SUPREME COURT OF INDIA
S. Ravindra Bhat, Dipankar Datta, JJ.
Initiatives for Inclusion Foundation & Anr. – Appellants
Versus
Union Of India & Ors. - Respondents
Writ Petition (Civil) No. 1224 of 2017
Decided On : 19-10-2023
Fact of the Case:
The writ-petitioner organization sought orders directing the Union government and State/UT governments to implement the provisions of the Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013.Finding of the Court:
The court found that there were gaps and lack of uniformity in the implementation of the Act. Many states had not appointed District Officers or constituted Local Committees. The court also noted the lack of clarity regarding the role of District Officers in collecting annual compliance reports and the enforcement of penalties for non-compliance.Ratio Decidendi:
The court emphasized the pivotal role of the District Officer in the implementation of the Act and the need for coordination between the Union Government and State/UT Governments. The court issued directions for the appointment of district officers, the amendment of rules, training and capacity building, awareness programs, and the collection and publication of annual compliance reports. Final Decision: The court issued directions to ensure the effective implementation of the Act and set a date for further compliance.JUDGMENT :
S. RAVINDRA BHAT, J.
1. The writ-petitioner organisation, approaches this court under Article 32 of the Constitution, seeking issuance of appropriate orders directing the respondents [Union government, and each State/UT government – collectively referred to as ‘respondent-state’] to take steps for implementing the provisions of the Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 read with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013 [hereafter “Act/POSH Act” or “Act” and “Rules/POSH Rules” respectively]. The detailed claims1[The following abbreviations have been used in the writ petition, as well as in this judgment hereafter: “LCC” or “LC” mean ‘Local Committee’ (as per Act 23/2016 which amended ‘local complaints committee’ to ‘local committee’); and “ICC” or “IC” to mean ‘Internal Complaints Committee’] are extracted verbatim:
“1. To issue a writ in the nature of mandamus or an appropriate writ, order or direction as may be necessary:-
a. Directing all the Respondents, i.e. Union of India, States and UTs to implement the provisions of the Sexual Harassment of Women at Workplace (Prevention, Prohibition, Redressal) Act, 2013 and the Sexual Harassment of Women at Workplace (Prevention, Prohibition, Redressal) Rules, 2013 without any further delay;
b. Directing all the States/UTs to notify and appoint the District Officers as per Section 5 of the Act;
c. Directing all the States/UTs to constitute LCCs in all the districts as per Section 6 & 7 of the Act;
d. Directing all the States/UTs to appoint Nodal Officers as per Section 6 of the Act;
e. Directing all the States/UTs to constitute ICCs as per Section 4 of the Act in all the workplaces defined in Section 2(o) of the Act;
f. Directing all the States/UTs to ensure reporting and collection of Annual Compliance Reports from all workplaces by all the District Officers of respective States as per Section 21 and 22 of the Act;
g. Directing all the States/UTs to ensure that the Annual Compliance Reports collected by District Office[r]s, containing information on the number of cases filed and their disposal, are consolidated and the reports are published and put in public domain;
h. Directing all the States/UTs to give due publicity to the Acts and Rules in all the Districts – block, talukas, tehsil in rural or tribal area and ward or municipality in the urban area and that awareness activities will be organized to advance the understanding of the provisions of this Act;
i. Directing all the States/UTs that the gist of important provisions will be displayed at all working places in all the States/UTs.
j. Directing Respondent No.1 to frame rules and/or directions as provided in Section 29 of the Act, to clarify role of Districts in collecting annual compliance reports from ICCs and LCCs, role of District Officers in collecting fines for non-compliance of the Act and appropriate authority for collection of fines;
2. Issue any other writ/order/direction as this Hon’ble Court may deem fit and proper in the circumstances of the case.”
2. Over the course of many hearings, this court, with the able assistance and cooperation of learned counsels involved in the matter – on both sides – undertook an exercise to delineate lacunae in the implementation of the Act, on ground. Further, in compliance with orders of this court, numerous states2[Including Nagaland, Madhya Pradesh, Meghalaya, Goa, Puducherry, Dadra & Nagar Haveli, Karnataka, Manipur, Haryana, Telangana, Gujarat, Assam, Rajasthan, Himachal Pradesh, Chandigarh UT, Andaman and Nicobar, Uttarakhand, Uttar Pradesh, Sikkim, Punjab, Odisha, Maharashtra, Jharkhand, NCT Delhi, Bihar, Tamil Nadu, Kerala, and Tripura.] filed affidavits highlighting steps taken by their respective governments in furtherance of implementing the Act and Rules in letter and spiri
The PoSH Act mandates the establishment of Internal Committees for addressing sexual harassment complaints, and deficiencies in their formation and function undermine the Act's objectives, requiring ....
The jurisdiction of the Internal Complaints Committee under the POSH Act extends beyond the respondent's workplace, allowing for inquiries at the aggrieved woman's workplace, thus upholding the Act's....
(1) Denial of principles of natural justice to a public servant can invalidate a decision taken on the ground that it is hit by vice of arbitrariness and would result in depriving a public servant of....
Proper implementation of Vishaka guidelines and the appointment of State-level officers and Labour Commissioners to ensure compliance.
The status of an institutional head as an employer versus an employee under workplace harassment legislation depends on the governance structure; where management oversight rests with an executive bo....
Director of an organisation is an employee if control, administration and management of affairs remain with General Body and Executive Committee and not with the Director.
The main legal point established in the judgment is the obligation of organizations related to the film industry and political parties to maintain a workplace free from sexual harassment as per the S....
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