The Prevention of Sexual Harassment (POSH) Act 2013 in India and the sexual harassment laws in the United Arab Emirates (UAE)

The Prevention of Sexual Harassment (POSH) Act 2013 in India and the sexual harassment laws in the United Arab Emirates (UAE) serve similar purposes in addressing and preventing sexual harassment in the workplace. However, there are notable differences in their legal frameworks and application due to the distinct cultural, legal, and regulatory contexts of the two countries. Here's a comparative overview:

Prevention of Sexual Harassment (POSH) Act 2013 (India):

1. Scope and Applicability:

• The POSH Act applies specifically to workplaces in India, including both public and private sectors, covering employees, interns, and volunteers.

• It defines sexual harassment and mandates the establishment of Internal Complaints Committees (ICCs) in organizations to address complaints.

2. Offenses and Definitions:

• The Act defines sexual harassment in a comprehensive manner, encompassing various forms of unwelcome behavior, advances, or requests of a sexual nature.

• The focus is on creating a safe and harassment-free working environment for employees.

3. Authorities and Procedures:

• The Act empowers ICCs to investigate and resolve complaints of sexual harassment within organizations. It also allows for complaints to be filed with the police in certain circumstances.

4. Penalties and Punishments:

• Penalties under the POSH Act primarily focus on organizational non-compliance and can include fines or the possibility of cancellation of licenses or registrations of organizations.

• Punishments for individuals found guilty of sexual harassment vary but may include warnings, termination, or legal action.

Sexual Harassment Laws in the UAE:

1. Scope and Applicability:

• The UAE has laws and regulations that address sexual harassment in the workplace, primarily governed by labor and employment laws.

• These laws apply to both public and private sector workplaces within the UAE.

2. Offenses and Definitions:

• The UAE labor laws typically define sexual harassment as any unwelcome behavior of a sexual nature that creates a hostile work environment.

• These laws aim to ensure that employees are protected from harassment while at work.

3. Authorities and Procedures:

• Complaints related to sexual harassment in the UAE are typically addressed through the country's labor dispute resolution mechanisms.

• Employees can report incidents to their employers, and the matter can be escalated to relevant labor authorities if necessary.

4. Penalties and Punishments:

• Penalties and punishments for sexual harassment in the UAE may include fines, warnings, termination, or legal action, depending on the severity of the offense and the provisions of the specific labor laws.

Comparative Analysis:

• Both India and the UAE have legal frameworks to address sexual harassment in the workplace.

• The POSH Act in India is a dedicated law specifically addressing sexual harassment and provides a structured process for complaints and resolutions.

• In the UAE, sexual harassment laws are often integrated into broader labor and employment laws, and the process for addressing complaints may vary between organizations.

• Penalties and punishments in both countries aim to hold both organizations and individuals accountable for sexual harassment.

It's important for employers in the UAE to familiarize themselves with the specific labor laws and regulations in their respective emirates and ensure compliance with the provisions related to sexual harassment. While there may be similarities in the goals of preventing sexual harassment, the specific legal requirements and procedures can differ between countries.

Comments

Post a Comment

Popular posts from this blog

Shaping a Safer Tomorrow: Corporate Responses and Accountability in the Face of Sexual Harassment.

Sexual harassment in the workplace is a pervasive issue that demands a comprehensive and swift response from organizations. Over the past years, companies have been compelled to reevaluate their approaches, implementing changes in policies and accountability measures to address this critical concern. This article examines how corporate responses to allegations of sexual harassment have evolved, exploring the transformative impact of policy changes, heightened accountability measures, and the role of corporate culture in fostering a safer and more inclusive environment. Policy Overhaul: A Foundation for Change One of the primary mechanisms by which companies are reshaping their response to sexual harassment is through the revision and reinforcement of workplace policies. These policies serve as a critical foundation for creating a culture of respect and accountability. Recent years have witnessed an increasing trend of companies revisiting and strengthening their anti-harassment polici...
Read more

Navigating the Intersection: Unraveling the Complex Web of Sexual Harassment in the Workplace.

Sexual harassment in the workplace is an insidious issue that affects individuals across all walks of life. However, the experiences of victims are far from uniform, with factors such as race, gender, and sexual orientation creating a complex interplay that shapes the narrative of workplace harassment. This article delves into the crucial concept of intersectionality, exploring how these intersecting identities contribute to unique challenges and experiences for individuals facing sexual harassment in professional settings. The Intersection of Race and Gender: In the realm of workplace harassment, the intersection of race and gender brings a multifaceted layer to the experiences of employees. Women of color often face a dual burden, contending not only with gender-based harassment but also racial biases. Stereotypes and prejudices can compound the challenges these individuals encounter, making it essential to understand and address the interconnected nature of discrimination. For inst...
Read more

POSH Awareness Training: The What, Why and How

Image
What is POSH Training? In 2013, Government of India enacted the  Sexual Harassment of Women at Workplace  (Prevention, Prohibition and Redressal) Act, 2013, also called as the POSH Act. The Act holds an organization and the employer responsible for taking measures to prevent incidents of sexual harassment at workplace. The Act also lays down several measures for organizations to be compliant to the Act.  One of them is spreading POSH awareness to all the employees in the organization about their roles and responsibilities through training program and similar initiatives. It is advisable to conduct such trainings at least twice in a year. Why POSH Training? Firstly, it is legally mandatory to conduct POSH training. The organization can attract heavy penalties like a fine of INR 50000 for first time offence and cancellation of business license for repeated offence if the law is not followed. In addition, just having a law does not help. Many a times, women question whether ...
Read more