Every generation has seen some particular, discriminatory difficulties for women. Nowadays, as more and more educated young women work in white-collar jobs, there is a greater chance that they will experience predatory behaviour from men at various occupational levels.
Yet, there are now more ways than ever before to stop harassment from happening and to punish those who do.
Hence, it is preferable for women to be aware of their rights at work and to assert those rights when necessary.
The following behaviours are generally considered to be sexual harassment at work: • Physical contact and advances; • A demand or request for sexual favours; • Making remarks with sexual overtones; • Viewing pornography; or • Any other unwanted physical, verbal, or nonverbal conduct of a sexual nature. Some of these laws are:
The Prohibition of Sexual Harassment of Women at Workplace Act, 2013
The Act outlines what an employer must do to create a complaint procedure. The creation of the Internal Complaints Committee (ICC) is outlined in Section 4. The ICC shall have at least four members, including a senior woman employee as chair, two employees, preferably women, with experience in social work or legal knowledge, and one male employee.
A third-party participant, ideally one connected to a non-governmental group.
It is challenging to set up ICC at a firm with less than 10 people. In that situation, complaints may be made to the district-level local complaints committee (LOC). Employers are obligated by Section 19 to arrange orientations, workshops, and awareness campaigns to educate staff members about the dangers of sexual harassment.
The Equal Remuneration Act, 1976
One of the key tenets of service law jurisprudence that has developed over time is salary parity. Equal pay should be given to all workers who perform the same task. Even Article 39 of the Constitution states that the state must focus its policies, among other things, on ensuring that men and women receive equal remuneration for doing the same amount of work. The Equal Remuneration Act of 1976 was passed in order to give effect to this constitutional provision. Its goals were to ensure that male and female workers received equal pay and to prevent sexism against women in the workplace.
Law against sexual harassment
Has sexual harassment ever happened to you at work? Have any male co-worker persisted after you rejected their inappropriate behaviour or advances? To assist those who experience sexual harassment at work, the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act was passed in 2013. Due to this Act, every business is now required to have a well-established procedure for handling complaints regarding unwanted sexual advances and requests for sexual favours at work.
Every woman is entitled to a secure workplace under this Act, which also provides instructions for reporting sexual misconduct. The Act also includes provisions for holding seminars and campaigns to raise awareness of sexual harassment.
Law for maternity benefits
Are you a mother who aspires to become a professional? You need to be aware of the Maternity Benefit Act of 1961's protections for your rights.
The advantages comprise:
26 weeks of paid maternity leave are included.
A paid leave of one month for any illness brought on by pregnancy or miscarriage
If the employer offers prenatal and postnatal care, a medical bonus of between Rs 2,500 and Rs 3,500 is given.
Maternity benefits are paid 48 hours in advance when the employee provides proof of delivery, and they are also paid when the employee passes away without leaving a will or other legal heirs.
Also, this Act prohibits hiring you for six weeks following a delivery, miscarriage, or medically assisted pregnancy termination. You cannot be fired by anyone during pregnancy.
Law for factory workers
Do you work in a factory where the conditions are hazardous? Then your employer might face consequences. To provide health, safety, welfare, appropriate working hours, leave, and other benefits, there must be proper working conditions. If their shift times change, female employees must be given 24 hours' notice. A factory must have a nursery for kids six years old and younger if it employs more than 30 women.
Law for equal pay
Despite having the same tasks as your male co-workers, are you paid less? You can demand equal compensation thanks to the Equal Remuneration Act, which is based on Article 39 of the Indian Constitution. For the same position, employers must pay male and female employees equally. Moreover, discrimination against women in the hiring process is prohibited by law.
Law protecting women working night shifts
If you work night shifts, your employer is responsible for providing a secure workplace. Women who work night shifts are protected by the Shops and Establishments Act. If your employers need to extend your hours beyond those allowed, they must request approval. The permits come with requirements like offering enough security and transportation during night shifts.
Nonetheless, as a woman, you should never be afraid to speak up and take appropriate action if you ever experience harassment or discrimination at work. Remember that by keeping quiet, you would not only be failing yourself but also countless other women who could become victims of the same circumstance.