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Sexual Harassment

Safeguarding Dignity: A Comprehensive Analysis of the Protection of Women from Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013

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Overview The SH Act, 2013, also known as the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, is a historic piece of Indian law that tackles the serious problem of sexual harassment against women in the workplace. The Act, which was passed in response to the Supreme Court of India’s 1997 guidelines known as the Vishaka Guidelines, attempts to prevent, forbid, and address sexual harassment in the workplace by offering a strong framework. This article offers a thorough examination of the 2013 SH Act, including its main features, implementation difficulties, and effects on Indian workplaces. Historical Background Following the 1997 Vishaka case, it became clear that a special legislative framework was required to combat sexual harassment in the workplace. The case concerned the gang rape of Bhanwari Devi, a social worker, in Rajasthan. The Vishaka Guidelines were established by the Supreme Court in a historic decision that required businesses to prohibit sexual harassment in the workplace. Before the SH Act, 2013, which established a more extensive and enforceable legal framework, these principles were regarded as law. Key Provisions of the SH Act, 2013 The SH Act, 2013, is divided into several sections that comprehensively address the issue of sexual harassment in the workplace. Some of the key provisions include: 1. Definition of sexual harassment: broadly encompassing unwanted physical contact and advances, requests or demands for sexual favors, sexually suggestive statements, the display of pornographic material, and any other unwanted physical, verbal, or nonverbal behavior of a sexual nature. 2. Act Coverage: All women who work in the organized or unorganized sectors are covered by the Act, regardless of their age or job position. It covers both the public and private sectors and also includes domestic workers. 3. Internal Complaints Committee (ICC): An Internal Complaints Committee (ICC) must be established in each organization with 10 or more workers in order to handle accusations of sexual harassment. At least half of the ICC’s members should be female, and the organization must be led by a senior female employee. The committee also has to have an outsider who is knowledgeable about sexual harassment-related matters. 4. Local Complaints Committee (LCC): The Act requires the District Officer to organize a Local Complaints Committee (LCC) in cases where the complaint is directed towards the employer or at work locations with less than 10 workers. 5. Complaints Process: The Act outlines a comprehensive process for lodging complaints, which includes a three-month window from the date of the occurrence. This window may be extended by an additional three months if the ICC/LCC determines that it is required. Within 90 days, the ICC/LCC must finish the investigation, and the employer has 60 days to implement the recommendations. 6. Secrecy: The Act places a strong emphasis on the necessity of upholding secrecy at all times. The complainant, respondent, and witnesses’ identities, as well as the committee’s procedures and recommendations, must all be kept private. 7. Protection from Retaliation: The Act forbids taking adverse action against the witnesses or the complainant, guaranteeing that they won’t suffer consequences for coming forward with a complaint or taking part in the investigation. 8. Penalties: In the event of recurrent infractions, the Act stipulates fines and the possible termination of the organization’s business licenses. 9. Employer’s Responsibilities: Under the Act, companies must establish a welcoming workplace free from sexual harassment. This include setting up educational initiatives, posting Act-related notifications, and making sure the ICC is open and operational. Difficulties with Implementation The 2013 SH Act is a big step in the right direction; however, there have been a number of obstacles in the way of its implementation. 1. Awareness and Training: The provisions of the Act are still unknown to many organizations, particularly those in the unorganized sector. To make sure that staff members are informed of their rights and the steps involved in submitting a complaint, extensive awareness campaigns and frequent training sessions are required. 2. Bias and Lack of Sensitivity: Occasionally, ICC members may be prejudiced or lack the required sensitivity, which can result in unjust investigations and decisions. It is essential that ICC members get training on gender sensitivity and legal processes. 3. Fear of Retaliation: Many women are discouraged from submitting complaints because they fear unfavorable outcomes, such losing their jobs or facing social disgrace, even in spite of the Act’s prohibitions against retaliation. 4. Insufficient Representation in ICCs: It might be difficult to locate suitable candidates, particularly external members, to serve on the ICC in smaller organizations. Delays in forming the committee and handling complaints may result from this. 5. Absence of Victim Support: The Act does not offer victims complete support services, such as legal assistance or counseling, which are frequently necessary to help women through the complaints procedure. 6. Legal Backlog: Sexual harassment cases are frequently postponed in the legal system, causing the victims to suffer for an extended period of time. Such matters must be moved quickly in order to provide prompt justice. The effects of the 2013 SH Act The SH Act of 2013 has significantly changed workplaces in India despite its challenges. 1. Enhanced Awareness: The Act has raised awareness of sexual harassment among employers and employees by bringing the subject to light. 2. Better Reporting: Women now have a formal way to report sexual harassment thanks to the creation of ICCs and the procedural framework, which has increased the number of incidents that have been reported. 3. Cultural Shift: The Act has aided in the recognition and discussion of gender equality and sensitive concerns in the workplace, which has led to a change in attitudes. 4. Empowerment of Women: The Act has given women the confidence to report instances of sexual harassment by offering them legal redress and protection, which has led to a more inclusive and safe workplace. Conclusion An important piece of legislation that tackles a widespread problem in Indian culture is the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013. There are a …

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STATUS OF FEMALE PRISONERS IN INDIA

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ABSTRACT Indian society provides a respectable status to every woman. They play a vital role in society. The Important role that women plays is in the capacity of the mother. The Constitution of India ensures the status of Equality to the women in India in every aspect of life. It also imposes an obligation on the State to secure the rights of each and every woman and to fulfill the requirements of international conventions regarding the rights of the women. But in reality, women in prisons are facing many problems. Even the basic fundamental rights are violated after giving so many judgments by the Supreme Court and High Court. KEY WORDS Prisons, Constitutional Rights, Human Rights, Sexual Harassment, Custodial Torture, and women prisoners. INTRODUCTION Presently Women represent 49% of the country’s population. Several development programmers have been implemented by the Five-Year Plans. In 1985, a separate authority for Women and Child Development was set up. The major programmers include Support to Tanning-cum-Employment Programme (STEP) for women, Mahila Kosh, Women’s Development Corporation, etc. In India, there is also a need for programs for solving the acute problems of women prisoners inside or outside the Prison. CONSTITUTIONAL STATUS OF WOMEN PRISONERS IN INDIA: The Indian Constitution provides the status of equality to women. The Founding Fathers of the Indian Constitution gave serious thought to protect and promote the rights of Women and Children. This is amply reflected in the Preamble which contains the ideals and aspirations of the people of India”. One of the golden ideals is “the equality of status and opportunity”. The Constitution of India under Article 14 provides equal protection of laws to the women in India and Article 15 prohibits discrimination on grounds of intimate relation. But still Indian women prisoners are facing many problems. Article 21 of the Constitution of India ensure various rights for women prisoners. For example; Right to inmates of protective homes; Right to free legal aid; Right to speedy trial Women prisoners have the right to a speedy trial. WOMEN PRISONER’S RIGHT UNDER THE PRISONER’S ACT, 1894: This Act mainly focus on reformation of prisoners in connection with the rights of prisoners, following sections of the Prisoners Act, 1894 describes rights of women prisoners in India: The female prisoners have the right to live separately from the male prisoners. Section 27(1) of the Prisoners Act 1894 provides that in a correctional home male and female prisoners should be kept in different prison and both are prisoners should be restrain themselves form doing any intimate activities. The Prison Act of 1894 allows civil prisoners or those awaiting trial to provide for their own basic needs while in prison. They can buy or receive from outside sources essential items like food, clothing, bedding, and other necessities, but only at designated times and subject to inspection. Additionally, the Inspector General must approve any rules governing this privilege to ensure it is not abused. This provision aims to maintain a basic standard of living for prisoners who have not yet been convicted. The act deals with supply of clothing and bedding to civil and unconvicted criminal prisoners’ section 33(1) of the prison Act, 1894 provides that every civil and unconvicted criminal prisoner unable to provide himself with sufficient clothing and bedding shall be supplied by the Superintendent with such clothing and bedding as may be necessary. Accommodation and sanitary conditions for prisoners Provision for the shelter and safe custody of the excess number of prisoners who cannot be safely kept in any prison. Provision related to the examination of prisoners by qualified Medical Officers. WOMEN PRISONER’S RIGHTS (INTERNATIONAL AND NATIONAL PROVISIONS): Female prisoners should be searched and examined by a female examiner under the supervision of a Medical Officer. Women prisoner’s should be Protection from custodial rape under Sections 376(A), 376(B), 376(C), 376(D) of IPC. They have the Right to separate accommodation from male prisoners (Standard Minimum Rules for the Treatment of Prisoners, Rule 8(a)). They should have the basic human rights: hygienic food, shelter, medical facilities, reading and writing facilities, and dignity in custody. Pregnant women should have the right to medical and personal facilities during delivery, and can be released on bail at the delivery time. Women prisoners should be attended and supervised only by women officers (Standard Minimum Rules, Rule 53). Special accommodation for prenatal and postnatal care, and arrangements for children to be born in a hospital outside the institution (Rule 23). Medical officers should examine every prisoner, including pregnant women, and provide necessary care. Medical officers shall report on prisoners’ physical and mental health and recommend measures for their care. Regular inspection and advice on food, hygiene, sanitation, and prisoners’ health. Right to legal aid and defense by a lawyer of their choice. Women prisoners have the Right to freedom of religion. Examination of arrested persons by a registered medical practitioner in case of torture and maltreatment. Protection and care for pregnant women, including gynecological examination and adequate nutrition. PROBLEM FACED BY WOMEN PRISONERS IN INDIA: Poor living conditions and overcrowding in prisons, leading to health issues and psychological problems. Lack of essential amenities like sanitation facilities, menstrual hygiene products, and clean water. Custodial rape and sexual assault by male law enforcement and prison staff. Disproportionate representation of underrepresented communities like Dalits, Adivasis, and minority groups. Lack of family support and separation from children, affecting mental health and relationships. Inadequate medical care and nutrition, particularly for pregnant women. Limited access to legal aid, education, and vocational training, hindering rehabilitation and reintegration. RELEVANT CASE LAWS: State of Maharashtra v. CK Jain: In this case, there was rape in police custody. Regarding evidence, the Supreme Court emphasized that in such cases unless the testimony of the prosecution was unreliable, corroboration normally should not be insisted upon. Secondly, the presumption is to be made that ordinarily, no woman would make a false allegation of rape. Thirdly, delay in the making of the complaint is not fatal and quite understandable reasons exist for the delay on the part of the victim woman in …

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