Sexual Harassment Act Case Report

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• fundamental rights of women. The Sexual Harassment Act, 2013 was brought into effective. The Act explains what all can tantamount to sexual harassment and how workplaces need to be proactive about ensuring that the protect the dignity of a woman. The paper is an attempt to explain lucidly the periphery of the act and how organizations to should act upon in protecting and preserving the dignity of a woman.
• D. K. Srivastava, Progress of Sexual Harassment Law in India, China and Hong Kong: Prognosis for Further Reform, HARVARD INTERNATIONAL LAW JOURNAL, VOLUME 51 – AUGUST 11, 2010, p. 172. In many parts of the world, sexual harassment is recognized as a serious problem facing workers in their workplaces. In Germany, a survey indicated that
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Background of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013

The Vishaka Guidelines were the set of procedural guidelines for use in India in cases of sexual harassment. These guidelines were given by Supreme Court in 1997 and were replaced in 2013 by the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.

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Since there is no clear definition of what constitutes sexual harassment, there is a tendency to confuse sexual harassment in the workplace with insensitive comments. This attitude affects whether an act is considered to be sexual harassment in the workplace and how to deal with it. Sexual harassment in the workplace is a gender issue. Victims of sexual harassment are predominantly women, who are usually in a low-ranking position, and work under the supervision of, or are dependent on the harassers. Those who commit sexual harassment and their victims often know each other well. Harassment can occur between colleagues, supervisors and staff, or between individuals in a position of authority and dependents. Sexual harassment at work has various negative effects on victims and their organizations. Victims of sexual harassment at work suffer from both direct and indirect effects, including health, economic, social, psychological effects and hindered career development. Enterprises and organizations where sexual harassment continually takes place suffer from direct and indirect consequences to their organizations, including reduction in productivity and profit, damage to their reputation, negative impacts on business relationships, loss of human resources
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