Should the Dropout Age be raised? Should Students be allowed to skip Senior year of High School? How does your School deal With Students Who misbehave? Should Schools be allowed to Use corporal Punishment? How Big a problem Is Bullying or Cyberbullying in your School or Community? How Should Schools Address Bullying?
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Should Schools Offer Cash Bonuses for good Test Scores? Should we rethink how Long Students Spend in High School? Do schools Provide essay Students With Enough Opportunities to be creative? What Are residential you really learning at School? How Important Is Arts Education? Does Gym Help Students Perform Better in All Their Classes? Who Should be able to see students Records? Are Children of Illegal Immigrants Entitled to a public Education? What Is the right Amount of Group Work in School? Is your School day too short? Do you think a longer School Calendar Is a good Idea?
For more information, here are links to our spring 2014 editorial-writing contest, a list of winners from that contest and a related lesson plan on argumentative writing. Education, is Cheating Getting Worse? Should Students be able to Grade database Their teachers? Does your School Hand Out too many As? Should Middle School Students be drug Tested? Should reading and Math be taught in Gym Class too? How Seriously Should we take standardized Tests? How Well do you think Standardized Tests measure your Abilities? Do you spend too much Time Preparing for Standardized Tests?
What topics do you find yourself discussing most passionately, whether online, at the dinner table, in the classroom or with your friends? Our annual Student Editorial Contest invites you to write an evidence-based persuasive piece on an issue that matters to you. To help jump-start your brainstorming, we have gathered a list of 200 writing prompts from our daily. Student Opinion feature that invite you to take a stand. Though you wont be limited to these topics for the contest, youll see that our list touches on every aspect of modern life, from politics to sports, culture, education and technology. We hope the range inspires you, and we hope the fact that each question links to at least one related Times article gives you a starting point for finding evidence. So skim the list below to think about the topic youd most like presentation to take.
The commission also highlighted the need for orientation programs for employees to sensitize them on sexual harassment. Another recommendation was to enhance communication strategies to combat violation against women. 10 The rules for the sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 came into force on 9 December 2013. 11 see also edit External links edit references edit PhD thesis " Atrocities to women and violation of Human Rights with special references to harassment in Work Places" in 2005, by Dr Madhumita parida, senior lawyer Odisha high court, based on Visakha vrs State. It is the first PhD on work place harassment in India, before commenced the Act on Sexual Harassment in Work places. Updated, march 2, 2017 we published an updated version of this list, 401 Prompts for Argumentative writing, as well as a companion piece, 650 Prompts for Narrative and Personal Writing. We also now have a, pdf of these 200 prompts. Sign up for our free weekly newsletter and get five new Student Opinion questions delivered to you every week. What issues do you care most about?
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The employer is also required to monitor the timely listhesis submission of reports sarto by the icc. If an employer fails to constitute an Internal Complaints Committee or does not comply with any provisions contained therein, the sexual Harassment Act prescribes a monetary penalty of up to inr 50,000 (approx. A repetition of the same offence could result in the punishment being doubled and / or de-registration of the entity or revocation of any statutory business licenses. 8 Preventive steps edit sexual harassment should be affirmatively discussed at workers' meetings, employer-employee meetings, etc. Guidelines should be prominently displayed to create awareness about the rights of female employees. The employer should assist persons affected in cases of sexual harassment by outsiders.
Central and state governments must adopt measures, including legislation, to ensure that private employers also observe the guidelines. Names and contact numbers of members of the complaints committee must be prominently displayed. From guidelines to act edit The sexual Harassment at workplace bill was passed by the lok sabha on 2 September is now The sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. It defines sexual harassment as laid down by the supreme court in the vishakha and others v state of Rajasthan (1997) case. 9 Recommendations edit national Commission for Women has asked the government to ensure constitution of Internal Complaints Committee (ICC) in accordance with Supreme court guidelines in its departments, institutions and autonomous bodies to address such has also recommended conducting gender sensitisation workshops for top level. Ncw recommended publicizing committee using posters, etc. And explicitly mention the contact details of the members.
Often, the police refuse to lodge firs for sexual harassment cases, especially where the harassment occurred sometime ago. 4 Employer's obligations edit note that the vishaka guidelines are not sufficient for legal compliance for employers as the same has been replaced by a full-fledged statute of the parliament. Although the statute mostly retains the framework provided in the guidelines, there are significant differences 5 and it is the statute that the employers must follow. For instance, the definition of sexual harassment has significantly changed. 6 From this perspective, the vishaka guidelines is of only historical and academic importance now.
It will also be relevant in cases that were brought up before 2013 enactment of the law. The minister for Women's Welfare maneka gandhi stated that government will take tough steps against any organisations, including ngos that do not implement the new law. 7 It is a good idea to use a checklist to make sure that your organisation is compliant with the law. A sample checklist for sexual harassment compliance is available here. Internal Complaints Committee and Local Complaints Committee : The sexual Harassment Act requires an employer to set up an Internal Complaints Committee (ICC) at each office or branch having more than 10 employees of any gender. The government is in turn required to set up a local Complaints Committees (LCC) at the district level to investigate complaints regarding sexual harassment from establishments where the icc has not been constituted on account of the establishment having less than 10 employees. The sexual Harassment Act, 2013 also sets out the constitution of the committees, process to be followed for making a complaint and inquiring into the complaint in a time bound manner. Interim Reliefs : The sexual Harassment Act empowers the icc and the lcc to recommend to the employer, at the request of the aggrieved employee, interim measures such as (i) transfer of the aggrieved woman or the respondent to any other workplace; or (ii) granting. In addition to ensuring compliance with the other provisions stipulated, the sexual Harassment Act casts certain obligations upon the employer to, inter-alia, provide a safe working environment display conspicuously at the workplace, the penal consequences of indulging in acts that may constitute sexual harassment and.
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Adverse consequences might be visited if the victim does not consent to the conduct in question or raises any objection thereto. Thus, sexual harassment need not involve physical contact. Any act that creates a best hostile work environment - be it by virtue of cracking lewd jokes, verbal abuse, circulating lewd rumours etc. Counts as sexual harassment. 3 The creation of a hostile work environment through unwelcome physical verbal or non-verbal conduct of sexual nature may assignment consist not of a single act but of a pattern of behavior comprising many such acts. Thus, it is important that the victim report such behavior as soon as possible and not wait for it to become worse. In some cases, the psychological stigma of reporting the conduct of a co-worker might require a great deal of courage on the part of the victim and they may report such acts after a long period of time. The guidelines suggest that the complaint mechanism should ensure time bound treatment of complaints, but they do not suggest that a report can only be made within a short period of time since the incident occurred.
Rajasthan edit, in 1997, the supreme court passed a landmark judgment in the same vishaka case laying down guidelines to be followed by establishments in dealing with complaints about sexual harassment. Vishaka guidelines were stipulated by the supreme court of India,. Vishakha and others v state of Rajasthan case in 1997, regarding sexual harassment at workplace. The court stated that these guidelines were to be implemented until legislation is passed to deal with the issue. The court decided that the consideration of "International Conventions and norms are significant for the purpose of interpretation of the guarantee of gender equality, right to work with human dignity in Articles 14, 15 19(1 g) and 21 of the constitution and the safeguards against. What is sexual harassment edit, sexual harassment includes such unwelcome sexually determined behavior (whether directly or by implication) as: a) physical contact and advances; b) a demand or request for sexual favors; c) sexually colored remarks; d) showing pornography; e) any other unwelcome physical verbal. Where any of these acts is committed in circumstances where the victim has a reasonable apprehension that in relation to the victims employment or work whether she is drawing salary, or honorarium or voluntary, whether in government, public or private enterprise such conduct can. It is discriminatory for instance when the woman has reasonable grounds to believe that her objection would disadvantage her in connection with her employment or work including recruiting or promotion or when it creates a hostile work environment.
Indian Supreme court in 1997 and were superseded in 2013 by the database sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. Contents, background edit, before 1997, a person facing sexual harassment at workplace had to lodge a complaint under Section 354 of the. Indian Penal Code 1860 that deals with the 'criminal assault of women to outrage women's modesty and Section 509 that punishes an individual/individuals for using a 'word, gesture or act intended to insult the modesty of a woman. During the 1990s, rajasthan state government employee, bhanwari devi who tried to prevent child marriage as part of her duties as a worker of the women development Programme was raped by the landlords of the community. The feudal patriarchs who were enraged by her (in their words: "a lowly woman from a poor and potter community 'guts' decided to teach her a lesson and raped her repeatedly. 2, the rape survivor did not get justice from Rajasthan High court and the rapists were allowed to go free. This enraged a women's rights group called Vishaka that filed a public interest litigation in the supreme court of India.
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