Sexual Harrassment Of Women Act And Rules 2013

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ffi1 '7{1IflXIItAORDI:'lAIH'"WW ll-'liiVI 3--4'l· 1!fllT (ii)rART ll cccion 3- .Sub-sucion (il}vrfl."lfirf l1 "!Pf:tftmfUBLI5Ht:D BY AU'OIOIUTYl'i. 2733) o. 17331 ;;::::o "11 ft;m'i, lflm, 9, 2013/ llJlT'm 18, 193SNEW Dfi.NI, MONON/, DtCt:MBER 9, 2013/AGH.UIA\'ANA i B, IYJS - 1Jt ilil' lfr.! m 1j;m, 113iRRt: f'TT . 9 .20131!il.311. 3 oo(31j.- ilil1'll 'fl . ll J3il f1T 111T!i P.«'' lR Mel; ! lllT-1 (r.rcm r. fM\l 3ft llf ftl)lf) !Jf, 2013 {2013 Iii ti. 14) 6Jl!Rf 1 al) 13.,Hi M (3) il'Rl llG tl 'liT ll f)'rr IR"" "1[, 9 - 20 13 !i)\RI i; '6i'l If f.trrn !i«ll \J m 31 " m El ll'f i MI(!lil.'fl. 19-5/2013- J:S 61. . MINISTRY OF WOMEN AND CHILD DEVELOPMENTNOTIFICATIONNew Delhi, the 9th December, 20138.0. 3606(E).-In exerciae of the powers conferred by sub-section (3) of Section I or theS exua l Ha rassment of Women a t Workplace (Po·evention, Prohibition and Redressal) Act, 2013(14 of20 13), the Ce ntral Government hereby appoints the 9th day of December, 20 13 as the dateon which the provisions of the said Act shall come into force.IJl'. No. 19·5 / 2013 -WW)Dr. S HREERANJAN , J t. Secy.SI S4 0 1120 IJPtintcd by lht Manqcr. Gonmmcnt of India Press. Rina Rold. Ml)'lpun. New Otltu·II0064olld l'llbliib d by lhe-Conlloll r or PobHcauon , Oc:lhi· II OOS

"{f fi· it V:c.9"--{v;:!}04/0007/2003 -13HE iISTEREl :SO. DL DD04/0007/2003L33'ffillffi11TEXTRAORDmARY'WI II - 1PART II - Section I l) PUBLISHED BY AUTHORITY- - ···.:-· ·- ---------·: :: .: . ::-:.:.· -:-; - :-- - --::::: . 23, 2013/ 3, 1935 ( )No. IH) EW DELHI, TUESDAY, APRil, 23, 2013/ V AISAKHA 3, 1935 (SAKA)-::-:-:-::-::: :· : :. - - - - - - - ·- - - - -----;:-: -- - - . .'H· 181-- --------- -- ---------·--· :- - t·- 'WI ll 'BR ey -;;mitt fctl W 3TWI ll WI I·s eparate paging is given to this Part in order that il may be filed as a separate compilation.MINISTRY OF LAW ANJ JUSTICE(Legislative Department)New Delhi, the 23rd April, 20 13/Vaisakha 3, 1935 (Saka)The following Act of Parliament received the assent of the Prcs irlent on the22nd April, 2013, and is hereby published for general information:-- -THE SEXUAL HARASSMENT OF WO).t1EN AT WORKPLACE(PREYENJ'IOi\1, PROIIIRJTION AND REDRESSAL) ACT, 2013(No. 14OF2013)[22nd April. 2013.]An Act to provide protection against sexual harassment of women at workplaceand for the prevention and rcdrcssal ofcomplaints of sexual harassment andi()r matters connected therewith or incidental thereto.WIIERt.,s cxual harassment resu lts in violation of the fundamental rights of a womanto 1:quality undn ar1icles It1 and 15 of the Constitution oflndia and her right to life tlnd to livewith dignity um.ler article 2 1 of the Constitution and rig ht to practi ce ;my proft:ssion or tocarry o n any occupation, trade or business which includes a right to a safe environment freefi·orn sexual harassment;A:-;o WHEREAS the protection against sexual harassment arid the right to work withdignit y arc universally recogn ised human rights by internationa l conventions and insrruonentssuch a Convention on the Elimination of all fonns of Discrimination against Women, whichhas been ratified on the 25th June, 1993 by the Government of India:1\ :-.r wi!H I AS it is expedient to nwkt: provisions fi. r giving effect to the said Conventionfor protection of women aga inst sexual harassment at workplace.

2THE GAZETTE OF 1:-.JDIA EXTRAOROJ:-.IARY[PARTIIU,; it enacted by Parliament in the Sixty-fourth Ycarofthe Republic of lndiaas follows:--·Cl!APTERIPR ELI:v!INARVShort title.extent andI. (/)This Act may be called the Sexuall-larassment of Women at Workplace (Prevention,Prohibition and Rcdrcssal) Act, 20 13.commencement(2) It extends to the whole of India.(J) It shall come into force on such date as the Central Government may, by notificationin the Ollicial Gazette, appoint.·Dc rn1it10ns.2. In this Act, unless the context otherwise requires, - .(a) "aggrieved woman" means-(i) in relation to a workplace, a woman, of any age whether employed ornot, who alleges to have been subjected to any act of sexual harassment by therespondent ;(ii) in relation to a dwelling place or house, a woman of any age who isemployed in such a dweHing place or house;(b) "appropriate Government" means-(i) in relation to a workplace which is established, owned, controlled orwholly or substantially financed by funds provided directly or indirectly- .(A) by the Central Government or the Union territory administration,the Central Government;(B) by the State Government, the State Government;(ii) in relation to any workplace not covered under sub-clause (i) andfalling within its territory, the State Government;(c) "Chairperson" means the Chairperson of the Local Complaints Committee·nominated under r;ub-scction (/)of section 7;(d) "District Officer" means an officer notified under section 5;(e) "domestic worker" means a woman who is employed to do the householdwork in any household for remuneration whether in cash or kind, either directly orthrough any agency on a temporary, permanent, part time·or full time basis, hut doesnot include any member of the family of the employer;(/)"employee" means a person empi·oyed at aworkplace for any work on regular,temporary, ad hoc or daily wage basis, either directly or through an agent, including acontractor, with or, without the knowledge of the principal employer, whether. forremuneration or not, or working on a voluntary basis or otherwise, whether the termsof employment are express or implied and includes a co-worker, a contract worker,probationer, trainee, apprentice or called by any other such name;(g) "employer" mcans: (i) in relation to any department, organisation, undertaking,. establishment,enterprise, institution, oflice, branch or unit of the appropriate Government or aloca l authority, the head of th at department, organisation, undertaking,establishment. enterprise, institution, office, branch or unit or such.othcr officeras the appropriate Government or the local authority, as the case may be, may byan order specify in this behalf;{ii) in any workplace not covered under sub-clause (i), any personresponsible for the r:!a nagcmcnt, supervision and control of the workplace.

SEC.IITl IE GAZETTE OF 1:\DIA EXTRAORDI ARY3Explanation.-- For the purposes of this sub-clause " management"includes the person or board or committee responsible for formul ation andadministration of polices for such organisation:(iii) in rci HIOn to workplace covered under sub-clauses (1) and (ii), theperson discharging contractual obligations with respect to his or her employees;(iv) in relation to a dwel!ing place o·r house, a pr.rson or a household whoemploys or benefits from the employment ofdomestic worker, irrespective of thenumber, time period or type of such worker employed, or the nature of theemployment or activities performed by the domestic worker;(h) "Internal Committee" means an Internal Complaints Committee constitutedunder section 4;( 1) "Local Committee'' means the Local Complaints Committee constituted undersection 6;(j) "Member" means a Member ofthe lnternal Committee or the Local Committee,as the case may be;(k) "prescribed" means prescribed by rules made under this Act;(/) " Presiding Officer" means the Presiding Officer of the Internal ComplaintsCommittee nominated under sub-section (2) of section 4;(m} "respondent" mean3 a person against whom the aggrieved woman has madea complaint under section 9;(n) "sexual harassment" includes any one or more of the following unwelcomeacts or behaviour (whether directly or by implication) namely:-{i) physical contact and advances; or(il) a dr.mand or request for sexual favours; or(iii) making sexually coloured remarks; or(iv) showing pornography; or(v) any other unwelcome physical, verbal or non-verbal conduct of sexualnature;(o) "workplace" includes ·(i) any department, organisation, undertaking, establishment, enterprise,institution, otlicc, branch or unit which is established, owned, controlled orwholly or substantially tinan ed by funds provided directly or indirectly by theapproprit te Government or the local authority or a Government company or acorporation or a co-operative society;· (ii) any private sector organisation or a private venture, undertaking,enterprise, institution, establishment, society, trust, non-governmentalorganisation, unit or service provider carrying on commercial, professional,vocational, educational, entertainmental, industrial, health services or financialactivities including production, supply, sale, distribution or service;(iii) hospitals or nursing homes;(iv) any sports institute, stadium, sports complex or competition or gamesvenue. whether residential or not used for training, sports or other activitiesrelating thereto:(v) any pl ce visited by the employee arising out of or during the course ofemployment including transportation provided hy the employer for undertakingsuch journey:

I PART I I- - ----·.- ····. :--:::- - ::: -.·::.-.::::. : - -:-- .-:: ·:. -::::: -.::-:-: -.THE GAZETTE OF I DIA EXTRAORDINARY:::--- :.::.: ·- . .-(\ i) a dwelling place or a house;(p) "unorganiscd sector" in relation to a workplace means an enterprise ownedby individuals or sci f-cmploycd workers and engaged in the production or sale ofgoods or prov iding service of any kind whatsoever, and where the enterprise employsworkers, the number of uch worke;: is .iess than ten.Prncnllc n M3. (I) owoman shal l be subjected to sexual harassment at any workp lace.snualhara ssrm:nl(2) The fo llowing circumstances, among other circumstances, if it occurs or is pcrscntm relation to or connected wirh any act or behaviour of sexual harassment may amount tosexual harassment:--(i) implied or explicit promise of preferential treatment in her employment: or(ii) implkd or explicit threat of detrimental treatment in her employment; or(iii) implied or explicit threat about her present or future employment status: or(iv) interference with her work or creating an intimidating or offensive or hostilework environment for her; or(v) humiliating treatment like ly to affect her health or safery.CHAPT ER IICONSTITU riON Or I !'TERNAL COMPLAINTS COMMITTEEConslilulionof lnlcrnulComplain IsCommillec.4. (/)Every employer ofa workplace shall, by a!1 order in writing, constitute a Committeeto be known as the " lntcsnal Complaints Committee":Provided that where the offices or administrative units of the workplace arc located atdifferent places or divi io t .a l or sub-divisional level, the Internal Committee shall be constituted;.lt all administrative units or .ofliccs.(2) Thc.lntcrnal Committee shall consist ofthe fo llowing members to be nominated bythe employer. namely: ·-·(a) a Presidi ng ·o fficer· who ·shall heworkplace from amongst the employees :&woman employed ata sen 1orlevel atProvided that in case a senior level woman employee is not available, thePresidi ng Officer shall be nominated fro m other offices or administrative units of theworkplace referred to in sub-section(/):Prov ided further that in case the other offices or administrati ve units of thedo nm have a senior level woman employee, the Presid ing Officer shall beIH11ninatcd from my other workplace of the same employer or other department ororganisation;workp la ;c(bl not Jess than two Membe rs from amongst employees preferably committedto the cause of women or who have had experience in social work or have lega lknowledge;(c) one member from amongst non-governmental organisations or associationscommitted to the cause of women or a person fa miliar with the issues re lating to sexualharassment:Provided that at least one-half of the total Memhcrs so nominated shall be women.(3) The Presiding Officer and every Member of the Internal Committee shall hold officetor such period. not exceeding three years, from the date of their nomination as may hespccificd by the employer.(.f) f"hc \1cmher appointed fmm amongst the non-governmental organisations orassoci Hions -;hall be paid such fees or allowances lor holding the proceedings oflht: lntcrnl:l lCommittee. by the o.:mployer. as ml:ly be prcscribeci.

SF 'IITHE GAZETTE OF I;\Dll\ EXTRAORDINARY5(5) Where the Presiding Officer or any Member of the internal Committee,· .(a)contravenes the provisions of section 16; or(h l has been convi ted for an offence or an inquiry into an offeree under any lawfor tht: time being· in force is.pending against him: or(c) he has been found guilty in any disciplinary proceedings or a disciplinaryproceeding is pending against him ; orto(d) has so abused his position as to render his continuance in office prejudicialthe public interest,such Presiding Officer or Member, as the case may be, shall be removed from the Committeeand the vacancy so created or any casua l vacancy shall he filled by fresli nomination inaccordance with the provisions of this section.CHAPTER !IICoNSTITUTION or: L oCAL Co:vrrt.AI: Ts CoM:vrn·rr:E5. The appropriate Government may notify a District Magistrate or Additional District oufica ti onMagistrate or the Collector or Deputy Col lector as a District Officer.for every District to of DistrictOffi c r.exercise powers or discharge functions under this Act.6. (/)Every District Officer shall constitute in the district concerned, a committee to beknown as the "Local Complaints Committee" to receive complaints of sexual harassmcn:·· from establishments where the Internal Complaints Committee has not been . nstituted dueto ha vi ng less than ten workers or if the complaint is ·against the employer himself.·(2) The District Officer shall designate one nodal officer in every block, taluka andtchsil in rural or tribal area and ward or municipality in the urban area, to receive complaintsand forward the same to the concerned Local Complaints Committee within a period ofseven days.Constitutionandj urisdiction ofLocalComp laintsCommillcc(J) The jurisdictio;l of the Cl)tnplaints Committee shall extcnJ to the areas of thedistrict where it is constituted.7. (I) The Local Complaints Committee shall consist of the following members to be CompOSiti On,tcnurt: andnominated by the District Officer, namely:- -·other termsa Chairperson to be nominated from amongst the eminent women in the field and condi tionsof Localof social work and committed to the cause of women;(a)Complaintsone Member to be nominated from amongst the women working in block, Comm illectaluka or tchsil or ward or municipality in the district;(h)(c) two Members, of whom atle(\.st one shall be a woman, to be nominated fromamongst such non-governmental organisations or associations committed to the causeof women or a person familiar with the issues relating to sexual harassment, which maybe prescribed:Provided that at least one ofthc nominees should, preferably, have a backgroundin lilw or lcgnl knowledge:Provided further that at least one oft he nominees shall be a woman belonging tothe Scheduled Castes or the Scheduled Tribes or the Other Backward Classes orminority community notified by the Central Government, from time to time;(d) the concerned oflicer dealing with the social welfare or women and childdeve lopment in the district, shall he a member ex officio.(2) The Chai rperson and very Member of the Local Committee shall hold office forsuch period. not exceeding three years, from the date of their appointment as may be specifiedby the Di-;tricl Ofliccr.

.·Tl IE GAZET I'E OF I O IA EXTRAORDI ARY: - :.: .:-.:.:::::--.:. :-:::::.-··---.;· : --:·.: .:.-:- :: -.:-.: ·.-:.:.·: ·.::· -:-::- -·:. :--::-.::-·I PART I I-:· .-:- --·· -(J) Where the Chairperson or any Memb :r of the Local Complaints Committee - .(a) contravenes heprovis ions of sec tio 16; or.(h) has been convicted for an offence or an inquiry into an offence under any lawfor the time being in force is pending against him; or(c) has been found guilty in any disciplinary proceedings or a disciplinaryproceeding is pending against him; or(d) has so abused his position as to render his continuance in office prejudicialto the public interest,such Chairp :rson or Member, as the case may be, shall be removed from the Committee andthe vacancy so created or any casual vacancy shall be filled by fresh nomination in accordancewith the provisions of this section.( -1) The Chairperson and Members of the Local Committee other than the :VIembcrsnominated under clauses (h) and (d) of sub-section (/) shall be entitled to such fees orallowances for holding the proceedings ofthe Local Committee as may be prescribed.8. (!)The C ntral Government may, after due appropriation made by Parliament by lawin this behalf, make to the State Government grants of such sums of money as the CentralGovernment may think fit, for being utilised for the payment of fees or allowances referred toin sub-section (4) of section 7.Granls andaudil(2) The State Government may set up an agency and transfer the grants made undersub-section (/) to that agency.(J) The agency shall pay to the District Officer, sue . sums as may be required for thepayment of fees or allowances referred to in sub-section (4) of section 7.( 4) The accounts of the agency referred to in sub--sl: ,tion (2) shall be maintained andaud ited in such manner as' may,'iri consultation with the Accountant Ge;Jclal of the State, beprescribed and the person holding the custody of the accounts of the agency shall furnish,10 the State Government, before such date, as may be presrri!Jcd, its audited copy of accountstoge!her with auditors' report thereon .CHAPTER IVC oMPJ.AI iTCornp l rnlofsexualh rass mt:n l9. (/)Any aggrieved woman may make, in writing, a complaint of sexual harassment atworkplace to the Internal Committee if so constituted, or the Local Committee, in case it is notso constituted, within a period of three months from the date of incident and in case of aseries of incidents, within a period of three months from the date of last incident:Provided that where such complaint cannot be made in writing, the Presiding Oflicer orany Member of the Internal Committee or the Chairperson or any Member of the LocalCommittee, as the case may be, shall render all reasonable assistance to the woman formaking the compla int in writing:Provided further that the Internal Committee or, as the case may be, the Local Committeemay, for the reasons to be recorded in writing, extend the ti me limit not exceeding th reernonths, if it is satisfied that the circumstances were such which prevented the woman fromfil ing a complaint within the said period.(2) Where the aggrieved woman is unable to make ". complaint on account of herphysical nr mental incHpacity or death or otherw ise, her legal heir or such other person asmay be prescribed may make a complaint under this section.(·onctltalrnn10. (I) The Internal Committee ?r, as the .case may he, the Local Committee, may, beforeinitiating an inquiry under section I I and at the request (If the aggrie ve l V'oman lake stepsto settle the matter between her and the respondent through conciliation:

SEc. I ITHEGALEITE OF 1:\DIA EXTRJ\ORDl ARY7. .: .:-:.:·.::-::-:::- -.:.-:-:.: -. - . . :::-:: -:·.::::-:::- - - ···::: ::::.-.::::::::-::. . ::: ::.: - -·· .::··:·;:-:·.::- ·.::- -- ·Provided that no monetary settlement shall be made as a basis of conciliation.(2) Where a settlement has beer. atTived at under sllb-s ctil)n (/).the Jnternal Committeeor the Local Committee,, as the case may be, shall record the s"ettlement so arrived andfon.vard the same to the employer or the District Oflicer to take action as specified in the·recommendation.(3) The Internal Committee or the Local Committee, as the case may be, shall providethe copies oftht: settlement as recorded under sub-section (2) to the aggrieved woman andthe respondent.( 4) Where a settlement is atTived at under sub-section ( /), no further inquiry shall beconducted by the Internal Committee or the Local Committee, as the case may be.45 of 186011. (I) Subj ect to the provisions of section I 0, the Internal Committee or the Local Inqu iry mtoCommittee . .as the case may be, shall, where the rcsponden"t is an employee, proceed to make complain tinquiry into the complaint in accordance with the provisions of the service rules applicableto the respondent and where no such rules exist, in such manner as inay be prescribed or incase of a domestic worker, the Local Committee shall, ifprimafacie case exist, forward thecomplaint to the police, within a period of seven days for registering the case under section509 of the Indian Penal Code, and any other relevant provisions of the said Code whereapplicable:Provided that where the aggrieved woman infonns the Internal Committee or the LocalCommittee, as the case may be, that any term or condition of the scttlemcm arrived at undersub-section (.?) of section I 0 has not been complied with by the respondent, the InternalCommittee or the l .ocal Committee shall proceed to make an inquiry into the complain t or. asI he case may be, forward the complaint to the police:Provided fUt ther that where both the parties arc employees, the parties shall, duringthe course of inquiry, be g ive.n an oppc rtunity ofhcing heard and a copy oft he findings hallhe made availab le to both the parties enabling them to make representati on against thefindings before the Committee. 55of 1860.or 1908(2) Notwithstanding anyt\liTJg contained in section 509 of the Indian Penal Code, thecourt may, when the respondent is convicted ofthe offence, order payment of such sums asit may consider appropriate, to the aggrieved woman by the respondent, having regard to theprovisions of section I 5.(J) For the p urpose of making an inquiry under sub-section(/), the Internal Committee .or the Local Committee, as the case may be, shall have the same powers as are vested in acivil court under the Code of Civil Procedure, 190& when trying a suit in respect of thefollowing matters, namely:--·(a) summoning and enforcing the attendance of any person and examining himon oath ;(b) requiring the discovery and production of documents; and(c) uny other matter which may be prescribed .(.J} The inquiry under sub-section(/) sha ll be completed within a period of ninetyduys.CHAPTER V1:-;QLIIRY 1:-.!TO COMPL1\INT12. ( 1) During the pendency of an inquiry. on a written request made by the aggrieved Action dunngwoman, the Internal Committee or the Local Committee. as the case may be. may recommend pcndcm:y urinqu1ryto the employer to · .( u) transfer the aggrieved woman or the respond ent tb any other workplace ; or

TilE GAlETf E OF I DIA EXTRAORDl ARYI PARI II·-(b) grant leave to the aggrieved woman up to a period of three months: or.':. \(c)grant such other rel ief to the aggrieved woman as may he prescribed.(2) The leave granted to the aggrieved woman under this section shall be in addition tothe leave she would be otherwise entitled.(3) On the recommendation of the Internal Comm ittee or the Local Comm ittee, as thecase may be, under sub-section ( /), the employer shall implement the recommendationsmade under sub-section (/) and send the report of such implementation to the Interna lCommittee or the Local Comm ittee, as the case may be.lnqurry rcpon13. (/)On the completion of an inquiry under this Act, the Internal Committee.or theI.ocal Committee, as the case may be, shall provide a report of its findings to the employer, oras the case may be, the District Officer within a period often days fTom the date of completionof the inquiry and such report be made available to the concerned parties.(2) Where the Internal Committee or the Local Committee, as the case may be, arrivesat the conclusion that the allegation against the respondent has not been proved, it shallrecommend to the en1ploycr and the District Oflicer that no action is required to he taken inthe matter.(3) Where the lntermtl Committee or the I,ocal Corrunittec, as the case may be, arrivesat the conclusion that the allegation against the respondent has been proved, it shallrecommend to the emrloyer or the District Officer, as the case may be--(i) to take ac tion for sexual harassment as a misconduct in accordance with theprovisions of the service rules applicable to the respondent or where no such serviceru les have been made, in such manner as may be prescribed;(ii) to ucd uct, otwithstanding ) ythir:g i11 the service ru les to therespondent, !Tom the salary or wages df the respondent such sum as it may considerappropriate to b·e paid to the aggrieved woman o.r to her legal heirs, as it may detcm1ine,in t ccordance with the provisions of section 15:Provided that in case the employer is unable to make such deduction from thesalary oft he respondent due to his being absent from duty or cessation of employmentit may direct 10 the resrondcnt to pay such sum to the aggrieved woman:Provided furt her that in case the respondent fai ls to pay the sum referred to inclause (ii), the Internal Committee or, as the case may be, the Local Comm ittee maylorward the order tor recovery of the sum as an arrear of land revenue to the concernedDistrict 011iccr.( 4) The employer or the Di strict Officer shall act upon the recommendation within sixtydays of tis receipt hy him.l' un rshmcntror raise nrmal icrous omplarnl andraise cvrdencc14. (I) Where the Internal Committee or the Loca l Committee, as the case may be.arrives at a conclusion that the allegation against the respondent is malicious or the aggrievedwoman or any other person making the complaint has made the complaint knowing it to befalse or the aggrieved woman or any other person making the complaint has produced anyforged or misleading document. it may recommend to the employer or the District Officer. asthe case may be, to take action against the woman or the person who has made the complaintunder sub-section (/)or sub-section (2) of section 9, as the case may be, in accordance withthe provisions of the service rules applicable to her or him or where no such service rulesexist, in such manner as may be prescribed:Provided that a mere inab il ity to substantiate a complaint or provide adequate proofneed not Htract ac tion again ! the compbinilnt under this section: : .Provided further that the malicious intent on part of the complainant shall be establ ishedttftcr an inquiry in accordance wi th the procedure prescribed . before any ac tion isrecommended.

St.:( .IITH E GAZETTE OF 1:\DIA EXTRAORDINARY--·---·· .-·-----------···---. ·--· --·. ··. ·-.·---------- - - - ----···-- ---·- ---- -·:-:::·: . .-- ----·-. -----·9(.?)Where the lntcmalt:omm ittec or th : Local Committee, as the case may be, arrivesat 1 conclusion that during the inquiry any witness has given false evidence or producedany forged or misleading document, it may recommend to the employer of the.witness or theDbtrict Officer. as the case may he, to take action in accordance with the provisions of theservice rules applicable to the said witness or where no such service rules exist, in suchmanner as may be prescribed.15. f-or the purpose of determining the sums to be paid to the aggrieved woman under Dctcrnnnationclause (ii) of sub-section (3) of section 13. the Internal Committee or the Local Committee, as o fcompensationthe case may be, sha ll have regard to ···(a} the mental trauma, pain, suffering and emotional dis.tress caused to theaggneved woman;(h) the loss in the career opportunity due to the incident of sexua I harassment;(c) medical expenses incurred by the victim for physical or psychiatric treatment;(d) the income and financial stah1s of the respondent;(e) feasibility of such payment in lump sum or in instalments.22 of 200516. Notwithstanding anyth ing contained in the Right to Information t\ct, 2005, thewntents of the complaint made under section 9, the identity and addresses of the aggrievedwoman, respondent and witnesses, any information relating to conciliation and inquiryproceedings, recommendations of the Internal Committee or the Local Committee, as thecase may be, and the action taken by the employer or the District Officer under the provisionsof th is Act shall not be published, communicated or made known to the public, press andmedia in any manner: .Proh ibition ofpub! ication nrmaking knowncontents ofcomplain t andinquiryproceedi ngsProvided that information may be disseminated regarding the justice secured to anyvictim of sexual harassment under this t\ct without disclosing the name, arldress, identity orany other particulars ca lculated to lead to the iden tification of the ggricved woman andwi tne sses.17. Where any person entrusted with the duty to handle or deal wifh the complaint,inquiry or any recommendations or action to be taken under the provisions of this Act,contravenes the provisions ofseetion 16, he shall be liable for penalty in accordance wi th theprovisions the service rules applicable to the said person or where no such service rulesexist, in such manner as may be prescribed.orPenalty forpublication ormaking knowncontents ofcomplaint andinquiryproceedings18. (I) Any person aggrieved fro m the recommendations made under sub-section (2) Appealof section 13 or under clause (i) or clause (ii) of sub-section (3) of section 13 or subsection (I) or sub-section (2) of section 14 or section 17 or non-implementation of suchrecommendations may prefer an appeal to the court or tribunal in accordance with theprovisions of the service ru les app licable to the said person or where no such service rulesex ist then, without prejudice to provisions contained in any other law for the time being inforce, the person aggrieved may prefer an appeal in such manner as may he prescr ibed.(.?)The ppeal under sub-section (/) s hall be preferred within a period of ninety d ysof the recommendationsCHAPTER VID UTIES OF f. :v1PUJYER19. Everyemploycrsha

IH11ninatcd from my other workplace of the same employer or other department or organisation; (bl not Jess than two Members from amongst employees preferably committed to the cause of women or who have had experience in social work or have lega l knowledge; (c) one member fr

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LAW BOOK Act 358 of 1955 As Amended By Act 490 of 1961 Act 403 of 1965 Act 400 of 1969 Act 566 of 1973 Acts 532 & 644 of 1975 Act 465 of 1987 Act 1228 of 1991 Act 1056 of 1993 Act 771 of 1995 Act 512 of 1997 Acts 595,596 & 680 of 2003 Act 207 of 2005 Act 223 of 2007 Issued by ARKANSAS STAT

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coerced sexual acts—sexual activity that involved touching or penetrating of sexual body parts 0.5% of youth who reported being forced or coerced into other sexual activity with another youth that did not meet the description of forced or coerced sexual acts, such as kissing on the mouth, looking at private

The University of Michigan5 defines sexual harassment as unwelcome sexual advances, requests for sexual favors, and other . talking about one's sexual activity in front of others and displaying or distributing sexually explicit drawings, pictures and/or written material. Unwanted sexual statements can be made in person, in writing .

ALEX RIDER Never Say Die Exclusive Extract The start of another day. Alex went into the bathroom, showered and cleaned his teeth. Then he got dressed. He had started school a week ago, arriving at the start of the fall semester – the autumn term, he would have called it back in London. There was no uniform at the Elmer E. Robinson High School. Today, Alex threw on .