Filing a false complaint of sexual harassment may prove dearly for the employee

Filing a false complaint of sexual harassment may prove dearly for the employee

                                       Anita Suresh Vs Union of India & Ors.

                                (High Court of Delhi; Decided on 09.07.2019)

Brief Facts: The Petitioner challenged the order of the ICC (Internal Complaints Committee), which gave the benefit of doubt to the accused and recommended relocation of both the parties from their present posting.

The ICC reached this conclusion after making an inquiry over the written complaint of the Petitioner, which alleged sexual harassment by the Respondent on 7^th July 2011. The said complaint alleged that:-

(i)      "Yesterday when I was seated with my colleagues on the 1st floor of the building, Shri. Verma came and commented indicating sexual advances. I cannot for the reasons of modesty bring on papers the filthy language he uses for me."

(ii)     "Yesterday in the presence of my staff and other members he asked me to come alone to check the shortcomings of the male toilet when nobody is there and I will follow you soon."

Petitioner’s Arguments: Petitioner submitted that the findings of the Committee are erroneous and unjustified. It is proved by sufficient evidence that Respondent misbehaved and made attempts of sexual advances against the petitioner on 07th July 2011 mentioned in the written complaint on 08th July 2011. Respondent pressurized the petitioner to withdraw her complaint whereupon a warning was issued to him on 04th November 2011. The transfer of both the parties to different places was not a justified penalty to the Respondent.

Respondent’s Arguments: Submitted that allegations of sexual harassment are false. He stated that he brought the absence of soap in the male toilet to the notice of the petitioner. He further stated that his remarks were misinterpreted and taken totally out of context.

The Petitioner made a complaint against him due to grudge which was the result of certain official work disposed of by him in the petitioner’s absence.

Court’s Judgment: The Court observed that the Petitioner’s complaint contains two incidents out of which the first incident was in presence of the petitioner’s colleagues whereas the second incident was in presence of staffs and other members. During the inquiry proceedings, the petitioners could not give the names of any person present at the time of the incidents. The Petitioner was shown the record of the staff persons present on duty on the date of the incident but still, she could not recollect the names of any colleague/staff member. It is not believable that the Petitioner could not remember the names of any colleague/staff member.

The court also noted that the petitioner has not mentioned the alleged comments of the Respondent in the complaint on the ground of modesty. The petitioner did not even disclose the alleged comments before the Committee. No reason or justification has been given by the petitioner for not disclosing the same before the Committee. The entire complaint of the petitioner appears to be false and has been filed with some ulterior motive.

Further, the Court while going through the past service record of the Petitioner, noted that she had been punished for negligence in duty and as a punishment she was Censured once and another occasion, she was found to be guilty of not following the reasonable order of her superiors and exhibited a lack of devotion towards duty and as a result, she had to face the penalty of reduction of pay for the period of one year. By noting all these things, the court observed that the Petitioner did not have a clean service record.

Therefore, the court dismissed the Writ Petition with the cost of Rs.50,000/- and gave liberty to the employer to initiate appropriate action against the Petitioner for filing a false complaint against the Respondent in accordance with the law.

Analysis: The fact that the Petitioner did not mention the comments alleged to have been made by the Respondent both in the Complaint as well as before the ICC have became a crucial point in turning the table against her. The past record of the employee also played an important role in deciding the case. Here, the ICC seems to have taken a lenient view by merely transferring the Petitioner. However, the Petitioner, despite having a weak case (weak complaint) and blemish service record, went on to file a Writ Petition before High Court appealing against ICC’s order, which proved very dearly to her.

Takeaway Points for Employee & Employer

What should the Employee do in case of sexual harassment at the workplace?

●   Need to ensure that the written complaint has all the details like the name of the person(s) (including designation) who were present when the incident happened along with date and time.

● Need to ensure  that the written complaint has detail as to what the Respondent did  (If you feel it is not explainable to due to modesty issue, then you should definitely explain it before the ICC)

●  Need to know the pros and cons of filing an appeal against the order of the ICC by analyzing the order of ICC.

What should the Employer do to make the workplace free from sexual harassment?

●  Need to make sure employees including managers of the respective branch and regional managers are aware of what constitutes Sexual Harassment and what are the consequences of indulging in such an act and also what are the consequences of making sexual harassment complaints with ulterior motives. This can be done through arranging a POSH workshop periodically.

Case Details:

Case No: W.P. (C) 5114 of 2015

Citation: MANU/DE/2191/2019

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#CaseAnalysis

#POSH #Sexual harassment #workplace #Employee #Employer #ICC

கொரோனா ஊரடங்கு அரசு அலுவலர்களுக்கு அளிக்கப்பட்டிருக்கும் விடுமுறையா?

அரசு கடந்த ஒரு மாத  காலமாக  கொரோனா கொள்ளை நோய் பரவுவதை தடுக்க நாடு முழுவதும் ஊரடங்கு உத்தரவை அமல்படுத்தியுள்ளது.  அத்தியாவசிய சேவைகளை வழங்கும் நிறுவனங்கள், கடைகள் தவிற மற்ற அனைத்து அரசு மற்றும் அரசு சாரா நிறுவனங்களும், தொழிற்சாலைகளும்,  அரசு அலுவலகங்களும் மூடப்பட்டுள்ளன. அரசு அலுவகங்களில்  குறிப்பாக மருத்துவத்துறை, காவல் துறை, தூய்மை பணித்துறை, வருவாய்துறை போன்ற முக்கியாமான துறைகள் சமூக இடைவேலையைப் பிண்பற்றி தங்களது அன்றாட கடமைகளை செய்து கொண்டிருக்கின்றனர். இந்நிலையில்  இதர  துறைகளில் பணிபுரியும் அரசு அலுவலர்கள் சிலர் தங்களது அலுவலகம் மூடி கிடக்கிறது என்பதனால் தனக்கு விடுமுறையளிக்கப்பட்டுள்ளது என்ற தவறான புரிதலைக் கொண்டுள்ளனர்.

சமூக பரவலை தடுப்பதற்காகவே அலுவலகங்கள் மூடப்பட்டுள்ளன

COVID19 என்கிற கொரோனா கொள்ளை நோய் பரவுதலைத் தடுப்பதற்காக மட்டுமே அரசு மக்களின் நலன் கருதி ஊரடங்கு உத்தரவு பிரப்பித்து பெரும்பாலான அரசு அலுவலகங்களை மூடியும், சில  அலுவலகங்களில் குறைந்த ஊழியர்களைக்  கொண்டு செயல்பட்டுவருகிறது. ஆக  அரசு  அலுவலர்கள் குடும்பத்துடன் குதுகலமாக இருப்பதற்காக விடுமுறை அளிக்கவில்லை. மாறாக அலுவலகம் வருவதற்கு விளக்கு அளித்துள்ளது.,  அவர்களின் குடும்ப நபர்கள் உட்பட அனைத்து மக்களின் உயிரையும் காப்பாற்றுவதற்காக அவர்களை வீட்டிலேயே இருக்குமாறு அரசு அறிவுறித்தியுள்ளது. இதன் அர்த்தம் என்னவென்றால் அலுவலகம் செல்லாமல் வீட்டிலேயே இருக்கும் சூழ்நிலையில் உள்ள அரசு அலுவலர்கள் தங்களது வீட்டில் இருந்தபடியே செய்யக்கூடிய பணிகளை செய்வதாகும். எடுத்துக்காட்டாக, தமிழகத்தில் மாவட்ட ஆட்சியர்களால் பொதுமக்களிடம் பெறப்படும்  இணைய வழி மனுக்களை  சம்மந்தப்பட்ட துறை சார்ந்த அலுவலர்களுக்கு அனுப்பும் பணிகளையும், அம்மனுக்களில் குறைந்தபட்சம் மிகவும் முக்கியமானவற்றின் மீதாவது சம்மந்தப்பட்ட அதிகாரிகளை இணையம் மூலமாகவோ அல்லது தொலைபேசி மூலமாகவோ தொடர்புகொண்டு மனுக்களின் மீது நடவடிக்கை  எடுக்கும் பணிகளை மேற்கொள்ளலாம்.

          முடங்கியிறுக்கும் இணையவழி சேவை

கடந்த ஒரு  மாத  காலமாக இணையம் மூலம் அந்தந்த மாட்ட ஆட்சியருக்கு பொதுமக்களால் அளிக்கப்பட்டு வரும் மனுக்கள் மீது மாவட்ட  ஆட்சியரின் அலுவலகத்தால் எவ்வித நடவடிக்கையும் எடுக்கப்படவில்லை.  https://gdp.tn.gov.in/  என்ற இணையம் மூலம் பெறப்பட்ட மனுக்களை குறைந்த பட்சம் சம்மந்தப்பட்ட துறைக்கு அனுப்பவதும் கூட தடைபட்டுள்ளது. பொதுமக்கள் ஊரடங்கால் நேரடியாக மாவட்ட ஆட்சியர் அலுவலகம் சென்று தங்கள் மனுக்களை அளிக்க முடியாத சூழலில் இணையம் மூலம் மனுக்களை அளித்து வருகிறார்கள்.  ஆனால் கொரோனா ஊரடங்கு அமல்படுத்தப்பட்ட நாளிலிருந்து இதுநாள் வரை இணைய வழி  மனுக்கள் பரிசிலனை செய்யப்படவில்லை. காரணம் என்ன என்று கேட்டால் கொரோனா  ஊரடங்கால் அலுவலகம் செல்லமுடியாத சூழல் என்பார்கள். ஆனால் உண்மையில் அம்மனுக்கள் குறித்த பணிகளை  சம்மந்தப்பட்ட அலுவலர்கள் வீட்டில் இருந்தபடியே கணினி அல்லது கைபேசி மூலமாகவே செய்யலாம்.

ஒவ்வொரு  அரசு அலுவலருக்கும் அரசு முழுமையான சம்பளத்தையும் கொடுத்து அவர்களின் பாதுகாப்பையும் அவர்களின் குடுப்பத்தின் பாதுகாப்பையும் உறுதிசெய்யும்போது அரசு ஊழியர்கள் ஏன்  மக்களின் பாதுகாப்புக்காக வீட்டிலிருந்தபடியே அவர்களால் இயன்ற பணிகளை செய்யக் கூடாது என்பதை அவர்கள் சற்று சிந்தித்துப் பார்க்க வேண்டும். நாடு தற்போது கொரோன என்ற கொடிய நோயால் மிகப் பெரிய அச்சுறுத்தலை சந்தித்துக் கொண்டிருக்கிறது. இந்நிலையில் அரசு ஊழியர்களும், உயர் அதிகாரிகளும் வீட்டிலேயே இருக்கும் சூழல் நிலவினாலும், அதனை விடுமுறையாக கருதாமல் தங்கள் பணிகளை அங்கிருந்தபடியே திறம்பட செய்து மக்களுக்கு சேவையாற்ற வேண்டும்.  

Pradhan Mantri Garib Kalyan Yojana for Employers and Employees

To prevent disruption in the employment of low wage-earning employees and support establishments during the time of crisis due to COVID-19 Virus, the Central Government has come up with “Pradhan Mantri Garib Kalyan Yojana” Scheme (PMGKY), under which the Government has announced relief packages to employees and employers.

As the part of the said relief package, the Central Government will pay entire employees EPF contribution  (12% of wages)  and employer’s EPF & EPS contribution (12% wages) totaling 24% of the monthly wages into EPF accounts for the months of March 2020, April 2020 and May 2020 to those who earn monthly wage below Rs.15,000/-. The establishment which is having up to 100 employees, with 90% or more of such employees earning monthly wages less than Rs.15000/- are eligible for getting this relief.

Eligibility for availing Scheme benefits

I.                 For Establishments

• Establishment should already be covered and registered under the Employees’ Provident Fund & Misc. Provisions Act, 1952.
• Total number of employees employed in the establishment should be up to 100, with 90% or more of such employees should be drawing monthly wages less than Rs.15,000/-

II.               For Employees

• Employee should be employed in any eligible establishment earning monthly wages of less than Rs.15,000/-
• UAN of the employee should be seeded with his/her Aadhaar.
• Employee should be a member of EPF Scheme, 1952 & Employees’ Pension Scheme, 1995, whose contributions are received for any period during last six months (September 2019 to February 2020) in the ECR filed by any eligible establishment against his/her UAN.
• If the employer is already getting any benefit under any previous scheme and the employee is registered as beneficiary, then such employee is not eligible under this scheme.

What needs to be done for availing the benefits under PMGKY Scheme?

§  The employer should not make any deduction of employee’s share of EPF contributions from the monthly wages of any eligible employees for the month of March 2020, April 2020 and May 2020.

§  The employer should file only one valid Electronic Challan Cum Return (ECR) for each month (March 2020, April 2020 and May 2020 for claiming benefit.

§  The employer should file Form 5A (Ownership Return) electronically, which should contain details of all branches/departments and EPF Code numbers, if any, allotted separately to such branches/departments.

§  The employer should pay an appropriate employer-contribution  amount towards EDLI Scheme, 1976 and EPF administrative charges in respect of all employees as well as EPF & EPS contributions due in respect of ineligible employees as per the online challan, which can be seen once ECR gets uploaded.

Establishments which meets above said conditions, irrespective of whether it is a proprietorship, a partnership firm, private ltd or LLP can avail benefit from this scheme.

#PMGKY #EPF #EPS #ECR #Employees #Employer #establishment #Covid19

Please feel free to reach out at chinprabhu@gmail.com in case you require any clarifications on the above


Author: C.Prabhu, Advocate, Madras High Court

Why Micro, Small and Medium Enterprises should have Udyog Aadhar?

UDYOG AADHAAR

Both the Central and the Tamil Nadu Government are having several schemes for micro, small and medium enterprises with an objective to promote entrepreneurship. For instance, the enterprise which registers with the Ministry of Micro, Small & Medium Enterprises and gets Udyog Aadhaar Number becomes eligible for getting various schemes of both Central Government as well as schemes of the State Government.

Udyog Aadhaar is nothing but merely registering the basic details of your business at https://udyamregistration.gov.in/Government-India/Ministry-MSME-registration.htm , which will facilitate the Government in assisting you in your business by various means in a convenient way. Upon filling this form, the business enterprise or the proprietor in case of proprietorship business would be provided with Udyog Aadhar, free of cost.

What having Udyog Aadhar means for the Enterprises/Proprietors?

• It will provide an identity by giving the Unique number (Udyog Aadhar), which can be used in Invoices, Contracts, and Bills etc. of the concern.

• The business would be entitled for many schemes of the Central and State Governments like preference in government tenders, preference in trade fairs. Especially Central Government’s Credit Guarantee scheme, Skill Development Scheme, Marketing Assistance Scheme etc.

• Business dues can be recovered easily even without approaching court since you are entitled to make reference to the Micro & Small Enterprises Facilitation Council (MSEFC) under SMSE Act,2006 and makes recovery inexpensive and quick.

•   It will also makes you eligible for reduced interest rate from banks.

•  It will also makes you eligible for getting power/electricity subsidy.

Tamil Nadu’s schemes for the Micro, Small and Medium Enterprises

• The Commissionerate of Industries and Commerce, Tamil Nadu provides many incentives to the Micro, Small and Medium Enterprises, which are having Udyog Aadhar:-

• 50% rebate on the actual value of stamp duty and registration charges paid to the Registration Department.

• 50% subsidy on the cost of filing application for Patent Registration including the cost of first-time maintenance fee of the granted application, subject to a maximum of Rs.2.00 lakhs per Patent registered.

• 50% subsidy on the cost of filing application for Trade Mark Registration including the cost of first-time maintenance fee of the granted application, subject to a maximum of Rs.25, 000/- per Trade Mark registered.

•  Reservation of up to 20% of land in all State Industries Promotion Corporation of Tamil Nadu (SIPCOT) estates.

• Reservation of up to 30% of land in all State Industries Development Corporation (SIDCO) estates.

• For Micro Manufacturing Enterprises established in anywhere in the State, the Government  of Tamil Nadu provides 15% Capital Subsidy on the value of eligible Plant and Machinery, 20% low tension power tariff subsidy for 36 months, stamp duty exemption on mortgaged and pledged documents.

• 5% additional capital subsidy on the value of eligible plant and machinery enterprises set up by women, SC/ST, differently-abled and transgender entrepreneurs. 

•  The Government also provides subsidy schemes for industrially backward blocks and Agro-based Enterprise like 25% capital subsidy on the value of eligible plant and machinery, 5% addition employment incentive subsidy for providing employment to 25 workers.

Besides this, there are numerous benefits awaiting to Micro, Small and Medium Enterprises which are registered under the MSME Act, 2006, i.e., having Udyog Aadhar.

#UdyogAadhaar,#MSME, #MSEFC