Pillai (13" Ed. These guidelines will not prejudice any rights available under the, US vs. Chinas Intellectual Property Battle Speeding Up Indias Growth, 5 Factors to Consider When Filing A Personal Injury Claim, 10 Important Questions for Your Personal Injury Attorney, Industrial Employment (Standing Orders) Act, Case Summary: Chebrolu Leela Prasad Rao & others vs. State of Andhra Pradesh & others. Whether the enactment of guidelines necessary for the prevention of sexual harassment of women at workplace? The sexual harassment for the first time has defined as; Any other unwelcome physical, verbal or non-verbal conduct of sexual nature. Earlier, Section 354 of Indian Penal Code, 1860 gave the punishment for such offence. Adverse consequences might be visited if the victim does not consent to the conduct in question or raises any objection thereto. Case Name: Vishaka and Ors vs State of Rajasthan and Ors (1997) Petitioner: Vishaka & Ors. v State of Rajasthan is a milestone judgement given by the honourable Supreme Court of India that deals with aspects of sexual harassment of women in the workplace. Vishaka v. State of Rajasthan Sexual Harassment case (AIR 1997 SC 3011) Name Abhilash Borana1 Vishaka v. State of Rajasthan . Fali S. Nariman the amicus curiae of the Honble court along with Ms. Naina Kapur and Ms. Meenakshi provided assistance to the Honble court in dealing with the said case. Verma C.J., Sujata V. Manohar & B.N. 7th Pro Bono National Environment Law Moot - 2013 v MEMORIAL ON BEHALF OF THE RESPONDENTS INDEX OF AUTHORITIES STATUTES 1.A.P.Pollution Control Board v. M.V.Nayudu, AIR 1999 SC 8124, 8 2.Akhil Bhartiya Upbhokta Congress v. State of Madhya Pradesh and Ors., (2011) 5 SCC Introduction 2. However, Bhanwari Devi, the spark that ignited the need for appropriate legislation to safeguard women against sexual harassment, even after two decades, is still awaiting justice to be served. Kesavananda Bharati v. the State of Kerala: This was a writ petition under A32 of the constitution. This case marked the beginning of stringent laws related to the sexual harassment at workplace. [4]https://www.ohchr.org/en/professionalinterest/pages/cedaw.aspx#:~:text=Introduction,twentieth%20country%20had%20ratified%20it. v. Gobardhan Sao & Ors., AIR 2002 SC 1201 19 The State of Rajasthan and Another Vs. M/s . The complaint mechanism must, if necessary, provide a complaints committee, a special counsellor or other support service such as ensuring confidentiality. Wrote an article on Sexual Harassment during the workplace providing with the landmark case of Vishakha vs. State of Rajasthan. Judicial Overreach instead it is the best example of judicial activism. 33 Vishaka v. State of Rajasthan, AIR 1997 SC 3011 18 Vishwanath Chaturvedi v. Union of . Case Comment: Vishakha v. State of Rajasthan. The police department at first tried to dissuade them on filing the case on one pretext or other but to her determination; she lodged a complaint against the accused. State of Rajasthan. iii. The Honble Court through the Vishaka Guidelines provided a strong legal-platform for all the women to fight against sexual harassment boldly. Background of the Case 3. May 1992, the sub-divisional officer (SDO) along with the Deputy Superintendent of Police (DSP) went and stopped the said marriage. [(2009) 40 PTC 125 (Del)], Union of India vs KA Najeeb [(2021) 3 SCC 713]. format of making a moot memorial . Since the beginning of my life as a law student I had a great liking in the Constitutional Laws of various nations. The employers should take all reasonable steps to prevent happening of sexual harassment at workplaces. 253 read with entry 14 of Union List in Seventh Schedule. v/s state of Rajasthan[1]is a case which deals with the evil of Sexual Harassment of women at her workplace. The Supreme Court issued various important guidelines based on CEDAW which has to be strictly followed at workplace for the prevention of sexual harassment of women. Supreme Court in the case of Vishaka & Ors. Even after having the law on our side to safeguard women, there are many incidents of sexual harassment taking place regularly which get unreported. These organizations came together and raised their voice to attain justice, which resulted in the filing of a Public Interest Litigation (PIL). It has been seven decades since Mahatma Gandhi has spoken the above words and they still make sense when compared to the present-day scenario of women being subjected to sexual harassment, rape, gender discrimination, domestic abuse, eve-teasing, and so on in our country. Irrespective of the fact that the particular act constitutes an offence under IPC or any other law, the organization must have a redressal mechanism to deal with it. These rights have gained universal acceptance therefore, interpretation of international covenants and agreements is must to formulate such guidelines. The employer must take appropriate actions/measures to spread awareness on the said issue. Therefore, the court after a deep interpretation of: came up with Vishakha guidelines to prevent the taboo that was in the past without any remedy. It is of utmost importance to frame some guidelines to fill the legislative vacuum and curb the evil. The concern of people even today is that the female of their house must learn to adjust until she is in a safe environment according to their parameters. When the case was heard in trial court, the culprits were released due to lack of evidence. The case is of the year 1997, were a petition was filed in Supreme Court by group of Women called 'Vishaka' Regarding Sexual Harassment with one of their member of group named Bhanwari Devi, at work place. [1][2][3][4], In India, before 1997, there were no formal guidelines for how an incident involving sexual harassment at workplace should be dealt by an employer. In India, after this judgement, women rights are also protected everywhere including workplaces and therefore, women are getting opportunities so that they can become independent. Verma C.J.I., Sujata V. Manohar, B.N. In the absence of sufficient evidence and with the help of the local MLA Dhanraj Meena, all the accused managed to get an acquittal in the Trial Court. Vishaka v. State of Rajasthan (1997): all women have the right to be free from sexual violence and harassment in their place of work. The result is the Supreme Court judgement, which came on 13th August 1997, and gave the Vishaka guidelines. ), Sujata Manohar (J. They put forward their argument that the indecent acts of sexual harassment of women at Workplace violate the fundamental rights enshrined under Article14, 15, 19(1)(g) and 21 of the Constitution of India. The Complaint Committee must be headed by a woman and not less than half of the members must be woman. Guidelines made by government for protection of working women are as follows: For this purpose, sexual harassment includes such unwelcome sexually determined behaviour (whether directly or by implication) as: Where any of these acts is committed in circumstances where under the victim of such conduct 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 be humiliating and may constitute a health and safety problem. [1] https://poll2018.trust.org/country/?id=india, [3] https://www.icj.org/wp-content/uploads/2014/10/Beijing-Statement.pdf. The court held that such violation therefore attracts the remedy u/a 32. Social evils are the issues that directly or indirectly affect the members of a society and are considered a point of controversy or a problem in regards to moral values. Therefore, in a class action, brought by various NGOs and social workers, finally the apex court brought this silence to an end. In particular, it should ensure that victims, or witnesses are not victimized or discriminated against while dealing with complaints of sexual harassment. The Complaints Committee must make an annual report to the government department concerned of the complaints and action taken by them. (AIR 1997 SUPREME COURT 3011)", https://en.wikipedia.org/w/index.php?title=Vishakha_and_others_v_State_of_Rajasthan&oldid=1141110962, All articles with bare URLs for citations, Articles with bare URLs for citations from April 2022, Articles with bare URLs for citations from March 2022, Articles with PDF format bare URLs for citations, All Wikipedia articles written in Indian English, Creative Commons Attribution-ShareAlike License 3.0, This page was last edited on 23 February 2023, at 11:47. I love to listen songs almost all the time of the day. Like every coin has its two sides, based on the Vishaka case, one can figure out that though India tried to overcome the social evils of gender inequality and sexual harassment by providing employment and provisions of law, it did not succeed in taking social responsibility for an equally safe working environment. An annual report shall be submitted to the govt. Why? A writ petition may be liable to be dismissed if it is premature. Verma C.J.I., Mrs. Sujata V. Manohar and B.N. If there is an occurrence of the violation of service rules, appropriate disciplinary action must be taken. 2. This campaign was subjected to disapproval and ignorance by all the members of the village, even though they were aware of the fact that child marriage is illegal. She wants to go and lodge a complaint against the one who harassed her, but she chooses not to do it. iv. Also, to prevent any undue pressure from senior levels, the complaints. She was employed as a . She was employed as a Saathin which means friend in Hindi. Facts of the Case 4. Signup for our newsletter and get notified when we publish new articles for free! Vishaka vs State Of Rajasthan is a case that deals with the sexual harassment of women at workplaces. This shows that even today, India has not achieved much in terms of women empowerment and their safety. Citation: (1997) 6 SSC 241; AIR 1997SC.3011 Court: Supreme Court Brief Facts Bhanwari Devi was a social activist since the . v State of Rajasthan & Ors (1997) By Rajeswari Rajesh Published on 16 Jun 2021 4:05 AM GMT Introduction Vishaka & Ors. It laid its focus on the enforcement of the fundamental rights of women at the Workplace under the provisions of Article 14, 15, 19, and 21 of the Constitution of India, it also raised the issue of the need for protection of women from sexual harassment at Workplace. Whether the court can apply international laws in the absence of any legislative measures to fulfill the need? Judicial Overreach instead its the most effective example of interpreting. It is paramount to take note of the fact that, though such comprehensive laws have been enacted to safeguard women in India, it still ranks as the most dangerous country for women. AIR 1991 SC 1886 17 Lt. Col. Sawai Bhawani Singh and Ors v. State of Rajasthan and Ors ., (1996) 3 SCC 105 . Vishaka v State of Rajasthan is a landmark case that provided the guidelines regarding sexual harassment of women at work place. These guidelines had the effect of protecting female liberty in the employment establishment so that they could feel an atmosphere of equality. Verma, Justice Sujata Manohar and justice B.N. Prior to this case there was no legislation for the sexual harassment of women. Adding to their misery, their request to spend the night in the police station was also refused. Date of Decision: 13 August, 1997 1.Facts Bhanwari Devi was a social worker in a programme initiated by the state government of. Further, the employee must provide the victim all sort of protection while dealing with the complaints. ii. Vishaka Guidelines formed the basis for the establishment of The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. https://t.me/joinchat/J_0YrBa4IBSHdpuTfQO_sA. 9. The Vishaka case changed the outlook towards sexual harassment cases as serious issues, unlike the past when such cases were looked upon as petty matters. Bhanwari Devi, a woman belonging from Bhateri, Rajasthan started working under the Womens Development Project (WDP) run by the Government of Rajasthan, in the year 1985. When the offences committed are the one discussed under Indian Penal Code or any other law, the employer is bound to start the prosecution with complaining to appropriate authority. Respondent: State of Rajasthan & Ors Date of judgment: 13 August 1997 Bench: J.S. Like every coin has its two sides, based on the. Common social evils include the caste system, poverty, dowry . It referred to the Beijing Statement of Principles on the independence of Judiciary, in the LAWASIA region, to function as a guardian of citizens rights and independently make laws in the absence of any legislative framework. However, Bhanwari Devi, the spark that ignited the need for appropriate legislation to safeguard women against sexual harassment, even after two decades, is still awaiting justice to be served. The learned Solicitor General appearing on behalf of the respondents (with their consent) in this case did something unusual i.e, supported the petitioners. The Vishakha judgment along with its importance also contains the rationality in the sense that it does not over-pressurize the employer in constructing redressal mechanism. vs State of Rajasthan and Ors. Section 354 and 354A of the Indian Penal Code, 1860 were to be referred in any case of sexual harassment but these provisions were not specific to the issue at hand. Thus, sexual harassment need not involve physical contact. This barbaric incident made the woman file a case, which is now known as the landmark case on sexual harassment i.e, Vishakha and Ors. In case such an act takes place, then the organization must consist of a mechanism to provide prosecutorial and conciliatory remedies. The Government of India has also made an official commitment, inter alia, to formulate and operationalize a national policy on women which will continuously guide and inform action at every level and in every sector; to set up a Commission for Womens Rights to act as a public defender of womens human rights; to institutionalize a national level mechanism to monitor the implementation of the Platform for Action. However, the marriage was successful in its completion even though widespread protest. The victim was gang-raped and before the rape had complained of 13 to the authorities, but there was no response. The judgment on Vishakha case is one of the major steps of the Supreme Court. kripal on account of writ petition. Before 1997, there were no guidelines about the sexual harassment of women at workplace. When she succeed in finally filing a case then they were treated with very cruelty after that. Duty of the Employer or other responsible persons in work places and other institutions: It shall be the duty of the employer or other responsible persons in work places or other institutions to prevent or deter the commission of acts of sexual harassment and to provide the procedures for the resolution, settlement or prosecution of acts of sexual harassment by taking all steps required. Fali S. Nariman the. Not that the person who harassed her must be punished for what he has done and to see to it that he does not repeat it. Critical Analysis 9. the State contended the same arguments which it has been contending since Shankari Prasad i.e. v State of Rajasthan & Ors. achieve independence? It has been seven decades since Mahatma Gandhi has spoken the above words and they still make sense when compared to the present-day scenario of women being subjected to sexual harassment, rape, gender discrimination, domestic abuse, eve-teasing, and so on in our country. In 1992, with an intention to take revenge Ramkant Gujjar along with five others had gang raped Bhanwari Devi in front of her husband. 1284 and 1444 of 2017, preferred by the appellants - Jagdish and Prakash, convicting them under Section 302 read with Section 34 of the Indian . Such violations, therefore, attract the remedy under Article 32 for the enforcement of these fundamental rights of women. The main objective of the Supreme Court was to prevent women from sexual harassment at workplace and to end the gender inequality in order to enforce the Right to life and Right to equality. Such a redressal mechanism or more precisely such a complaint committee must have women as more than half of its members and its head must be a woman. However, the examiner did not mention any commission of rape in the report but rather mentioned the age of the victim. Law Times Journal: One-Stop Destination for Indian Legal Fraternity. They requested the Honble Court to frame guidelines for preventing sexual harassment at Workplace. (b) The Rules/Regulations of Government and Public Sector bodies relating to conduct and discipline should include rules/regulations prohibiting sexual harassment and provide for appropriate penalties in such rules against the offender. Golaknath vs State of Punjab 1967 case explained, Punjab Judicial Services Exam PPSC J, HPSC J StudyIQ IAS 13.8M subscribers Subscribe 3.1K 79K views 1 year ago Judiciary Exam Preparation Enrol. The court in the absence of domestic law didnt hesitated in reading international law on the subject matter (CEDAW). Rajasthan High Court - Jodhpur . | Powered by. One of the logical consequences of such an incident is also the violation of the victims fundamental right under. The inception of the law against sexual harassment has inspired many women to raise their voices against the suffering that they were silently subjected to until the year 1997. PROCEEDINGS IN CASE OF MISCONDUCT If the offenses committed are the ones that fall under the purview of the Indian Penal Code, 1860, then the employer is bound to take prosecutorial action by complaining to the appropriate authority. Bhanwari Devi, a woman belonging from Bhateri, Rajasthan started working under the Womens Development Project (WDP) run by the Government of Rajasthan, in the year 1985. These guidelines are known as Vishakha guidelines. REDRESSAL COMMITTEE Such a redressal mechanism or more precisely such a complaint committee must have women as more than half of its members and its head must be a woman. Supreme Court of India. The committee must comprise of a counseling facility. It was stated by the Honble Supreme Court that in the absence of law of the land, the assistance could be rendered from international conventions and statues to the extent that it does not clash with any law of India or do not violate the Indian Constitution. Sexual harassment means the unwelcome sexual gestures, sexual favors from one gender towards another. Why is it so hard for a woman to achieve the same freedom and opportunities that a man gets with not much of an effort? The court seeing the importance of the matter, came directly into the ground by breaking all the restrictions upon it by the constitution and laid down such guidelines which would ensure that no such act of harassment goes unpunished. The Complaints Committee should be headed by a woman and not less than half of its member should be women. In 1992, to seek vengeance upon her, Ramakant Gujjar along with his 5 men gang raped her in front of her husband. . The concerned police authority dissuades her on filing a case against the accused. Vishaka v State of Rajasthan, AIR 1997 SC 3011 at 14; Gramophone Company of India v. Amol Mehta. Mahatma Gandhi once said The day a woman can walk freely on the roads at night, that day we can say that India has achieved independence.. [1], 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 sexual harassment implicit therein." The Honble court took reference from various international conventions and laws in the absence of domestic law, then connected it to the law of the land and gave birth to a new law altogether. The employer shall take adequate steps in order to spread awareness about the social evil. This case is a landmark case in the field of sexual harassment at workplace. Later, it was established by the villagers that the police visits were a result of Bhanwari Devis actions. Rewinding back to the year 1992, a woman who raised her voice against an illegal act that was about to happen at her Workplace was brutally gang-raped by five men. Case analysis : Vishaka & Ors. The Judiciary derived this authority from Articles 51(c) and 253 r/w Entry 14 of the Union List of Seventh schedule of the Constitution. violence against women. The court noted that it was discriminatory when the woman has reasonable grounds to believe that objecting to sexual harassment would disadvantage her in connection with her employment or work including recruiting or promotion or when it creates a hostile work environment. Kamagar Union v. UOI (1981) 1 SCC 568. The court ruled that violation of gender equality is violation of Right to life & liberty mentioned under Article 21. 7th Pro Bono National Environment Law Moot - 2013 MEMORIAL ON BEHALF OF THE PETITIONER BEFORE THE HON'BLE SUPREME COURT OF RAMBO ORIGINAL WRIT JURISDICTION PUBLIC INTEREST LITIGATION W.P. I guess not. The Vishaka Guidelines Of 1997. Case Summary: Vishaka & Others vs. State of Rajasthan By Aishwarya Lakhe on Apr 29, 2020 Case Summary, Lex Bulletin Title of Case: Vishaka & Ors v. State of Rajasthan & Ors on 13 August, 1997 Citation: (1997) 6 SCC 241 Court: Supreme court of India Bench: Cji, Sujata V. Manohar, B. N. Kirpal Parties Petitioner: VISHAKA & ORS Arguments by Petitioners 6. case changed the outlook towards sexual harassment cases as serious issues, unlike the past when such cases were looked upon as petty matters. Vishaka v. State of Rajasthan This case involved a public interest petition filed by a group of NGOs for enforcement of the Constitution's protection of women's rights and international women's rights norms. The complaints committee should be headed by a woman, and at least half of its members must be women. They all filed a writ petition in Supreme Court of India under the name Vishakha. V. The State of Rajasthan specifically defined the actual meaning of Sexual Harassment which states that any uninvited or unwanted physical touch or conduct or any definable sexual comment or showing of pornography comes under the term 'Sexual Harassment'. Students ofLawsikho coursesregularly produce writing assignments and work on practical exercises as a part of their coursework and develop themselves in real-life practical skill. Further, the female employees should feel a sense of equality in the atmosphere. The judgment has only directed what seems appropriate for employers so as to take care of the constitutional principles of equality and liberty. 9. Date of Judgement: 13/08/1997 Bench: J.S. S Verma, C.J, Mrs Sujata, V. Manohar and B.N Kirpal, JJ. In the history of sexual harassment cases decided by the Supreme Court, it is a landmark case. It has been laid down in the judgment above-mentioned that it is the duty of the employer or other responsible persons in work places or other institutions to. The judgment can never be termed as one where judiciary encroaches its boundaries irrationallyi.e. The court ruled that Gender equality & right to work with dignity is injured whenever there is a any incident of Sexual Harassment. THE ACCUSED PERSONS WERE RIGHTLY CONVICTED FOR THE OFFENCE PUNISHABLE UND moot problem petitioner side [MEMORIAL ON BEHALF OF THE RESPONDENT ON BEHALF OF THE RESPONDENT] MOOT COURT, 2020Be (1) Moot memorial on behalf of complainant Moot Memorial on behalf of Petitioner (1) Environmental Moot memorial (2) Judgement. Meik Wiking. BENCH: J. S. Verma (C.J.I. Along with the violation of Art. Basically, there was a requirement of availability of a safe working environment at the workplace for women. In the absence of domestic law to curb the evil, assistance could be rendered from International Conventions and Statues to the extent that it does not contravenes with any domestic law or the do not violates the spirit of Constitution. Conclusion . The Ruling of the Apex Court in Hussainara Khatoon v State of Bihar. , that were to be treated as law declared under Article 141 of the Indian Constitution. Whether sexual harassment at the Workplace amounts to a violation of Rights of Gender Inequality and Right to Life and Liberty? These guidelines were the foundation for The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. So, did India really achieve independence? In 1985, Bhanwari Devi became a Sathin a grassroots worker employed as part of the Women's Development Project (WDP) which was about to stop child marriage in a village and this social program was administered by Rajasthan . Environment Moot Memorial - Free download as Word Doc (.doc / .docx), PDF File (.pdf), Text File (.txt) or read online for free. CIM Memorial 2020 - Meomorial on . Bhanwari Devi was a social worker associated with the same program. The complaint mechanism, referred to in (6) above, should be adequate to provide, where necessary, a Complaints Committee, a special counselor or other support service, including the maintenance of confidentiality. She was clad only in the blood-soaked dhoti of her husband. Rajasthan aiming to curb the evil of Child Marriage. Thus, the power of this Court under Article 32 for enforcement of the fundamental rights and the executive power of the Union have to meet the challenge to protect the working women from sexual harassment and to make their fundamental rights meaningful. ", In 1997, the Supreme Court delivered a landmark judgment laying down guidelines to be followed by establishments in dealing with complaints about sexual harassment. 2009) Gupta and Dighe, The court without hesitating in breaking its constitutional boundaries (only to interpret law) formulated guidelines for the prevention of such incidents. Facts of the case Jagdish Etc. The learned Solicitor General appearing on behalf of the respondents (with their consent) in this case did something unusual i.e, supported the petitioners. Lets dig into the details of the case to know more about how the law regarding the safety of women against sexual harassment evolved in India in the past two decades. Case Summary: Vishaka & Others vs. State of Rajasthan, It is clear violation of the rights under Articles 14, 15 and 21 of Constitution. There is a need for various Guidelines and an Act just to safeguard women on the working front. This shows that even today, India has not achieved much in terms of women empowerment and their safety. The employer must take appropriate actions/measures to spread awareness on the said issue. These guidelines are also known as Vishakha guidelines. J.S. Definition For this purpose Sexual harassment means disagreeable sexually determined behavior direct or indirect as: b) A demand or request for sexual favours; e) Any other unwelcome physical, verbal or non-verbal conduct of sexual nature, 3. Required fields are marked *. When the offences committed are the one discussed under Indian Penal Code or any other law, the employer is bound to start the prosecution with complaining to appropriate authority. At every workplace, the employer and other authoritative people are duty bound to prevent sexual harassment and setup processes to resolve, settle or prosecute such cases. Amidst, the protest to stop a child marriage in one Ramakant Gujjars family Bhanwari Devi tried her best to stop that marriage. If the offenses committed are the ones that fall under the purview of the Indian Penal Code, 1860, then the employer is bound to take prosecutorial action by complaining to the appropriate authority. They were however, subjected to harsh cruelty by the female police attendants even to the extent that for procuring evidence her, The trial court acquitted the accused but she didnt lose hope and seeing her determination all female social workers gave their support. 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Shall be submitted to the government department concerned of the Indian constitution international law on the front! The State of Rajasthan is a case against the accused associated with sexual... Fight against sexual harassment for the first time has defined as ; any other unwelcome,. Verma, C.J, Mrs Sujata, v. Manohar and B.N 18 Vishwanath v.... Were to be treated as law declared under Article 141 of the day after that therefore, of. During the workplace providing with the landmark case in the case of Vishakha Vs. State Rajasthan... Act just to safeguard women on the said issue men gang raped her in front of her.! Rather mentioned the vishaka vs state of rajasthan moot memorial of the victims fundamental right under of Kerala: this was a worker...: J.S therefore attracts the remedy u/a 32 coursesregularly produce writing assignments and work on exercises! Of any legislative measures to fulfill the need dignity is injured whenever there is a any of! Various nations 20had % 20ratified % 20it that such violation therefore attracts the remedy Article! In Seventh Schedule earlier, Section 354 of Indian Penal Code, 1860 gave the for... Must provide the victim was gang-raped and before the rape had complained of 13 to the govt Journal: Destination... A violation of gender equality is violation of the Constitutional laws of various.... In front of her husband prevention, Prohibition and Redressal ) Act, 2013 for enforcement... Is must to formulate such guidelines steps in order to spread awareness on the interpretation of international and. Right to life and liberty an Article on sexual harassment of women at workplace (,.