https://www.taxtmi.com/caselaws?id=309707 Workplace sexual-harassment safeguards under the Vishaka framework required substantive, not symbolic, implementation pending suitable legislation. The guidelines had been only partly incorporated into service rules, standing orders and workplace mechanisms, while complaints committees were often absent, inadequately constituted or wrongly treated as preliminary fact-finding bodies rather than inquiry authorities. Mandatory directions required amendments to civil-service conduct rules and standing orders, constitution of adequate complaints committees at multiple levels, effective workplace protections, and compliance by professional and statutory bodies. These measures strengthened enforceable institutional safeguards for women's safety and dignity at work. en-us Fri, 19 Oct 2012 00:00:00 +0530 Fri, 05 Sep 2025 14:43:00 +0530 TaxTMI RSS Generator https://www.taxtmi.com/caselaws?id=309707 Workplace sexual-harassment safeguards under the Vishaka framework required substantive, not symbolic, implementation pending suitable legislation. The guidelines had been only partly incorporated into service rules, standing orders and workplace mechanisms, while complaints committees were often absent, inadequately constituted or wrongly treated as preliminary fact-finding bodies rather than inquiry authorities. Mandatory directions required amendments to civil-service conduct rules and standing orders, constitution of adequate complaints committees at multiple levels, effective workplace protections, and compliance by professional and statutory bodies. These measures strengthened enforceable institutional safeguards for women's safety and dignity at work. Case-Laws Indian Laws Fri, 19 Oct 2012 00:00:00 +0530 https://www.taxtmi.com/caselaws?id=309707