Source document: https://docs-lawep.s3.us-east-2.amazonaws.com/1694872953631.pdf (India)
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340] @) Ce) ate sels 3 Ree Prat erlarast ar arrewa wie aA weT; Predeer ar fora aiken ger a arg andar wr eT | [1.8 19-6 /2013-SeSeq] ah odors, vigaa aR MINISTRY OF WOMEN AND CHILD DEVELOPMENT NOTIFICATION New Delhi, the 9th December, 2013 G.S.R.

769(E).—In exercise of the powers conferred by section 29 of the Sexual Harassment of Wome at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (14 of 2013), the Central Government hereby makes the following rules, namely: 2, 1.
Workplace (Prevention, Prohibition and Redressal) Rules, 2013.

Act, 2013 (14 of 2013); title and commencement, ~ (1) These rules may be called the Sexual Harassment of Women at Short (2) They shall come into force on the date of their publication in the Official Gazette.

Definitions.
— In these rules, unless the context otherwise requires, (a) “Act means the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) (b) “complaint” means the complaint made under section 9; (©) “Complaints Committee” means the Internal Committee or the Local Committee, as the ease may be; (@) “incident” means an incident (@) “section” means a section of the Act; (8) “special educator” means a person trained in communication with people with special needs in a way that addresses their individual (g) words and expressions used herein and not defined but defined in the Act shall have the meanings respectively assigned to them in the Act.
of sexual harassment as defined in clause (n) of section 2; differences and needs; Fees or allowances for Member of Internal Committee.- (1) ‘The Member appointed from amongst non- 3.
‘government organisations shall be entitled to an allowance of two hundred rupees per day for holding the proceedings travel cost incurred in travelling by train in three tier @ Of the Internal Committee and also the reimbursement of condition of air conditioned bus and auto rickshaw or taxi or the actual amount spent by him on travel, whichever less (a) ‘The employer shall be responsible for the payment of allowances referred to in sub-rule (1).
Person familiar with the issues relating to Person familiar with issues relating to sexual harassment.- 4. sexual harassment for the purpose of clause (c) of sub-seetion (1) of section 7 shall be a person who has expertise on issues relating to sexual harassment and may include any of the followit a social worker with at least five years" experience in the field of social work which leads to creation ‘of societal conditions favourable towards empowerment of women and in particular in addressing workplace sexual harassment; a person who is familiar with (b) Fees or allowances for Chairperson and Members of Local Committee.- (1) The Chairperson of the 1. be entitled to an allowance of two hundred and fifty rupees per day for holding the Local Committee shall proceedings ofthe said Committee.
‘The Members of the Local Commitee other than the Members nominated under elauses (b) and (8) Of sub-section (1) of section 7 shall be enttted to an allowance of two hundred rupees per day for holding the proceedings of the said Committee and also the reimbursement of travel cost incurred in travelling by train in three tier air condition or air conditioned bus and auto rickshaw of taxi, or the actual amount spent by him on travel, whichever is less.
labour, service, ci or criminal law, 2) il ‘The District Officer shall be responsible for the payment of allowances referred to in sub-rules (1) and (2) 6 ‘Complaint of sexual harassment.
— For the purpose of sub-section (2) of Section 9, (i) where the aggrieved woman is unable to make a complaint on aceount of her physical incapacity, a complaint may be fited by — Lor iis 304) | ae AT TAA: STOTT (a) her relative or friends or (b) her co-worker; or {¢) an oficer ofthe National Commission for Women or State Wonten's Commission oF incident, with the written consent of the aggrieved womans {G) any person who has knowledge of the where the aggyieved woman is unable to make-a complaint on account of her mental incapacity, @ complaint may be filed by- her relative of friend; oF (a) a special educator; o¢ (b) a qualified psychiatrist or psychologist; or (6) the guardian or authority under whose care seis receiving treatment of cares oF {@) a special incident jointly any person who has knowledge of the {©) ary cnr or quatified psychiatrist or psychologist, or guardian or authority under whose care shes receiving treatment or care; complaint sy be where the agerieved woman for anyother reason is unable to make a complaint Tiled by any person who has knowledge of the incident, with her written consents relative of fiend or with her (i) (ii) (iv) where the aggrieved woman is dead, ‘neident, with the written consent complaint may be filed by any person who hes knowledge of the of her legal hefr the provisions of sestion (1) Subject to the Complaints Committe, six copies of the ‘complaint - 11. atthe (ie of filing the along with (3) (4) (2) (8) 10 hye 0 natural justice.
Manner of inguiry into complaint.
4, emplaint, the complainant shall submit to Supporting documents and the names and addresses of the witnesses, On receipt of the complaint, the Complaints Committee shall send one of the copies received from the agerieved woman under sub-rule I) tothe respondent within of documents, an renee and file his reply to the complaint along with his fist addressee of winessee within a period not exceeding ten working days from the date of reesipt of the dosumen's specified under sub-rule (1).
the principles of period of seven working days The respondent shall The Complaints Committee shall make inquiry into the complaint in accordance The Complaints Commitee shall have the righ o terminate the inquiry proceedings or stage of the proceedings before the Complaints Committee Presiding Officer or the Chairperson, as the case may be, shall be present & request of the aggrieved woman may recommend to the employer (o> porte decison on the comptint if part vos three consecutve hearings convened by the Chalnperson or Presiding Officer, as the case may be ‘writing, fifteen days in advance, to the party concerned.
he complainant or fespondent fails, without suicien!
eats 0 STE herself oF Provided that such termination or ex-parte order may not be passed without giving a notice in The parties shall not be allowed to bringin any legal practioner to represent then in their case at any _Anconductng the inquiry, a minimum of three Members of the Complaints Commitee including the (2) Other velit to complainant during pendency of inquiry.-The Complaints Committee at the writen restrain the respondent from reporting on the work performance ofthe aggrieved woman of syriting her {@) ‘confidential report, and assign the same to another officer; restrain the respondent in ease of an educational institution from supervising any academic activity of (b) the aggrieved woman.
Except in cases where service les ‘exist, where the Gomplaints Cammitte arives atthe conclusion thatthe allegation agains the respond hhas been proved, it shall 9, tothe employer or the Distriet Officer asthe case may be, to take any ation including vwritten apology’ veeoning reprimand or censure, withholding of promotion, withholding of pay rise of (nerements terminating the eo weapon from service or undergoing a counseling sesion or carrying out community service GSS ALIA2D Manner of taking action for sexual harassment (6) Sec.
[PART false evidence.- Except Action for fase or maticious complalnt oF THE GAZETTE OF INDIA : EXTRAORDINARY 6 3(i)] 10, in cases where service rules exist, where the Complaints Committee arrives at the conclusion that the allegation against the respondent is malicious or the aggrieved woman or any other person making the complaint has made the complaint knowing it to be false or the aggrieved woman or any other person making the complaint has produced any forged or misleading document, it may recommend to the employer or District Officer, as the case may be, o take action in accordance with the provisions of rite 9, 11.
Appeal Subject to the provisions of section 18, any person aggrieved from the recommendations made under sub-section (2) of section 13 or under clauses (i) or clause (ii) of sub-section (3) of section 13 or sub-section (1) ‘or sub-section (2) of section 14 or section 17 or non-implementation of such recommendations may prefer an appeal to the appellate authority notified under clause (a) of section 2 of the Industrial Employment (Standing Orders) Act, 1946 (20 of 1946).
12, Penalty for contravention of provisions of section 16.- Subject to the provisions of section 17, if any person contravenes the provisions of section 16, the employer shall recover a sum of five thousand rupees as penalty from such person, 13, Manner to organise workshops, ete.~ Subject to the provisions of section 19, every employer shall- (@) formulate and widely disseminate an internal policy or charter or resolution or declaration for prohibition, prevention and redressal of sexual harassment at the workplace intended.to promote gender sensitive safe spaces and remove underlying factors that contribute towards a hostile work environment against women; carry out orientation programmes and seminars for the Members of the Internal Committee ; (b) dialogues which may involve (©) carry out employees awareness programmes and create forum for Panchayati Raj Institutions, Gram Sabha, women’s groups, mothers’ commitice, adolescent groups, "urban focal bodies and any other body as may be considered necessary; (@) conduct capacity buitding and skill building programmes for the Members of the Internal Committee; (©) declare the names and contact details of all the Members ofthe Internal Committee; (1) the State Governments to conduct workshops and awareness programmes use modules developed by.
for sensitising the employees with the provisions of the Act..

The annual report which the Complaints Committee shall prepare under 14.
Section Preparation of annual report.- 21, shall have the following details: of sexual harassment received in the year; (a) number of complaints (b) number of complaints disposed off during the year; (c) number &f eases pending for more than ninety day's; (d) number of workshops or awareness programme against sexual harassment carried out; (e) nature of action taken by the employer or District Officer.

{F.No.19-52013-WW] Dr. SHREERANIAN, 3 Sey. "


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