The call of the machinery to ensure safety and security of women at workplace seems to have fallen on deaf ears in Jharkhnad. Few of the private and Government organisations in the State have ensured the formation of anti-women harassment cells according to the Vishaka Guidelines in the past 10 months.
As per the information revealed by Jharkhand State Commission for Women (JSCW), around 10 Government organisations have confirmed the functioning of such cells till date. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013 under Vishaka Guidelines mentions an employer to set up an Internal Complaints Committee (ICC) at each office or branch with more than 10 employees of any gender.
Inability to form such a cell can charge a sum of Rs 50,000 from the employer. About 10 months back, JSCW had written a letter to then chief secretary RS Sharma for prompt formation and functioning of such cells in all private as well as government departments for the sake of women employees. Involvement of an NGO member and a woman employee is mandatory in the cell also referred as ICC. “Some of the para-military forces were unable to find an NGO member. Our compliance report on details of member formation in the concerned departments is yet to be done,” said an official of the commission.
Educational institutions under Ranchi University are also reported facing hassles in maintaining the committee. “Two or three months back, a lecturer of a B.ed College of Chatra accused her colleague for harassing her. The principal was immediately removed. The incident probably took place because of poor functioning of the harassment cell,” sources said.
Meanwhile, top officials at the state police department felt keeping a watch on such cell formation is not exactly their responsibility. “Each government and private department is supposed to take care of a women harassment cell. We are no one to interfere unless a case is reported,” said a police officer.
As per the statute of Anti-Sexual Harassment Act, presence or occurrence of circumstances of implied or explicit promise of preferential treatment in employment, threat of unfavorable treatment in employment, threat about present or future employment, interference with work or creating an hostile work environment, or humiliating treatment likely to affect the lady employee’s health or safety may amount to sexual harassment.