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Is Women's Harassment Legislation Amenable to Abuse?
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The brief reference made in naavi.org on the "Sexual Harassment of Women at Work Place (Prevention) Bill 2003 (SHWWPP Bill) has evoked some interesting responses.

Ms Revathy Balaji, an advocate from Chennai has shared her views on the subject which is reproduced here for general information.

Sir,

Your views on the bill on work place harassment of women were thought provoking.As a lawyer, I know that it is extremely difficult to know whether such a alleged harassment actually took place or the woman was just being vindictive to her colleague with whom she does not happen to see eye to eye.The proposed bill if enacted would be like dowry harassment legislation, which even though started with good intentions is being misused for vengenance by some women and their families.
I had a recent experience of giving consultation to a lady,who wanted to take her company and a colleague who allegedly harassed her by passing verbal sexual comment,to court.After reading her complaints and from what she told me, I was able to come to the conclusion that she had a certain mental disorder, as some of the allegations she made were absurd and could not have happened at all. I told her categorically that it was not possible for me to help her, as I could not tell her about her mental condition.But any clever lawyer probably could make a case out of her story and in the process totally destroy someone's career.

Notwithstanding all this, I believe a woman has the right to work with dignity and in a safe work atmosphere, so the workplace harassment bill is necessary.But in order that vindictive women don't go around accusing their male colleagues have a few suggestions to make. 

1.A clear agreement. with the employees saying that if there is any work place harassment, they should first undergo a departmental enquiry to find out the merits of the case and the harassed women employee should give a notice before proceeding with other avenues like going to the police. 

2.There should be a clear time limit for the company to look in to the issues and solve them. 

3.Clearly, HR managers are not capable of taking care of this issue of workplace harassment and the company should engage a legal counsel to collect all evidence from the beginning. 

4.Any harassment does not escalate into a big issue overnight,.It has to happen gradually before anyone gives a complaint. So, the workplace rules should be very clear and if possible paste the rules in a prominent place. 

5.If a woman genuinely feels uncomfortable, her problems should not be trivialized by saying that the person who harassed her  acted only in a joking manner etc.Any problem should be dealt with in a ultra confident, unbiased manner sensitively. 

6.As said earlier the collection of evidence is of primary importance and none of the trivial things should be left out and I believe this can be the work of the legal professionals, instead of waiting to consult them after  being sued in court. 

7.There should be a very clear laying down of procedures that will be followed in case there is a departmental enquiry and these procedures to be brought to the notice of the employees in a transparent manner  from the time they start working..After all they should know where to go in case of a genuine complaint. 

8.As far as possible only persons not closely related or friendly with both the alleged harrasser and the harassed should conduct the inquiry with a lawyer on board. 

9.I feel just like a physical test to be undergone before employment, a pyschological evaluation of the employees may be in order, though I am not sure how far it is viable. 

I feel that if proper measures are not taken soon, it will become suing and counter suing with a damage to the reputation of the company.Prevention is certainly better than cure.

Thanks,

Revathi Balaji

Chennai
 

This Bill is being revised and coming up for discussion again. I trust industry organizations take suitable action in this regard to prevent a HR crisis in the IT industry. 

Naavi

June 27, 2005

(Comments welcome)

Related Articles:

Copy of the BILL (2003)

Copy of the Draft bill (2004)



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