ACHIEVEMENT

Jan Saarthi Foundation Society Has Provided The Safety Equipment to Red Cross Society Panipat,Also we have a commitment to provide an electrical blood donation couch so that the blood donner will be relaxed after donating the blood

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OUR WORK

SEXUAL HARASSMENT OF WOMAN

Provincial Training Sexual harassment at work is not uncommon and we come across various cases dealing with harassment in the workplace. India finally enacted its law on prevention of sexual harassment against female employees at the workplace in 2013. The statute was enacted almost 16 years after the landmark judgment of the Supreme Court of India, in the matter of Vishaka and others v. State of Rajasthan (“Vishaka Judgment”). The Vishaka Judgment laid down guidelines making it mandatory for every employer to provide a mechanism to redress grievances pertaining to sexual harassment at work and enforce the right to gender equality of working women (“Guidelines”). Till the enactment of the Sexual Harassment Act, organizations were expected to follow the Guidelines, but in most instances, they fell short. The enactment of the sexual harassment act has brought the much-needed relief to the women workforce.

The definition of sexual harassment in the Sexual Harassment Act is in line with the Supreme Court’s definition in the Vishaka Judgment and includes any unwelcome sexually determined behaviour (whether directly or by implication) such

1.Physical contact and advances,

2.demand or request for sexual favours,

3.sexually coloured remarks,

4.or any other unwelcome physical, verbal or non-verbal conduct of sexual nature.

The Factories Act

The Factories Act is a legislation to secure to the workers employed in a factory, health, safety, welfare, proper working hours, leave and other benefits. The Factories Act aims at protecting workers employed in factories from unfair exploitation by their employers. The Factories Act also has exclusive provisions for women

The Factories Act stipulates the working hours for all adult workers. It also provides for overtime pay to workers who work beyond the prescribed hours of work.

It also contains provisions pertaining to intervals or rest period during a working day, weekly off, annual leaves, etc.

Generally, in factories, it is observed that work happens on a shift basis, and there are requirements for workers to work night shifts. However, night shifts are required to be on a rotational basis. Further, shift timings and hours of work is required to be fixed beforehand by the management and displayed on the notice board of the factory.

No woman worker shall be allowed to work in a factory except between 6 a.m. and 7 p.m. The State Governments may by notification vary the limits as set out in this point, but in no circumstance will women employees be allowed to work between 10 p.m. and 5 a.m.

The shift timing of a woman worker cannot be changed except after a weekly holiday or any other holiday. Hence, women employees are entitled to get at least a 24-hour notice for their shift timing change.

There are prohibitions for women workers to work in a hazardous occupation, in pressing cotton where a cotton-opener is at work, and limits to the maximum permissible load.

The Factories Act also stipulates the employers employing 30 or more women workers to provide for cheches for children of the women workers, aged 6 years and below.

There are various other facilities which are required to be given to workers in a factory such as washing and bathing facilities for women, toilets (latrine and urinals separate for women), restrooms and canteens.

BLOOD DONATION

Each year, thousands of people rely on receiving donated blood and blood products to stay alive.

Certain injuries and illnesses can quickly cause a person's blood levels to drop. Without enough blood, they will not receive enough oxygen in their body, resulting in death.Jan Saarthi Foundation utilize donated blood to save the lives of their patients.

While donated blood is beneficial for people in need, some medical professionals maintain that donating blood also benefits the donor.

Iron is a mineral that the body needs to produce red blood cells. However, too much iron can be harmful to a person's health. It can deposit into different organs of the body, such as the liver and heart, and affect the way those organs function.

Donating blood has the power to impact up to three people who need the blood to survive.

Knowing that they have made a difference to the lives of others can relieve a person's stress and make them feel mentally well or better about themselves than they did before.

Donating blood burns up to 650 calories per donation, according to the St. Mary's Medical Center, Blue Springs, MO. While giving blood should not be an alternative to exercise, the calories burned might be seen as of occasional benefit by some.

In the right person, blood donation offers many health benefits with few risks. Blood banks usually take every precaution possible to help a blood donor give their blood safely.

Sexual Harassment at Workplace – Rules & Regulations

The #MeToo movement has gathered momentum across the world with many celebrities coming out about sexual misconduct by men in the workplace. With women constituting about half of the global population, it’s important to ensure they have safeguards for protecting their rights and status at workplaces. In this direction, the Government of India has implemented the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. In this article, we look at the rules and regulations that prevent sexual harassment at workplace in detail.

What is Sexual Harassment at Workplace?

According to the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, any of the following circumstances, if it occurs or is present in relation to or connected with any act or behaviour of sexual harassment may amount to sexual harassment:

1. Implied or explicit promise of preferential treatment in her employment.

2. Implied or explicit threat of detrimental treatment in her employment.

3. Interferes with her work or creating an intimidating or offensive or hostile work environment for her.

4. Humiliating treatment likely to affect her health or safety.


Sexual harassment includes unwelcome sexually determined behaviour such as:


1. Physical contact.

2. Demand or request for sexual favours.

3. Sexually coloured remarks.

4. Showing pornography.

5. Any other unwelcome physical, verbal or non-verbal conduct of a sexual nature.

Duties and Responsibilities of Employers

Under the Sexual Harassment of Women at Workplace Act, 2013, all employers have the following duties and responsibilities:

1. Provide a safe working environment at the workplace which shall include safety from the persons coming into contact at the workplace;

2. Display at any conspicuous place in the workplace, the penal consequences of sexual harassments; and the order constituting, the Internal Committee under sub-section (1) of section 4 of the Act providing that every employer of a workplace shall, by an order in writing, constitute a Committee to be known as the “Internal Complaints Committee”: Provided that where the offices or administrative units of the workplace are located at different places or divisional or sub-divisional level, the Internal Committee shall be constituted at all administrative units or offices;

3. Organise workshops and awareness programmes at regular intervals for sensitising the employees with the provisions of the Act and orientation programmes for the members of the Internal Committee in the manner as may be prescribed;

4. Provide necessary facilities to the Internal Committee or the Local Committee, as the case may be, for dealing with the complaint and conducting an enquiry;

5. Assist in securing the attendance of respondent and witnesses before the Internal Committee or the Local Committee, as the case may be;

6. Make available such information to the Internal Committee or the Local Committee, as the case may be, as it may require having regard to the complaint made under sub-section (1) of section 9;

7. Provide assistance to the woman if she so chooses to file a complaint in relation to the offence under the Indian Penal Code or any other law for the time being in force;

8. Cause to initiate action, under the Indian Penal Code, 1860 or any other law for the time being in force, against the perpetrator, or if the aggrieved woman so desires, where the perpetrator is not an employee, in the workplace at which the incident of sexual harassment took place;

9. Treat sexual harassment as a misconduct under the service rules and initiate action for such misconduct;

10. Monitor the timely submission of reports by the Internal Committee.