Sexual harassment case,how to deal

Sexual harassment in India is termed "Eve teasing" and is described as: unwelcome s*xual gesture or behaviour whether directly or indirectly as s*xually coloured remarks; physical contact and advances; showing p*rnography; a demand or request for s*xual favours; any other unwelcome physical, verbal/non-verbal conduct being s*xual in nature. The critical factor is the unwelcomeness of the behaviour, thereby making the impact of such actions on the recipient more relevant rather than intent of the perpetrator.According to the Indian constitution, s*xual harassment infringes the fundamental right of a woman to gender equality under Article 14 and her right to life and live with dignity under Article 21.

Although there is no specific law against s*xual harassment at workplace in India, many provisions in other legislations provide some protection against s*xual harassment at workplace, such as Indian Penal Code (IPC) Section 354 which deals with "assault or criminal force to a woman with the intent to outrage her modesty, and Section 509, IPC deals with "word, gesture or act intended to insult the modesty of a woman. In 1997, the Supreme Court of India in a Public Interest Litigation, defined s*xual harassment at workplace, preventive measures and redress mechanism. The judgement is popularly known as Vishaka Judgement.

dear sir,

The new act has come into force recently namely 'Sexual Harassment at workplace Act.  This provides for all types of s*xcual harassment.  The organisation has a s*xual harassment committee headed by a lady and half of the members are ladies.  The employees can put up their grievances before this committee and appropriate action can be taken against erring individual.  In addtition, the model standing orders act also has the clause of s*xual harassment at workplace as a misconduct.  So a disciplinary enquiry can be conducted and appropriate action can be taken.