A 39-year-old DLSA employee in Jagatsinghpur died by suicide after recording a video accusing senior officials of mental harassment and torture. Police have registered an unnatural death case and launched a detailed investigation following an FIR by his wife.
The Supreme Court ruled that an ICC formed at a woman’s workplace can handle POSH Act complaints even when the accused works in a different government department. The Court affirmed that ICCs can conduct factual inquiries across departmental lines.
The Supreme Court dismissed an NUJS faculty member’s sexual harassment complaint against VC Nirmal Kanti Chakrabarti on limitation grounds but ruled the allegations must remain in his professional record. Judges said, “It is advisable to forgive the wrongdoer, but not to forget the wrongdoing.”
A plea in the Supreme Court urges political parties to follow the POSH Act, ensuring protection against sexual harassment for female workers. The petition calls for internal complaints committees in line with the Vishaka guidelines.
The Bombay High Court rejected anticipatory bail for a senior KEM Hospital doctor accused of molesting six women colleagues. The court emphasized the need to consider the emotional and psychological trauma of the victims.
The Bombay High Court’s Nagpur bench ruled that an inappropriate comment made by SBI manager Satyaswarup Haridas Meshram to a female clerk did not constitute a criminal offense under Section 509 of the Indian Penal Code. The Court found no criminal intent, deeming the remark aimed at improving performance rather than insulting modesty.
NEW DELHI: Delhi High Court judge, Justice Prathiba M Singh, has stressed the need for stronger legal provisions to protect not just women but also men and other genders from sexual harassment. In an exclusive interview with media, she highlighted that the law currently only addresses the harassment of women and emphasized the importance of broadening its scope.
The Calcutta High Court addressed workplace interactions and misuse of the Prevention of Sexual Harassment of Women at Workplace Act, citing the use of terms like ‘Sweety’ and ‘Baby’. The court found that while the terms were inappropriate, their use did not constitute sexual harassment, cautioning against misuse of the Act to avoid hindering women’s employment opportunities.
