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Unwelcome
sexually determined behaviour as
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● 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 |
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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.
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Employees
Responsibilities
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● 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. |
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● NGOs or
other body familiar with the issue must be made
party to the Committee to prevent undue pressure
within the organisation.
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Employers'
Responsibilities
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● 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.
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● Where such
behaviour falls under criminal law, take all
steps to assist the affected person (s) in terms
of support and preventive action.
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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 !! |
