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| Unwelcome sexually determined behavior as : |
1. |
Physical contact and advances |
2. |
A demand or request for sexual favors |
3. |
Sexually coloured remarks |
4. |
Showing pornography |
5. |
Any other unwelcome physical, verbal or non-verbal conduct of a sexual nature |
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These guidelines are legally binding and enforceable with immediate effect for all public, private and other institutions. Employers and employees both are equally responsible to stop this pervasive violation. |
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| Employees Responsibilities : |
1. |
Talk about it and hold meetings. |
2. |
Request your employer (or other institution head) to establish a complaint procedure and a Committee to deal with these complaints. |
3. |
The Committee should be headed by a woman and 50% of the members should be women. |
4. |
NGOs or other body familiar with the issue must be made party to the Committee to prevent undue pressure within the organisation. |
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| Employers Responsibilities : |
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To develop a sexual harassment policy which expressly outlaws sexual harassment and to notify, publish and circulate it visibly. |
2. |
Develop a complaint procedure which is confidential and time-bound; ensure treatment of complaints; protection of victims and witnesses; report compliance with the guidelines to the appropriate authority. |
3. |
Encourage awareness raising through trainings, seminars, posters, memos, etc. |
4. |
Treat sexual harassment as a disciplinary offence and amend service rules to incorporate this. |
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Where such behavior falls under criminal law, take all steps to assist the affected person (s) in terms of support and preventive action. |
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Whatever your position in your organisation help eliminate sexual harassment. Police has a collective responsibility to protect our Human Rights and eradicate behavior which is unacceptable and discriminatory. act Now !! |
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Citizen Charter 
