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In the Landmark case of Vishaka and others versus State of Rajasthan (AIR 1997 Supreme Court 3011), The Supreme Court has issued extensive guidelines to ensure prevention of sexual harassment of women at workplace. These directions were issued in a writ petition arising out of an incident of alleged brutal gang rape of a social worker in a village of Rajasthan.
This petition was filed for the enforcement of fundamental rights of working women under article 14, 19 and 21 of the constitution of India in view of the prevailing climate in which the violation of these rights is not uncommon. With the increasing awareness and emphasis on gender justice, there is an increase in the effort to guard against such social violations; and the resentment towards incidents of sexual harassment is also increasing. This petition was in public interest and was brought as a class action by certain social activist and NGOs.
It has been held by the Supreme Court that it shall be the duty of the employer to prevent the commission of sexual harassment and to provide the procedures for the resolution and prosecution of acts of sexual harassment by taking all the steps required.
Sexual harassment has been described as including such unwelcome sexually determined behavior (whether directly or by implication) as: (a) physical contact and advances; (b) a demand or request for sexual favors; (c) sexually coloured remarks; (d) showing pornography; (e) any other unwelcome physical, verbal or non-verbal conduct of sexual nature.
It has been held that all employers should take appropriate step to prevent sexual harassment: (a) The prohibition of sexual harassment should be notified, published and circulated in appropriate ways. (b) The rules/regulation of government of public sector bodies should include rules prohibiting sexual harassment and provide for appropriate penalties. (c) As regard private employees, steps should be taken to include the prohibition in standing orders under the Industrial Employment (Standing Orders) Act, 1946.
The employer has been directed to initiate criminal action by making a complaint in cases where specific offence of sexual harassment has taken place. He is also required to initiate disciplinary action. The above guidelines are in addition to rights available to women under the Protection of Human Rights Act, 1993.
Q. The responsibility of prevention of sexual harassment at the workplace and procedures for complaints and resolution of such incidents primarily lies with
  • a)
    employees
  • b)
    employers
  • c)
    police
  • d)
    government
Correct answer is option 'B'. Can you explain this answer?
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In the Landmark case of Vishaka and others versus State of Rajasthan ...
Clearly mentioned in third para as a Supreme Court directive.
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Passage - 1Fundamental rights guaranteed by the Constitution are, in the absence of specific constitutional provisions, mainly enforceable against "the State". The definition of the State in article 12 being an "inclusive" one, courts have ruled that where there is pervasive or predominant governmental control or significant involvement in its activity, such bodies, entities and organizations fall within the definition of "the State".Article 14 is one of the most important Articles of the Indian constitution and it is also regarded as part of the golden triangle of the Constitution along with Article 19 and 21 .In India, this right is very important because there has been a widespread socio-economic difference which has been in existence from a long time. People have been discriminated on the basis of their gender or the religion they follow, therefore Article 14 was included in the Constitution to remove such inequalities and bring all the people under the equal protection of the law. Another important point about this Article is that it not only imposes a duty on the State to abstain from discriminating people but it also puts a positive duty totake such action by which the inequalities can be bridged between the people. Article 19(1)(

Fundamental rights guaranteed by the Constitution are, in the absence of specific constitutional provisions, mainly enforceable against "the State". The definition of 'the State' in article 12 being an "inclusive" one, courts have ruled that where there is pervasive or predominant governmental control or significant involvement in its activity, such bodies, entities and organizations fall within the definition of "the State".Article 14 is one of the most important Articles of the Indian constitution and it is also regarded as part of the golden triangle of the Constitution along with Article 19 and 21.In India, this right is very important because there has been a widespread socio-economic difference which has been in existence from a long time. People have been discriminated on the basis of their gender or the religion they follow, therefore Article 14 was included in the Constitution to remove such inequalities and bring all the people under the equal protection of the law.Another important point about this Article is that it not only imposes a duty on the State to abstain from discriminating people but it also puts a positive duty to take such action by which the inequalities can be bridged between the people. Article 19(1)(

The Writ Jurisdiction of Supreme Court can be invoked under Article 32 of the Constitution for the violation of fundamental rights guaranteed under Part – III of the Constitution. Any provision in any Constitution for Fundamental Rights is meaningless unless there are adequate safeguards to ensure enforcement of such provisions. Since the reality of such rights is tested only through the judiciary, the safeguards assume even more importance. In addition, enforcement also depends upon the degree of independence of the Judiciary and the availability of relevant instruments with the executive authority. Indian Constitution, like most of Western Constitutions, lays down certain provisions to ensure the enforcement of Fundamental Rights.However, Article 32 is referred to as the “Constitutional Remedy” for enforcement of Fundamental Rights. This provision itself has been included in the Fundamental Rights and hence it cannot be denied to any person. Dr. B. R. Ambedkar described Article 32 as the most important one, without which the Constitution would be reduced to nullity. It is also referred to as the heart and soul of the Constitution. By including Article 32 in the Fundamental Rights, the Supreme Court has been made the protector and guarantor of these Rights. An application made under Article 32 of the Constitution before the Supreme Court, cannot be refused on technical grounds. In addition to the prescribed five types of writs, the Supreme Court may pass any other appropriate order. Moreover, only the questions pertaining to the Fundamental Rights can be determined in proceedings against Article 32. Under Article 32, the Supreme Court may issue a Writ against any person or government within the territory of India. Where the infringement of a Fundamental Right has been established, the Supreme Court cannot refuse relief on the ground that the aggrieved person may have remedy before some other court or under the ordinary law.The relief can also not be denied on the ground that the disputed facts have to be investigated or some evidence has to be collected. Even if an aggrieved person has not asked for a particular Writ, the Supreme Court, after considering the facts and circumstances, may grant the appropriate Writ and may even modify it to suit the exigencies of the case. Normally, only the aggrieved person is allowed to move the Court. But it has been held by the Supreme Court that in social or public interest matters, any one may move the Court. A Public Interest Litigation can be filed before the Supreme Court under Article 32 of the Constitution or before the High Court of a State under Article 226 of the Constitution under their respective Writ Jurisdictions.Q. According to the passage, article 32 has which of the following characteristics?A. it is used for enforcement of fundamental rights.B. The Supreme Court may issue a writ against any person or government of India.C. Article 32 defines a fundamental right.

The Writ Jurisdiction of Supreme Court can be invoked under Article 32 of the Constitution for the violation of fundamental rights guaranteed under Part - III of the Constitution. Any provision in any Constitution for Fundamental Rights is meaningless unless there are adequate safeguards to ensure enforcement of such provisions. Since the reality of such rights is tested only through the judiciary, the safeguards assume even more importance. In addition, enforcement also depends upon the degree of independence of the Judiciary and the availability of relevant instruments with the executive authority. Indian Constitution, like most of Western Constitutions, lays down certain provisions to ensure the enforcement of Fundamental Rights. However, Article 32 is referred to as the “Constitutional Remedy” for enforcement of Fundamental Rights. This provision itself has been included in the Fundamental Rights and hence it cannot be denied to any person. Dr. B. R. Ambedkar described Article 32 as the most important one, without which the Constitution would be reduced to nullity. It is also referred to as the heart and soul of the Constitution. By including Article 32 in the Fundamental Rights, the Supreme Court has been made the protector and guarantor of these Rights. An application made under Article 32 of the Constitution before the Supreme Court, cannot be refused on technical grounds. In addition to the prescribed five types of writs, the Supreme Court may pass any other appropriate order. Moreover, only the questions pertaining to the Fundamental Rights can be determined in proceedings against Article 32. Under Article 32, the Supreme Court may issue a Writ against any person or government within the territory of India. Where the infringement of a Fundamental Right has been established, the Supreme Court cannot refuse relief on the ground that the aggrieved person may have remedy before some other court or under the ordinary law.The relief can also not be denied on the ground that the disputed facts have to be investigated or some evidence has to be collected. Even if an aggrieved person has not asked for a particular Writ, the Supreme Court, after considering the facts and circumstances, may grant the appropriate Writ and may even modify it to suit the exigencies of the case. Normally, only the aggrieved person is allowed to move the Court. But it has been held by the Supreme Court that in social or public interest matters, any one may move the Court. A Public Interest Litigation can be filed before the Supreme Court under Article 32 of the Constitution or before the High Court of a State under Article 226 of the Constitution under their respective Writ Jurisdictions.According to the passage, article 32 has which of the following characteristics?A. it is used for enforcement of fundamental rights.B. The Supreme Court may issue a writ against any person or government of India.C. Article 32 defines a fundamental right.

The Writ Jurisdiction of Supreme Court can be invoked under Article 32 of the Constitution for the violation of fundamental rights guaranteed under Part – III of the Constitution. Any provision in any Constitution for Fundamental Rights is meaningless unless there are adequate safeguards to ensure enforcement of such provisions. Since the reality of such rights is tested only through the judiciary, the safeguards assume even more importance. In addition, enforcement also depends upon the degree of independence of the Judiciary and the availability of relevant instruments with the executive authority. Indian Constitution, like most of Western Constitutions, lays down certain provisions to ensure the enforcement of Fundamental Rights.However, Article 32 is referred to as the “Constitutional Remedy” for enforcement of Fundamental Rights. This provision itself has been included in the Fundamental Rights and hence it cannot be denied to any person. Dr. B. R. Ambedkar described Article 32 as the most important one, without which the Constitution would be reduced to nullity. It is also referred to as the heart and soul of the Constitution. By including Article 32 in the Fundamental Rights, the Supreme Court has been made the protector and guarantor of these Rights. An application made under Article 32 of the Constitution before the Supreme Court, cannot be refused on technical grounds. In addition to the prescribed five types of writs, the Supreme Court may pass any other appropriate order. Moreover, only the questions pertaining to the Fundamental Rights can be determined in proceedings against Article 32. Under Article 32, the Supreme Court may issue a Writ against any person or government within the territory of India. Where the infringement of a Fundamental Right has been established, the Supreme Court cannot refuse relief on the ground that the aggrieved person may have remedy before some other court or under the ordinary law.The relief can also not be denied on the ground that the disputed facts have to be investigated or some evidence has to be collected. Even if an aggrieved person has not asked for a particular Writ, the Supreme Court, after considering the facts and circumstances, may grant the appropriate Writ and may even modify it to suit the exigencies of the case. Normally, only the aggrieved person is allowed to move the Court. But it has been held by the Supreme Court that in social or public interest matters, any one may move the Court. A Public Interest Litigation can be filed before the Supreme Court under Article 32 of the Constitution or before the High Court of a State under Article 226 of the Constitution under their respective Writ Jurisdictions.Q. All of the following can be inferred from the passage except

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In the Landmark case of Vishaka and others versus State of Rajasthan (AIR 1997 Supreme Court 3011), The Supreme Court has issued extensive guidelines to ensure prevention of sexual harassment of women at workplace. These directions were issued in a writ petition arising out of an incident of alleged brutal gang rape of a social worker in a village of Rajasthan.This petition was filed for the enforcement of fundamental rights of working women under article 14, 19 and 21 of the constitution of India in view of the prevailing climate in which the violation of these rights is not uncommon. With the increasing awareness and emphasis on gender justice, there is an increase in the effort to guard against such social violations; and the resentment towards incidents of sexual harassment is also increasing. This petition was in public interest and was brought as a class action by certain social activist and NGOs.It has been held by the Supreme Court that it shall be the duty of the employer to prevent the commission of sexual harassment and to provide the procedures for the resolution and prosecution of acts of sexual harassment by taking all the steps required.Sexual harassment has been described as including such unwelcome sexually determined behavior (whether directly or by implication) as: (a) physical contact and advances; (b) a demand or request for sexual favors; (c) sexually coloured remarks; (d) showing pornography; (e) any other unwelcome physical, verbal or non-verbal conduct of sexual nature.It has been held that all employers should take appropriate step to prevent sexual harassment: (a) The prohibition of sexual harassment should be notified, published and circulated in appropriate ways. (b) The rules/regulation of government of public sector bodies should include rules prohibiting sexual harassment and provide for appropriate penalties. (c) As regard private employees, steps should be taken to include the prohibition in standing orders under the Industrial Employment (Standing Orders) Act, 1946.The employer has been directed to initiate criminal action by making a complaint in cases where specific offence of sexual harassment has taken place. He is also required to initiate disciplinary action. The above guidelines are in addition to rights available to women under the Protection of Human Rights Act, 1993.Q. The responsibility of prevention of sexual harassment at the workplace and procedures for complaints and resolution of such incidents primarily lies with a)employeesb)employersc)policed)governmentCorrect answer is option 'B'. Can you explain this answer?
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In the Landmark case of Vishaka and others versus State of Rajasthan (AIR 1997 Supreme Court 3011), The Supreme Court has issued extensive guidelines to ensure prevention of sexual harassment of women at workplace. These directions were issued in a writ petition arising out of an incident of alleged brutal gang rape of a social worker in a village of Rajasthan.This petition was filed for the enforcement of fundamental rights of working women under article 14, 19 and 21 of the constitution of India in view of the prevailing climate in which the violation of these rights is not uncommon. With the increasing awareness and emphasis on gender justice, there is an increase in the effort to guard against such social violations; and the resentment towards incidents of sexual harassment is also increasing. This petition was in public interest and was brought as a class action by certain social activist and NGOs.It has been held by the Supreme Court that it shall be the duty of the employer to prevent the commission of sexual harassment and to provide the procedures for the resolution and prosecution of acts of sexual harassment by taking all the steps required.Sexual harassment has been described as including such unwelcome sexually determined behavior (whether directly or by implication) as: (a) physical contact and advances; (b) a demand or request for sexual favors; (c) sexually coloured remarks; (d) showing pornography; (e) any other unwelcome physical, verbal or non-verbal conduct of sexual nature.It has been held that all employers should take appropriate step to prevent sexual harassment: (a) The prohibition of sexual harassment should be notified, published and circulated in appropriate ways. (b) The rules/regulation of government of public sector bodies should include rules prohibiting sexual harassment and provide for appropriate penalties. (c) As regard private employees, steps should be taken to include the prohibition in standing orders under the Industrial Employment (Standing Orders) Act, 1946.The employer has been directed to initiate criminal action by making a complaint in cases where specific offence of sexual harassment has taken place. He is also required to initiate disciplinary action. The above guidelines are in addition to rights available to women under the Protection of Human Rights Act, 1993.Q. The responsibility of prevention of sexual harassment at the workplace and procedures for complaints and resolution of such incidents primarily lies with a)employeesb)employersc)policed)governmentCorrect answer is option 'B'. Can you explain this answer? for CLAT 2025 is part of CLAT preparation. The Question and answers have been prepared according to the CLAT exam syllabus. Information about In the Landmark case of Vishaka and others versus State of Rajasthan (AIR 1997 Supreme Court 3011), The Supreme Court has issued extensive guidelines to ensure prevention of sexual harassment of women at workplace. These directions were issued in a writ petition arising out of an incident of alleged brutal gang rape of a social worker in a village of Rajasthan.This petition was filed for the enforcement of fundamental rights of working women under article 14, 19 and 21 of the constitution of India in view of the prevailing climate in which the violation of these rights is not uncommon. With the increasing awareness and emphasis on gender justice, there is an increase in the effort to guard against such social violations; and the resentment towards incidents of sexual harassment is also increasing. This petition was in public interest and was brought as a class action by certain social activist and NGOs.It has been held by the Supreme Court that it shall be the duty of the employer to prevent the commission of sexual harassment and to provide the procedures for the resolution and prosecution of acts of sexual harassment by taking all the steps required.Sexual harassment has been described as including such unwelcome sexually determined behavior (whether directly or by implication) as: (a) physical contact and advances; (b) a demand or request for sexual favors; (c) sexually coloured remarks; (d) showing pornography; (e) any other unwelcome physical, verbal or non-verbal conduct of sexual nature.It has been held that all employers should take appropriate step to prevent sexual harassment: (a) The prohibition of sexual harassment should be notified, published and circulated in appropriate ways. (b) The rules/regulation of government of public sector bodies should include rules prohibiting sexual harassment and provide for appropriate penalties. (c) As regard private employees, steps should be taken to include the prohibition in standing orders under the Industrial Employment (Standing Orders) Act, 1946.The employer has been directed to initiate criminal action by making a complaint in cases where specific offence of sexual harassment has taken place. He is also required to initiate disciplinary action. The above guidelines are in addition to rights available to women under the Protection of Human Rights Act, 1993.Q. The responsibility of prevention of sexual harassment at the workplace and procedures for complaints and resolution of such incidents primarily lies with a)employeesb)employersc)policed)governmentCorrect answer is option 'B'. Can you explain this answer? covers all topics & solutions for CLAT 2025 Exam. Find important definitions, questions, meanings, examples, exercises and tests below for In the Landmark case of Vishaka and others versus State of Rajasthan (AIR 1997 Supreme Court 3011), The Supreme Court has issued extensive guidelines to ensure prevention of sexual harassment of women at workplace. These directions were issued in a writ petition arising out of an incident of alleged brutal gang rape of a social worker in a village of Rajasthan.This petition was filed for the enforcement of fundamental rights of working women under article 14, 19 and 21 of the constitution of India in view of the prevailing climate in which the violation of these rights is not uncommon. With the increasing awareness and emphasis on gender justice, there is an increase in the effort to guard against such social violations; and the resentment towards incidents of sexual harassment is also increasing. This petition was in public interest and was brought as a class action by certain social activist and NGOs.It has been held by the Supreme Court that it shall be the duty of the employer to prevent the commission of sexual harassment and to provide the procedures for the resolution and prosecution of acts of sexual harassment by taking all the steps required.Sexual harassment has been described as including such unwelcome sexually determined behavior (whether directly or by implication) as: (a) physical contact and advances; (b) a demand or request for sexual favors; (c) sexually coloured remarks; (d) showing pornography; (e) any other unwelcome physical, verbal or non-verbal conduct of sexual nature.It has been held that all employers should take appropriate step to prevent sexual harassment: (a) The prohibition of sexual harassment should be notified, published and circulated in appropriate ways. (b) The rules/regulation of government of public sector bodies should include rules prohibiting sexual harassment and provide for appropriate penalties. (c) As regard private employees, steps should be taken to include the prohibition in standing orders under the Industrial Employment (Standing Orders) Act, 1946.The employer has been directed to initiate criminal action by making a complaint in cases where specific offence of sexual harassment has taken place. He is also required to initiate disciplinary action. The above guidelines are in addition to rights available to women under the Protection of Human Rights Act, 1993.Q. The responsibility of prevention of sexual harassment at the workplace and procedures for complaints and resolution of such incidents primarily lies with a)employeesb)employersc)policed)governmentCorrect answer is option 'B'. Can you explain this answer?.
Solutions for In the Landmark case of Vishaka and others versus State of Rajasthan (AIR 1997 Supreme Court 3011), The Supreme Court has issued extensive guidelines to ensure prevention of sexual harassment of women at workplace. These directions were issued in a writ petition arising out of an incident of alleged brutal gang rape of a social worker in a village of Rajasthan.This petition was filed for the enforcement of fundamental rights of working women under article 14, 19 and 21 of the constitution of India in view of the prevailing climate in which the violation of these rights is not uncommon. With the increasing awareness and emphasis on gender justice, there is an increase in the effort to guard against such social violations; and the resentment towards incidents of sexual harassment is also increasing. This petition was in public interest and was brought as a class action by certain social activist and NGOs.It has been held by the Supreme Court that it shall be the duty of the employer to prevent the commission of sexual harassment and to provide the procedures for the resolution and prosecution of acts of sexual harassment by taking all the steps required.Sexual harassment has been described as including such unwelcome sexually determined behavior (whether directly or by implication) as: (a) physical contact and advances; (b) a demand or request for sexual favors; (c) sexually coloured remarks; (d) showing pornography; (e) any other unwelcome physical, verbal or non-verbal conduct of sexual nature.It has been held that all employers should take appropriate step to prevent sexual harassment: (a) The prohibition of sexual harassment should be notified, published and circulated in appropriate ways. (b) The rules/regulation of government of public sector bodies should include rules prohibiting sexual harassment and provide for appropriate penalties. (c) As regard private employees, steps should be taken to include the prohibition in standing orders under the Industrial Employment (Standing Orders) Act, 1946.The employer has been directed to initiate criminal action by making a complaint in cases where specific offence of sexual harassment has taken place. He is also required to initiate disciplinary action. The above guidelines are in addition to rights available to women under the Protection of Human Rights Act, 1993.Q. The responsibility of prevention of sexual harassment at the workplace and procedures for complaints and resolution of such incidents primarily lies with a)employeesb)employersc)policed)governmentCorrect answer is option 'B'. Can you explain this answer? in English & in Hindi are available as part of our courses for CLAT. Download more important topics, notes, lectures and mock test series for CLAT Exam by signing up for free.
Here you can find the meaning of In the Landmark case of Vishaka and others versus State of Rajasthan (AIR 1997 Supreme Court 3011), The Supreme Court has issued extensive guidelines to ensure prevention of sexual harassment of women at workplace. These directions were issued in a writ petition arising out of an incident of alleged brutal gang rape of a social worker in a village of Rajasthan.This petition was filed for the enforcement of fundamental rights of working women under article 14, 19 and 21 of the constitution of India in view of the prevailing climate in which the violation of these rights is not uncommon. With the increasing awareness and emphasis on gender justice, there is an increase in the effort to guard against such social violations; and the resentment towards incidents of sexual harassment is also increasing. This petition was in public interest and was brought as a class action by certain social activist and NGOs.It has been held by the Supreme Court that it shall be the duty of the employer to prevent the commission of sexual harassment and to provide the procedures for the resolution and prosecution of acts of sexual harassment by taking all the steps required.Sexual harassment has been described as including such unwelcome sexually determined behavior (whether directly or by implication) as: (a) physical contact and advances; (b) a demand or request for sexual favors; (c) sexually coloured remarks; (d) showing pornography; (e) any other unwelcome physical, verbal or non-verbal conduct of sexual nature.It has been held that all employers should take appropriate step to prevent sexual harassment: (a) The prohibition of sexual harassment should be notified, published and circulated in appropriate ways. (b) The rules/regulation of government of public sector bodies should include rules prohibiting sexual harassment and provide for appropriate penalties. (c) As regard private employees, steps should be taken to include the prohibition in standing orders under the Industrial Employment (Standing Orders) Act, 1946.The employer has been directed to initiate criminal action by making a complaint in cases where specific offence of sexual harassment has taken place. He is also required to initiate disciplinary action. The above guidelines are in addition to rights available to women under the Protection of Human Rights Act, 1993.Q. The responsibility of prevention of sexual harassment at the workplace and procedures for complaints and resolution of such incidents primarily lies with a)employeesb)employersc)policed)governmentCorrect answer is option 'B'. Can you explain this answer? defined & explained in the simplest way possible. Besides giving the explanation of In the Landmark case of Vishaka and others versus State of Rajasthan (AIR 1997 Supreme Court 3011), The Supreme Court has issued extensive guidelines to ensure prevention of sexual harassment of women at workplace. These directions were issued in a writ petition arising out of an incident of alleged brutal gang rape of a social worker in a village of Rajasthan.This petition was filed for the enforcement of fundamental rights of working women under article 14, 19 and 21 of the constitution of India in view of the prevailing climate in which the violation of these rights is not uncommon. With the increasing awareness and emphasis on gender justice, there is an increase in the effort to guard against such social violations; and the resentment towards incidents of sexual harassment is also increasing. This petition was in public interest and was brought as a class action by certain social activist and NGOs.It has been held by the Supreme Court that it shall be the duty of the employer to prevent the commission of sexual harassment and to provide the procedures for the resolution and prosecution of acts of sexual harassment by taking all the steps required.Sexual harassment has been described as including such unwelcome sexually determined behavior (whether directly or by implication) as: (a) physical contact and advances; (b) a demand or request for sexual favors; (c) sexually coloured remarks; (d) showing pornography; (e) any other unwelcome physical, verbal or non-verbal conduct of sexual nature.It has been held that all employers should take appropriate step to prevent sexual harassment: (a) The prohibition of sexual harassment should be notified, published and circulated in appropriate ways. (b) The rules/regulation of government of public sector bodies should include rules prohibiting sexual harassment and provide for appropriate penalties. (c) As regard private employees, steps should be taken to include the prohibition in standing orders under the Industrial Employment (Standing Orders) Act, 1946.The employer has been directed to initiate criminal action by making a complaint in cases where specific offence of sexual harassment has taken place. He is also required to initiate disciplinary action. The above guidelines are in addition to rights available to women under the Protection of Human Rights Act, 1993.Q. The responsibility of prevention of sexual harassment at the workplace and procedures for complaints and resolution of such incidents primarily lies with a)employeesb)employersc)policed)governmentCorrect answer is option 'B'. Can you explain this answer?, a detailed solution for In the Landmark case of Vishaka and others versus State of Rajasthan (AIR 1997 Supreme Court 3011), The Supreme Court has issued extensive guidelines to ensure prevention of sexual harassment of women at workplace. These directions were issued in a writ petition arising out of an incident of alleged brutal gang rape of a social worker in a village of Rajasthan.This petition was filed for the enforcement of fundamental rights of working women under article 14, 19 and 21 of the constitution of India in view of the prevailing climate in which the violation of these rights is not uncommon. With the increasing awareness and emphasis on gender justice, there is an increase in the effort to guard against such social violations; and the resentment towards incidents of sexual harassment is also increasing. This petition was in public interest and was brought as a class action by certain social activist and NGOs.It has been held by the Supreme Court that it shall be the duty of the employer to prevent the commission of sexual harassment and to provide the procedures for the resolution and prosecution of acts of sexual harassment by taking all the steps required.Sexual harassment has been described as including such unwelcome sexually determined behavior (whether directly or by implication) as: (a) physical contact and advances; (b) a demand or request for sexual favors; (c) sexually coloured remarks; (d) showing pornography; (e) any other unwelcome physical, verbal or non-verbal conduct of sexual nature.It has been held that all employers should take appropriate step to prevent sexual harassment: (a) The prohibition of sexual harassment should be notified, published and circulated in appropriate ways. (b) The rules/regulation of government of public sector bodies should include rules prohibiting sexual harassment and provide for appropriate penalties. (c) As regard private employees, steps should be taken to include the prohibition in standing orders under the Industrial Employment (Standing Orders) Act, 1946.The employer has been directed to initiate criminal action by making a complaint in cases where specific offence of sexual harassment has taken place. He is also required to initiate disciplinary action. The above guidelines are in addition to rights available to women under the Protection of Human Rights Act, 1993.Q. The responsibility of prevention of sexual harassment at the workplace and procedures for complaints and resolution of such incidents primarily lies with a)employeesb)employersc)policed)governmentCorrect answer is option 'B'. Can you explain this answer? has been provided alongside types of In the Landmark case of Vishaka and others versus State of Rajasthan (AIR 1997 Supreme Court 3011), The Supreme Court has issued extensive guidelines to ensure prevention of sexual harassment of women at workplace. These directions were issued in a writ petition arising out of an incident of alleged brutal gang rape of a social worker in a village of Rajasthan.This petition was filed for the enforcement of fundamental rights of working women under article 14, 19 and 21 of the constitution of India in view of the prevailing climate in which the violation of these rights is not uncommon. With the increasing awareness and emphasis on gender justice, there is an increase in the effort to guard against such social violations; and the resentment towards incidents of sexual harassment is also increasing. This petition was in public interest and was brought as a class action by certain social activist and NGOs.It has been held by the Supreme Court that it shall be the duty of the employer to prevent the commission of sexual harassment and to provide the procedures for the resolution and prosecution of acts of sexual harassment by taking all the steps required.Sexual harassment has been described as including such unwelcome sexually determined behavior (whether directly or by implication) as: (a) physical contact and advances; (b) a demand or request for sexual favors; (c) sexually coloured remarks; (d) showing pornography; (e) any other unwelcome physical, verbal or non-verbal conduct of sexual nature.It has been held that all employers should take appropriate step to prevent sexual harassment: (a) The prohibition of sexual harassment should be notified, published and circulated in appropriate ways. (b) The rules/regulation of government of public sector bodies should include rules prohibiting sexual harassment and provide for appropriate penalties. (c) As regard private employees, steps should be taken to include the prohibition in standing orders under the Industrial Employment (Standing Orders) Act, 1946.The employer has been directed to initiate criminal action by making a complaint in cases where specific offence of sexual harassment has taken place. He is also required to initiate disciplinary action. The above guidelines are in addition to rights available to women under the Protection of Human Rights Act, 1993.Q. The responsibility of prevention of sexual harassment at the workplace and procedures for complaints and resolution of such incidents primarily lies with a)employeesb)employersc)policed)governmentCorrect answer is option 'B'. Can you explain this answer? theory, EduRev gives you an ample number of questions to practice In the Landmark case of Vishaka and others versus State of Rajasthan (AIR 1997 Supreme Court 3011), The Supreme Court has issued extensive guidelines to ensure prevention of sexual harassment of women at workplace. These directions were issued in a writ petition arising out of an incident of alleged brutal gang rape of a social worker in a village of Rajasthan.This petition was filed for the enforcement of fundamental rights of working women under article 14, 19 and 21 of the constitution of India in view of the prevailing climate in which the violation of these rights is not uncommon. With the increasing awareness and emphasis on gender justice, there is an increase in the effort to guard against such social violations; and the resentment towards incidents of sexual harassment is also increasing. This petition was in public interest and was brought as a class action by certain social activist and NGOs.It has been held by the Supreme Court that it shall be the duty of the employer to prevent the commission of sexual harassment and to provide the procedures for the resolution and prosecution of acts of sexual harassment by taking all the steps required.Sexual harassment has been described as including such unwelcome sexually determined behavior (whether directly or by implication) as: (a) physical contact and advances; (b) a demand or request for sexual favors; (c) sexually coloured remarks; (d) showing pornography; (e) any other unwelcome physical, verbal or non-verbal conduct of sexual nature.It has been held that all employers should take appropriate step to prevent sexual harassment: (a) The prohibition of sexual harassment should be notified, published and circulated in appropriate ways. (b) The rules/regulation of government of public sector bodies should include rules prohibiting sexual harassment and provide for appropriate penalties. (c) As regard private employees, steps should be taken to include the prohibition in standing orders under the Industrial Employment (Standing Orders) Act, 1946.The employer has been directed to initiate criminal action by making a complaint in cases where specific offence of sexual harassment has taken place. He is also required to initiate disciplinary action. The above guidelines are in addition to rights available to women under the Protection of Human Rights Act, 1993.Q. The responsibility of prevention of sexual harassment at the workplace and procedures for complaints and resolution of such incidents primarily lies with a)employeesb)employersc)policed)governmentCorrect answer is option 'B'. Can you explain this answer? tests, examples and also practice CLAT tests.
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