Step by Step Instructions on how to comply with
Now that it is necessary for
every organization to comply with the law
against Sexual Harassment following are the
steps that need to be taken immediately. A code
of conduct has already been prepared in simple
language insuring 100% compliance to the law.
This document is far easier to understand and
follow than the text of the law itself. The
document is ready to be incorporated in your HR
policies as it is.
Download Code of Conduct from
STEP 2: In a meeting of your senior
management take a decision to officially
the code in your HR policies
STEP 3: Management will appoint a
three-member standing Inquiry Committee to
handle any complaints of sexual harassment. At
least one member should be a woman. It is good
to have a representation of CBA (if applicable)
STEP 4: Management should also identify a
competent authority in their organization if
not already identified (in most cases it is the
CEO or who ever has the hiring/ firing
STEP 5: Management will notify all
employees of incorporating of the Code of
in their HR policies, the names, contact
information of the three committee members,
instructions of approaching any of the Committee
member in case of a sexual harassment complaint.
STEP 6: Management will also post this
notification and the full text of the code on a
notice board or any common area in a language
understandable by the employees. (AASHA has
printed a set of two posters with full text of
the code in English and Urdu. You may request
them from AASHA’s office. It is quite convenient
to frame them and put them up in the office.
STEP 7: Log on to www.sexualharassmentwatch.org, login by creating your organization’s account and enter compliance information in the provided forms. Once the information is approved, it will appear on the data base in about one week.
ONCE YOU HAVE COMPLETED THESE SIX STEPS, YOU
HAVE SUCCESSFULLY ADOPTED THE CODE AS PRESCRIBED
BY THE LAW.
The objective of adopting the code is to make
the work environment more professional and
dignified, which will make the organization more
efficient and productive, therefore it is
necessary for the management to undertake steps
to institutionalize the code in letter and
possible. government employees, educational institutes, private sector organizations, non-governmental gement could violate committee reports. It was suggested that standing committees should be given authority to take legal action, and that the committee should be gender sensitized. In the same vein, it was recommended that if organizations have trade unions, the unions should also be represented on the standing committee.
The management should:
1. Educate employees regarding the issue
of sexual harassment and how to create Zero
tolerance for it.
2. Train inquiry committee members to
conduct there inquiries in a just and sensitive
3. Ensure that due process is undertaken
in a fair and just manner. It should intervene
if there is any retaliation or black mailing by
4. The management and the inquiry
committee should be proactive in taking steps to
make the work environment more professional and
free of sexual harassment. Issues of sexual
harassment are not usual in organization as
people bring them to work place as a part of
their upbringing. It is the responsibility of
management to have mechanism to handle these