Loading…
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, is India's primary law against workplace sexual harassment.
Enacted by the Ministry of Women and Child Development, it aims to prevent, prohibit, and provide redressal for harassment faced by women employees.
The Act establishes a framework to ensure dignity and safety for women in their professional environments.
It mandates the constitution of Internal Complaints Committees (ICC) and Local Complaints Committees (LCC) for grievance redressal.
This Act provides a statutory mechanism for addressing sexual harassment. It defines 'sexual harassment', outlines the responsibilities of employers, and establishes a formal complaint and inquiry process. It was enacted to give statutory backing to the Vishaka Guidelines.
Mandatory for every workplace, whether public or private, employing 10 or more persons. It is responsible for receiving and inquiring into complaints of sexual harassment, and recommending action.
Constituted by the District Officer in every district. It handles complaints from workplaces with fewer than 10 employees, or if the complaint is against the employer themselves.
The Act defines sexual harassment broadly to include unwelcome acts or behaviour such as physical contact and advances, a demand or request for sexual favours, sexually coloured remarks, showing pornography, or any other unwelcome physical, verbal or non-verbal conduct of sexual nature. It also covers implied or explicit promise of preferential treatment, threat of detrimental treatment, interference with work, or creating an intimidating, hostile, or offensive work environment.
Simple Analogy: Think of it as a 'code of conduct' for professional interactions, backed by law, ensuring that everyone feels respected and safe, similar to how traffic rules ensure safety on roads.
The POSH Act 2013 was enacted to provide a statutory framework for the guidelines laid down by the Supreme Court in the landmark Vishaka v. State of Rajasthan judgment, which first defined sexual harassment at the workplace and mandated preventive measures.
The Act is rooted in the constitutional guarantees of equality (Article 14), non-discrimination (Article 15), and the right to life and personal liberty, which includes the right to live with dignity and a safe working environment (Article 21).
By ensuring safer workplaces, the Act directly contributes to women's empowerment by enabling them to pursue careers without fear, enhancing their economic independence, and promoting their overall well-being.
GS-II: Indian Constitution, Social Justice, Governance; GS-I: Society (Women's Issues); GS-IV: Ethics (Workplace Ethics, Gender Sensitivity)
General Awareness: Important Acts, Women Empowerment Schemes
General Awareness: Government Schemes, Social Issues
General Awareness: Important Laws, Social Welfare
General Awareness: Current Affairs, Social Issues
Consider the following pairs: 1. Radhakanta Deb - First President of the British Indian Association 2. Gazulu Lakshminarasu Chetty - Founder of the Madras Mahajana Sabha 3. Surendranath Banerjee - Founder of the Indian Association Which of the above pairs is/are correctly matched?
Answer: 1 and 3 only
The Radcliffe Committee was appointed to
Answer: delimit the boundaries between India and Pakistan
Consider the following statements: 1. Amarkantak Hills are at the confluence of Vindhya and Sahyadri Ranges. 2. Biligirirangan Hills constitute the easternmost part of Satpura Range. 3. Seshachalam Hills constitute the southernmost part of Western Ghats. How many of the statements given above are correct?
Answer: None
Medium-High (regularly in news regarding implementation, amendments, or specific cases)
Any woman, of any age, whether employed or not, who alleges to have been subjected to sexual harassment.
Any person responsible for the management, supervision, and control of the workplace.
Includes both organized and unorganized sectors, government bodies, private sector, hospitals, educational institutions, sports institutes, and even places visited by the employee arising out of or during the course of employment.