Originally posted by: aastha1
Sexual harassment?? do u even know d meaning of sexual harassment??
and excuse me, its not just HR who is so called pushing sumedha near aneek..if u noticed so did bappi do d same!!! n EVEN ismail..!! by pulling her away n bringing her to amanat
omg..dis himesh bashing is too much ald..
im amazed hw ppl can talk abt a guy who has contributed soo much to indian music today!!
if nt for himesh, i dunno wat kind of music we wud have to hear..
gosh..sexual harassment..pls think b4 u use such harsh words!!! 😕
What Is Sexual Harassment? According to The Supreme Court definition, sexual harassment is any unwelcome sexually determined behaviour, such as:-
Physical contact A demand or request for sexual favours Sexually coloured remarks Showing po*nography - Any other physical, verbal or non-verbal conduct of a sexual nature.
Sexual Harassment takes place if a person: subjects another person to an unwelcome act of physical intimacy, like grabbing, brushing, touching, pinching etc. makes an unwelcome demand or request (whether directly or by implication) for sexual favours from another person, and further makes it a condition for employment/payment of wages/increment/promotion etc. makes an unwelcome remark with sexual connotations, like sexually explicit compliments/cracking loud jokes with sexual connotations/ making sexist remarks etc. shows a person any sexually explicit visual material, in the form of pictures/cartoons/pin-ups/calendars/screen savers on computers/any offensive written material/po*nographic e-mails, etc.
engages in any other unwelcome conduct of a sexual nature, which could be verbal, or even non-verbal, like staring to make the other person uncomfortable, making offensive gestures, kissing sounds, etc. It is sexual harassment if a supervisor requests sexual favours from a junior in return for promotion or other benefits or threatens to sack for non-cooperation. It is also sexual harassment for a boss to make intrusive inquiries into the private lives of employees, or persistently ask them out. It is sexual harassment for a group of workers to joke and snigger amongst themselves about sexual conduct in an attempt to humiliate or embarrass another person. Quid pro quo and hostile work environment are the two broad types of sexual harassment. Sexual harassment at workplace is generally classified into two distinct types. 'Quid pro quo', means seeking sexual favours or advances in exchange for work benefits and it occurs when consent to sexually explicit behaviour or speech is made a condition for employment or refusal to comply with a 'request' is met with retaliatory action such as dismissal, demotion, difficult work conditions. 'Hostile working environment' is more pervasive form of sexual harassment involving work conditions or behaviour that make the work environment 'hostile' for the woman to be in. Certain sexist remarks, display of po*nography or sexist/obscene graffiti, physical contact/brushing against female employees are some examples of hostile work environment, which are not made conditions for employment. Unwelcome: UNWELCOME is the key in defining sexual harassment. It is the impact and effect the behaviour has on the recipient that will define the behaviour as sexual harassment. What is a workplace? A workplace is any place where working relationships exist, where employer ? employee relations exist. Sexual Harassment: Prevention and Resolution Combating Attitudes Patriarchal attitudes and values are the biggest challenge in implementation of any law concerning women in our society. Combating these attitudes of men and women and the personnel involved /responsible for implementation of laws and systems is most crucial in prevention of unwanted sexual behaviour. Preventing and avoiding sexual harassment involves all levels of employees/persons in any oganisation-employees and colleagues, management and bodies like trade unions. Most importantly it requires for the employer to act before a problem occurs. Steps Employers Can Take to Prevent Sexual Harassment A policy / procedure designed to deal with complaints of sexual harassment should be regarded as only one component of a strategy to deal with the problem. The prime objective should be to change behaviour and attitudes, to seek to ensure the prevention of sexual harassment. ....n more
http://www.indiatogether.org/combatlaw/vol2/issue3/harass.ht m