct of a sexual nature. ii) whether or not such conduet constitutes an offence under law ‘oF 9 breach of the servies rules, an appropriate complaint mechanism should be created in the employer's organization for redress of the complaint. made by the victim. Such complaint mechanism should ensure time Bound treatment of complaints. as- ii) The complaint mechanism should be adequate to provide, ‘where necessary, a Complaints Committee, a special councellor of other support service, including the maintenance of confidentiality “The Complaints Committee should be headed by 8 woman and not less than half of its member should be women. Further to prevent the possibilty of any undue pressure or Influence from senior levels, such Complaints Committee should involve % third party, either NGO ct ‘other Body who is familiar with the issue of sexual harassment, ‘The Complaints Committee must make an annual report to the Government department concerned of the camplaints and action taken by ther, “The employers and person In charge will also report on the compliance with the aforesaid guidelines including on the reports of the ‘Complaints Committee to the Government department. (iv). The Committee constitute for redressal of the complaints by the victims of sexual harassment should be headed by an_ officer Sufficently higher In rank so” as to lend. credibility to. the Investigations. (W)___The Complaints Committee established In each Ministry or Department or Office for inquiring into complaints of sexual harassment shall be deemed to be the Inquiring Authority appointed by the Disciplinary Authority and that the Complaints Committee shall hold, if noseperate procedure has not been prescribed for the the Central Civil Services (Ciassifiation, Control and Appeal) Rul 1965 (copy enclosed) to this effect), (wi) The Complaints Commitiee in terms of Cabinet Secretariat's Order Wo. t dated 26.09.2008 wil Inquire Into complaints made ‘against officers of the level of Secretary and Additional Secretary and ‘equivalent level in the Government of India In the \Ministries/Departments and Organisations directly under the control of the Central Government (other than the Central PSUs). The existing Complaints Commitee esteblished in each Ministry or Oepartment or Office wil Inquire into complaints of sexual harassment against only those Government servants who are aot covered by the Cabinet Secretariat's Order No. 1 dated 26,09,2008, = 34 (vy 1 may be ensured that the Complaints Committee shalt at ai Limes be in existence and changes In its composition, whenever necessary, should be made promp'y and adequately publicized. The Composition of the Complaints Committee be also posted on the websites of the concered Ministries/Departments/Ofices concerned ase No.1 101475/2008-Eatt. (4) Government o india, Ministry of Personal, Public Grievances and Pensions: (Department of Personnal and Training) North Block, Now Delhi, Dated the 3 August, 2008 OFSICE MEMORANDUM Subjoct : CCS (Conduct) Rules, 1964 — Guidelines regarding prevortion of ‘sexual harassment of working women in the workplace, In cortinustion of Ministry of Personnel, Public Grievances and Pensens, Depanment of Persoreel ana Training, Goverr-nant of Inala OM, of ovon noneor dated the 21st Juiy, 2008 on the abovementioned subject, the uncorigned ie directed to say the meter was considered by @ Commitee of Sserataies ara the fotiowing decision was taken= “As regards provisions for protection of women, it was suggested that the complaints. ‘committee mochanisay provided under Vishakha guidlines relating to sexual harassment should be strictly In accordance with the judgment and rope ‘Should be taken to encure that the committee is effective and functional at all times. I would sleo be desirable, for the Committees to meet once a quartar, even Mf there is no live case, and review proparedoess to full all equirements ofthe Vishakhs Judgment’ in the ristrylorgentzation concemed. DOPT wil issue suitable directions 2 All Minieties/Depatmants are requester i ensure complionce, (P-PRABHAKARAN) Deputy Secretary to the Gaverniont ot Ita ‘A Maisriee/Departments ofthe Governor of Inia PROVISIONS OF Rule 14 (2) of the CENTRAL CIVIL SERVICES (CLASSIFICATION, CONTROL AND APPEAL) RULES, 1965 y 14 @) Whenever the disciplinary suthorty is of the opinion that there ere grounds for lng ino the tun of any lmpsion of misconduct or misao aoains & Covert sanant ® may tal he Io, er appt Under iF le OF unde he protons ote Pte Sarants Qe) Ac. 850, a he cse maybe, en stay © Se io te tn tee. Provided that whore ere i = compish of sonal harassment waitin tbe rmazcing of tule 3.C ofthe Cental Civil Services (Conduct) Rules. 1964, the complehts CComvaltoe eétbichod in onch misty or Deparment or Office for nquing ino such complaints, shall be deemed to be the inuling autotty appoiniod by the iecnnry thar forthe purpose ofthese rues and the Complahis Commitie shall hol, separte ep bsood nae ot boan pmecced fac he complains commits foc ting he ago fa Fe complains of sexual harassment, te inuy a6 Tor a8 practicable in acoorance wih {he procedure sc down in theses, a ao fee eee) AAUINEKILD SO. ph sssuannm 1s an USGA The Gazette of Badia PARE — Set fie efor PUBLISHED BY AUTHORITY 8) ‘bee, Sr athe, 23 a 1358 Com) ‘QephateDeparimet) New Deh th 2rd tei 2013, Ge the lonng at of Pacman sive the st fhe Pein oth ‘aga 241d ere pied fre lrmon: [is SeXUALIIARASSMENT OF WOMEN AT WORKPLACE (PRENENTION, PROMIBITION AND REDRESSAI) ACT, 2013 (No. ter 2013), (22nd ant 213) ‘Annet povide peesion ast sexual bares of wom=at workplace ant fre prevesionand ees of amps of val ane Temeterscomssed teeth or ini ea. se aan vein te anh ies oman septic mlsean Sefthe Cahn oiler dt ‘i any ek 2 he Cao nd pasty toon

    You might also like