Under the Act, employers’ organisations must have mechanisms to address complaints of sexual harassment, and deal with such complaints within 90 days. Non-compliance of the law is punishable by a fine, and repeated non-compliance can lead to higher penalties and cancellation of the employer’s licence to conduct business.
The Vishakha judgment was incorporated into the Central Civil Services(Conduct) Rules, 1964 and the The Industrial Employment (Standing Orders) Rules, following the 1999 order on the Medha Kotwal case.
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