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The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 governs the issue of Workplace Sexual Harassment.The Act recognizes the right of every woman to a safe and secure workplace environment irrespective of her age or employment status. Hence, the right of all women working or visiting any workplace whether in the capacity of regular, temporary or daily wages basis is protected under the Act. It includes all women whether engaged directly or through an agent. A workplace is any place visited by the employee arising out of or during the course of employment, including transportation provided by the employer for undertaking such a journey.Sexual Harassment violates the fundamental rights of a woman to equality and her right to life and to live with dignity and right to practice any profession, which includes a right to a safe environment free from Sexual Harassment. To provide a safe work environment, employees need to be educated on what is and isn’t sexual harassment. Sexual harassment isn’t only limited to making inappropriate advances. It can also include unwelcome verbal or physical behavior that creates a hostile work environment. It can go beyond office space.PoSH training helps to differentiate between appropriate and inappropriate workplace behavior. As per Section 4 of the Act, every company with 10 or more employees must constitute an Internal Complaints Committee (ICC). This Committee must include:1. A Presiding Officer (must be a woman)2. One external member from a NGO or a lawyer3. At least two members representing the employees of the organization.All complaints shall be made to this body which must resolve every issue impartially. Irrespective of the intention of the accused or the level of impact, every incident has to be taken seriously and investigated by the ICC. When the employer fails to constitute an Internal Committee or breaches provisions of this Act or any rules made thereunder, they shall be punishable with fine of fifty thousand rupees.The complaints, first should approach ICC, then it is for ICC to initially investigate in to the complaints to assess the correctness and interview the complainants in camera and if prima facie the complaints were found to have case of sexual harassment, the ICC is under obligation to issue show cause notice to respondent (Harasser) with copy of complaints and documents provided by complainants asking him to reply.The employer can transfer accused to another location on the recommendation of ICC after request from aggrieved woman employee. There is nothing in the POSH Act which permits the employer to take action against the accused unless a written complaint of sexual harassment is filed.Q. In one of the cases, a company which had more than 1000 employees at its Hyderabad branch, after receiving a complaint from a data analyst against her immediate manager, the management took cognizance of the complaint and suspended the manager immediately. After the inquiry was done by the ICC in accordance to the rules laid out, the manager was found guilty and was terminated from the employment as a disciplinary action. Was the management right in taking such a decision?a)Yes. As the manager was found guilty.b)No. the management cannot suspend the manager without the completion of inquiry process.c)Yes. Management is right in doing so as the senior manager is in a dominating position.d)No. ICC has the powers to do so.Correct answer is option 'B'. Can you explain this answer? for CLAT 2024 is part of CLAT preparation. The Question and answers have been prepared according to the CLAT exam syllabus. Information about The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 governs the issue of Workplace Sexual Harassment.The Act recognizes the right of every woman to a safe and secure workplace environment irrespective of her age or employment status. Hence, the right of all women working or visiting any workplace whether in the capacity of regular, temporary or daily wages basis is protected under the Act. It includes all women whether engaged directly or through an agent. A workplace is any place visited by the employee arising out of or during the course of employment, including transportation provided by the employer for undertaking such a journey.Sexual Harassment violates the fundamental rights of a woman to equality and her right to life and to live with dignity and right to practice any profession, which includes a right to a safe environment free from Sexual Harassment. To provide a safe work environment, employees need to be educated on what is and isn’t sexual harassment. Sexual harassment isn’t only limited to making inappropriate advances. It can also include unwelcome verbal or physical behavior that creates a hostile work environment. It can go beyond office space.PoSH training helps to differentiate between appropriate and inappropriate workplace behavior. As per Section 4 of the Act, every company with 10 or more employees must constitute an Internal Complaints Committee (ICC). This Committee must include:1. A Presiding Officer (must be a woman)2. One external member from a NGO or a lawyer3. At least two members representing the employees of the organization.All complaints shall be made to this body which must resolve every issue impartially. Irrespective of the intention of the accused or the level of impact, every incident has to be taken seriously and investigated by the ICC. When the employer fails to constitute an Internal Committee or breaches provisions of this Act or any rules made thereunder, they shall be punishable with fine of fifty thousand rupees.The complaints, first should approach ICC, then it is for ICC to initially investigate in to the complaints to assess the correctness and interview the complainants in camera and if prima facie the complaints were found to have case of sexual harassment, the ICC is under obligation to issue show cause notice to respondent (Harasser) with copy of complaints and documents provided by complainants asking him to reply.The employer can transfer accused to another location on the recommendation of ICC after request from aggrieved woman employee. There is nothing in the POSH Act which permits the employer to take action against the accused unless a written complaint of sexual harassment is filed.Q. In one of the cases, a company which had more than 1000 employees at its Hyderabad branch, after receiving a complaint from a data analyst against her immediate manager, the management took cognizance of the complaint and suspended the manager immediately. After the inquiry was done by the ICC in accordance to the rules laid out, the manager was found guilty and was terminated from the employment as a disciplinary action. Was the management right in taking such a decision?a)Yes. As the manager was found guilty.b)No. the management cannot suspend the manager without the completion of inquiry process.c)Yes. Management is right in doing so as the senior manager is in a dominating position.d)No. ICC has the powers to do so.Correct answer is option 'B'. Can you explain this answer? covers all topics & solutions for CLAT 2024 Exam. Find important definitions, questions, meanings, examples, exercises and tests below for The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 governs the issue of Workplace Sexual Harassment.The Act recognizes the right of every woman to a safe and secure workplace environment irrespective of her age or employment status. Hence, the right of all women working or visiting any workplace whether in the capacity of regular, temporary or daily wages basis is protected under the Act. It includes all women whether engaged directly or through an agent. A workplace is any place visited by the employee arising out of or during the course of employment, including transportation provided by the employer for undertaking such a journey.Sexual Harassment violates the fundamental rights of a woman to equality and her right to life and to live with dignity and right to practice any profession, which includes a right to a safe environment free from Sexual Harassment. To provide a safe work environment, employees need to be educated on what is and isn’t sexual harassment. Sexual harassment isn’t only limited to making inappropriate advances. It can also include unwelcome verbal or physical behavior that creates a hostile work environment. It can go beyond office space.PoSH training helps to differentiate between appropriate and inappropriate workplace behavior. As per Section 4 of the Act, every company with 10 or more employees must constitute an Internal Complaints Committee (ICC). This Committee must include:1. A Presiding Officer (must be a woman)2. One external member from a NGO or a lawyer3. At least two members representing the employees of the organization.All complaints shall be made to this body which must resolve every issue impartially. Irrespective of the intention of the accused or the level of impact, every incident has to be taken seriously and investigated by the ICC. When the employer fails to constitute an Internal Committee or breaches provisions of this Act or any rules made thereunder, they shall be punishable with fine of fifty thousand rupees.The complaints, first should approach ICC, then it is for ICC to initially investigate in to the complaints to assess the correctness and interview the complainants in camera and if prima facie the complaints were found to have case of sexual harassment, the ICC is under obligation to issue show cause notice to respondent (Harasser) with copy of complaints and documents provided by complainants asking him to reply.The employer can transfer accused to another location on the recommendation of ICC after request from aggrieved woman employee. There is nothing in the POSH Act which permits the employer to take action against the accused unless a written complaint of sexual harassment is filed.Q. In one of the cases, a company which had more than 1000 employees at its Hyderabad branch, after receiving a complaint from a data analyst against her immediate manager, the management took cognizance of the complaint and suspended the manager immediately. After the inquiry was done by the ICC in accordance to the rules laid out, the manager was found guilty and was terminated from the employment as a disciplinary action. Was the management right in taking such a decision?a)Yes. As the manager was found guilty.b)No. the management cannot suspend the manager without the completion of inquiry process.c)Yes. Management is right in doing so as the senior manager is in a dominating position.d)No. ICC has the powers to do so.Correct answer is option 'B'. Can you explain this answer?.

Solutions for The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 governs the issue of Workplace Sexual Harassment.The Act recognizes the right of every woman to a safe and secure workplace environment irrespective of her age or employment status. Hence, the right of all women working or visiting any workplace whether in the capacity of regular, temporary or daily wages basis is protected under the Act. It includes all women whether engaged directly or through an agent. A workplace is any place visited by the employee arising out of or during the course of employment, including transportation provided by the employer for undertaking such a journey.Sexual Harassment violates the fundamental rights of a woman to equality and her right to life and to live with dignity and right to practice any profession, which includes a right to a safe environment free from Sexual Harassment. To provide a safe work environment, employees need to be educated on what is and isn’t sexual harassment. Sexual harassment isn’t only limited to making inappropriate advances. It can also include unwelcome verbal or physical behavior that creates a hostile work environment. It can go beyond office space.PoSH training helps to differentiate between appropriate and inappropriate workplace behavior. As per Section 4 of the Act, every company with 10 or more employees must constitute an Internal Complaints Committee (ICC). This Committee must include:1. A Presiding Officer (must be a woman)2. One external member from a NGO or a lawyer3. At least two members representing the employees of the organization.All complaints shall be made to this body which must resolve every issue impartially. Irrespective of the intention of the accused or the level of impact, every incident has to be taken seriously and investigated by the ICC. When the employer fails to constitute an Internal Committee or breaches provisions of this Act or any rules made thereunder, they shall be punishable with fine of fifty thousand rupees.The complaints, first should approach ICC, then it is for ICC to initially investigate in to the complaints to assess the correctness and interview the complainants in camera and if prima facie the complaints were found to have case of sexual harassment, the ICC is under obligation to issue show cause notice to respondent (Harasser) with copy of complaints and documents provided by complainants asking him to reply.The employer can transfer accused to another location on the recommendation of ICC after request from aggrieved woman employee. There is nothing in the POSH Act which permits the employer to take action against the accused unless a written complaint of sexual harassment is filed.Q. In one of the cases, a company which had more than 1000 employees at its Hyderabad branch, after receiving a complaint from a data analyst against her immediate manager, the management took cognizance of the complaint and suspended the manager immediately. After the inquiry was done by the ICC in accordance to the rules laid out, the manager was found guilty and was terminated from the employment as a disciplinary action. Was the management right in taking such a decision?a)Yes. As the manager was found guilty.b)No. the management cannot suspend the manager without the completion of inquiry process.c)Yes. Management is right in doing so as the senior manager is in a dominating position.d)No. ICC has the powers to do so.Correct 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 The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 governs the issue of Workplace Sexual Harassment.The Act recognizes the right of every woman to a safe and secure workplace environment irrespective of her age or employment status. Hence, the right of all women working or visiting any workplace whether in the capacity of regular, temporary or daily wages basis is protected under the Act. It includes all women whether engaged directly or through an agent. A workplace is any place visited by the employee arising out of or during the course of employment, including transportation provided by the employer for undertaking such a journey.Sexual Harassment violates the fundamental rights of a woman to equality and her right to life and to live with dignity and right to practice any profession, which includes a right to a safe environment free from Sexual Harassment. To provide a safe work environment, employees need to be educated on what is and isn’t sexual harassment. Sexual harassment isn’t only limited to making inappropriate advances. It can also include unwelcome verbal or physical behavior that creates a hostile work environment. It can go beyond office space.PoSH training helps to differentiate between appropriate and inappropriate workplace behavior. As per Section 4 of the Act, every company with 10 or more employees must constitute an Internal Complaints Committee (ICC). This Committee must include:1. A Presiding Officer (must be a woman)2. One external member from a NGO or a lawyer3. At least two members representing the employees of the organization.All complaints shall be made to this body which must resolve every issue impartially. Irrespective of the intention of the accused or the level of impact, every incident has to be taken seriously and investigated by the ICC. When the employer fails to constitute an Internal Committee or breaches provisions of this Act or any rules made thereunder, they shall be punishable with fine of fifty thousand rupees.The complaints, first should approach ICC, then it is for ICC to initially investigate in to the complaints to assess the correctness and interview the complainants in camera and if prima facie the complaints were found to have case of sexual harassment, the ICC is under obligation to issue show cause notice to respondent (Harasser) with copy of complaints and documents provided by complainants asking him to reply.The employer can transfer accused to another location on the recommendation of ICC after request from aggrieved woman employee. There is nothing in the POSH Act which permits the employer to take action against the accused unless a written complaint of sexual harassment is filed.Q. In one of the cases, a company which had more than 1000 employees at its Hyderabad branch, after receiving a complaint from a data analyst against her immediate manager, the management took cognizance of the complaint and suspended the manager immediately. After the inquiry was done by the ICC in accordance to the rules laid out, the manager was found guilty and was terminated from the employment as a disciplinary action. Was the management right in taking such a decision?a)Yes. As the manager was found guilty.b)No. the management cannot suspend the manager without the completion of inquiry process.c)Yes. Management is right in doing so as the senior manager is in a dominating position.d)No. ICC has the powers to do so.Correct answer is option 'B'. Can you explain this answer? defined & explained in the simplest way possible. Besides giving the explanation of The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 governs the issue of Workplace Sexual Harassment.The Act recognizes the right of every woman to a safe and secure workplace environment irrespective of her age or employment status. Hence, the right of all women working or visiting any workplace whether in the capacity of regular, temporary or daily wages basis is protected under the Act. It includes all women whether engaged directly or through an agent. A workplace is any place visited by the employee arising out of or during the course of employment, including transportation provided by the employer for undertaking such a journey.Sexual Harassment violates the fundamental rights of a woman to equality and her right to life and to live with dignity and right to practice any profession, which includes a right to a safe environment free from Sexual Harassment. To provide a safe work environment, employees need to be educated on what is and isn’t sexual harassment. Sexual harassment isn’t only limited to making inappropriate advances. It can also include unwelcome verbal or physical behavior that creates a hostile work environment. It can go beyond office space.PoSH training helps to differentiate between appropriate and inappropriate workplace behavior. As per Section 4 of the Act, every company with 10 or more employees must constitute an Internal Complaints Committee (ICC). This Committee must include:1. A Presiding Officer (must be a woman)2. One external member from a NGO or a lawyer3. At least two members representing the employees of the organization.All complaints shall be made to this body which must resolve every issue impartially. Irrespective of the intention of the accused or the level of impact, every incident has to be taken seriously and investigated by the ICC. When the employer fails to constitute an Internal Committee or breaches provisions of this Act or any rules made thereunder, they shall be punishable with fine of fifty thousand rupees.The complaints, first should approach ICC, then it is for ICC to initially investigate in to the complaints to assess the correctness and interview the complainants in camera and if prima facie the complaints were found to have case of sexual harassment, the ICC is under obligation to issue show cause notice to respondent (Harasser) with copy of complaints and documents provided by complainants asking him to reply.The employer can transfer accused to another location on the recommendation of ICC after request from aggrieved woman employee. There is nothing in the POSH Act which permits the employer to take action against the accused unless a written complaint of sexual harassment is filed.Q. In one of the cases, a company which had more than 1000 employees at its Hyderabad branch, after receiving a complaint from a data analyst against her immediate manager, the management took cognizance of the complaint and suspended the manager immediately. After the inquiry was done by the ICC in accordance to the rules laid out, the manager was found guilty and was terminated from the employment as a disciplinary action. Was the management right in taking such a decision?a)Yes. As the manager was found guilty.b)No. the management cannot suspend the manager without the completion of inquiry process.c)Yes. Management is right in doing so as the senior manager is in a dominating position.d)No. ICC has the powers to do so.Correct answer is option 'B'. Can you explain this answer?, a detailed solution for The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 governs the issue of Workplace Sexual Harassment.The Act recognizes the right of every woman to a safe and secure workplace environment irrespective of her age or employment status. Hence, the right of all women working or visiting any workplace whether in the capacity of regular, temporary or daily wages basis is protected under the Act. It includes all women whether engaged directly or through an agent. A workplace is any place visited by the employee arising out of or during the course of employment, including transportation provided by the employer for undertaking such a journey.Sexual Harassment violates the fundamental rights of a woman to equality and her right to life and to live with dignity and right to practice any profession, which includes a right to a safe environment free from Sexual Harassment. To provide a safe work environment, employees need to be educated on what is and isn’t sexual harassment. Sexual harassment isn’t only limited to making inappropriate advances. It can also include unwelcome verbal or physical behavior that creates a hostile work environment. It can go beyond office space.PoSH training helps to differentiate between appropriate and inappropriate workplace behavior. As per Section 4 of the Act, every company with 10 or more employees must constitute an Internal Complaints Committee (ICC). This Committee must include:1. A Presiding Officer (must be a woman)2. One external member from a NGO or a lawyer3. At least two members representing the employees of the organization.All complaints shall be made to this body which must resolve every issue impartially. Irrespective of the intention of the accused or the level of impact, every incident has to be taken seriously and investigated by the ICC. When the employer fails to constitute an Internal Committee or breaches provisions of this Act or any rules made thereunder, they shall be punishable with fine of fifty thousand rupees.The complaints, first should approach ICC, then it is for ICC to initially investigate in to the complaints to assess the correctness and interview the complainants in camera and if prima facie the complaints were found to have case of sexual harassment, the ICC is under obligation to issue show cause notice to respondent (Harasser) with copy of complaints and documents provided by complainants asking him to reply.The employer can transfer accused to another location on the recommendation of ICC after request from aggrieved woman employee. There is nothing in the POSH Act which permits the employer to take action against the accused unless a written complaint of sexual harassment is filed.Q. In one of the cases, a company which had more than 1000 employees at its Hyderabad branch, after receiving a complaint from a data analyst against her immediate manager, the management took cognizance of the complaint and suspended the manager immediately. After the inquiry was done by the ICC in accordance to the rules laid out, the manager was found guilty and was terminated from the employment as a disciplinary action. Was the management right in taking such a decision?a)Yes. As the manager was found guilty.b)No. the management cannot suspend the manager without the completion of inquiry process.c)Yes. Management is right in doing so as the senior manager is in a dominating position.d)No. ICC has the powers to do so.Correct answer is option 'B'. Can you explain this answer? has been provided alongside types of The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 governs the issue of Workplace Sexual Harassment.The Act recognizes the right of every woman to a safe and secure workplace environment irrespective of her age or employment status. Hence, the right of all women working or visiting any workplace whether in the capacity of regular, temporary or daily wages basis is protected under the Act. It includes all women whether engaged directly or through an agent. A workplace is any place visited by the employee arising out of or during the course of employment, including transportation provided by the employer for undertaking such a journey.Sexual Harassment violates the fundamental rights of a woman to equality and her right to life and to live with dignity and right to practice any profession, which includes a right to a safe environment free from Sexual Harassment. To provide a safe work environment, employees need to be educated on what is and isn’t sexual harassment. Sexual harassment isn’t only limited to making inappropriate advances. It can also include unwelcome verbal or physical behavior that creates a hostile work environment. It can go beyond office space.PoSH training helps to differentiate between appropriate and inappropriate workplace behavior. As per Section 4 of the Act, every company with 10 or more employees must constitute an Internal Complaints Committee (ICC). This Committee must include:1. A Presiding Officer (must be a woman)2. One external member from a NGO or a lawyer3. At least two members representing the employees of the organization.All complaints shall be made to this body which must resolve every issue impartially. Irrespective of the intention of the accused or the level of impact, every incident has to be taken seriously and investigated by the ICC. When the employer fails to constitute an Internal Committee or breaches provisions of this Act or any rules made thereunder, they shall be punishable with fine of fifty thousand rupees.The complaints, first should approach ICC, then it is for ICC to initially investigate in to the complaints to assess the correctness and interview the complainants in camera and if prima facie the complaints were found to have case of sexual harassment, the ICC is under obligation to issue show cause notice to respondent (Harasser) with copy of complaints and documents provided by complainants asking him to reply.The employer can transfer accused to another location on the recommendation of ICC after request from aggrieved woman employee. There is nothing in the POSH Act which permits the employer to take action against the accused unless a written complaint of sexual harassment is filed.Q. In one of the cases, a company which had more than 1000 employees at its Hyderabad branch, after receiving a complaint from a data analyst against her immediate manager, the management took cognizance of the complaint and suspended the manager immediately. After the inquiry was done by the ICC in accordance to the rules laid out, the manager was found guilty and was terminated from the employment as a disciplinary action. Was the management right in taking such a decision?a)Yes. As the manager was found guilty.b)No. the management cannot suspend the manager without the completion of inquiry process.c)Yes. Management is right in doing so as the senior manager is in a dominating position.d)No. ICC has the powers to do so.Correct answer is option 'B'. Can you explain this answer? theory, EduRev gives you an ample number of questions to practice The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 governs the issue of Workplace Sexual Harassment.The Act recognizes the right of every woman to a safe and secure workplace environment irrespective of her age or employment status. Hence, the right of all women working or visiting any workplace whether in the capacity of regular, temporary or daily wages basis is protected under the Act. It includes all women whether engaged directly or through an agent. A workplace is any place visited by the employee arising out of or during the course of employment, including transportation provided by the employer for undertaking such a journey.Sexual Harassment violates the fundamental rights of a woman to equality and her right to life and to live with dignity and right to practice any profession, which includes a right to a safe environment free from Sexual Harassment. To provide a safe work environment, employees need to be educated on what is and isn’t sexual harassment. Sexual harassment isn’t only limited to making inappropriate advances. It can also include unwelcome verbal or physical behavior that creates a hostile work environment. It can go beyond office space.PoSH training helps to differentiate between appropriate and inappropriate workplace behavior. As per Section 4 of the Act, every company with 10 or more employees must constitute an Internal Complaints Committee (ICC). This Committee must include:1. A Presiding Officer (must be a woman)2. One external member from a NGO or a lawyer3. At least two members representing the employees of the organization.All complaints shall be made to this body which must resolve every issue impartially. Irrespective of the intention of the accused or the level of impact, every incident has to be taken seriously and investigated by the ICC. When the employer fails to constitute an Internal Committee or breaches provisions of this Act or any rules made thereunder, they shall be punishable with fine of fifty thousand rupees.The complaints, first should approach ICC, then it is for ICC to initially investigate in to the complaints to assess the correctness and interview the complainants in camera and if prima facie the complaints were found to have case of sexual harassment, the ICC is under obligation to issue show cause notice to respondent (Harasser) with copy of complaints and documents provided by complainants asking him to reply.The employer can transfer accused to another location on the recommendation of ICC after request from aggrieved woman employee. There is nothing in the POSH Act which permits the employer to take action against the accused unless a written complaint of sexual harassment is filed.Q. In one of the cases, a company which had more than 1000 employees at its Hyderabad branch, after receiving a complaint from a data analyst against her immediate manager, the management took cognizance of the complaint and suspended the manager immediately. After the inquiry was done by the ICC in accordance to the rules laid out, the manager was found guilty and was terminated from the employment as a disciplinary action. Was the management right in taking such a decision?a)Yes. As the manager was found guilty.b)No. the management cannot suspend the manager without the completion of inquiry process.c)Yes. Management is right in doing so as the senior manager is in a dominating position.d)No. ICC has the powers to do so.Correct answer is option 'B'. Can you explain this answer? tests, examples and also practice CLAT tests.