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Sexual Harassment Safety
 
Unwelcome sexually determined behaviour as
 

● Physical contact and advances 
● A demand or request for sexual favours
● Sexually coloured remarks
● Showing pornography
● Any other unwelcome physical, verbal or non-verbal conduct of a sexual nature

 
These guidelines are legally binding and enforceable with immediate effect for all public, private and other institutions.   Employers and employees both are equally responsible to stop this pervasive violation.
 
Employees Responsibilities
 

● Talk about it and hold meetings. 
● Request your employer (or other institution head) to establish a complaint procedure and a Committee to deal with these complaints. 
● The Committee should be headed by a woman and 50% of the members should be women.

 

● NGOs or other body familiar with the issue must be made party to the Committee to prevent undue pressure within the organisation.

 
Employers' Responsibilities
 

● To develop a sexual harassment policy which expressly outlaws sexual harassment and to notify, publish and circulate it visibly. 
● Develop a complaint procedure which is confidential and time-bound; ensure treatment of complaints; protection of victims and witnesses; report compliance with the guidelines to the appropriate authority. 
● Encourage awareness raising through trainings, seminars, posters, memos, etc. 
● Treat sexual harassment as a disciplinary offence and amend service rules to incorporate this.

 

● Where such behaviour falls under criminal law, take all steps to assist the affected person (s) in terms of support and preventive action.

 

Whatever your position in your organisation help eliminate sexual harassment. Police has a collective responsibility to protect our Human Rights and eradicate behaviour which is unacceptable and discriminatory.   act Now !!

 
 
 
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