Creating Safe Workplaces
Nagaland is witnessing an increase in incidents of assault against women at workplaces of late, with at least three cases being reported in just two months
- Nagaland is witnessing an increase in incidents of assault
against women at workplaces of late, with at least three cases being reported
in just two months. In February this year, a female nursing student who was
undergoing training at District Hospital Dimapur was reportedly assaulted,
following which a complaint was filed with the police, resulting in the arrest
of the suspect. This month, a female staff at Moon Bakery in Dimapur was
allegedly assaulted by the proprietor on April 16, while a nurse on duty was
physically assaulted by a patient attendant on April 18 in Tseminyu. These
incidents have caught the attention of the Nagaland State Commission for Women
(NSCW). Condemning the recent incidents of violence against women in the state,
the Commission described it as a reflection of “a deeply concerning trend in
our society" in a statement. It has also urged the district
administrations and law enforcement agencies to ensure that the Sexual
Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act,
2013 is strictly implemented in their respective jurisdictions. Well, the
recent incidents are a matter of concern, more so because there could be many
unaccounted cases, as victims often choose to remain silent due to fear of
repercussions, social stigma, and other reasons. But how informed are we about
this law that mandates all offices and workplaces to ensure a safe environment
for women employees?
- The Sexual Harassment of Women at Workplace (Prevention,
Prohibition and Redressal) Act, 2013, also known as the POSH Act, is a law
enacted by the government of India to protect women from assault, specifically
sexual harassment, at workplaces. It is also for the prevention and redressal
of complaints of sexual harassment, which include physical contact and
advances, demand for sexual favours, sexually coloured remarks, and other
unwelcome physical, verbal, or non-verbal conduct of sexual nature. The law
mandates all workplaces, including government, private, and any organisation
that employs more than 10 persons, to constitute an Internal Complaints
Committee (ICC) or a Local Committee (LC) for those that do not fall under the
former category to address complaints of sexual harassment. The aggrieved woman
should file a complaint with the committee within three months from the date of
the incident or date of the last incident. The Act also provides for penalties,
including fines and termination of employment, against offenders as well as
women found making malicious complaints. But the big question is: Are
institutions and organisations – government and private – in our state adhering
to the guideline of the Act by constituting a panel to receive and redress
complaints of women employees? If not, it’s high time to constitute one, ensure
a safe working environment for all, and sensitise employees about the
provisions of the Act at regular intervals.
