REPORT NO. 62

PARLIAMENT OF

DEPARTMENT-RELATED PARLIAMENTARY STANDING COMMITTEE ON PERSONNEL, PUBLIC GRIEVANCES, LAW AND JUSTICE

SIXTY SECOND REPORT Status of Women in Government Employment and in Public Sector Undertakings with regard to the Service Conditions, Protection against exploitation, Incentives and other related Issues

(Presented to the Rajya Sabha on 30th August, 2013) (Laid on the Table of on 30th August, 2013)

Rajya Sabha Secretariat, New August, 2013/Bhadrapada, 1935 (Saka) Website:http://rajyasabha.nic.in E-mail:[email protected] Hindi version of this publication is also available

C.S.(P&L)-123

PARLIAMENT OF INDIA RAJYA SABHA

DEPARTMENT-RELATED PARLIAMENTARY STANDING COMMITTEE ON PERSONNEL, PUBLIC GRIEVANCES, LAW AND JUSTICE

SIXTY SECOND REPORT

Status of Women in Government Employment and in Public Sector Undertakings with regard to the Service Conditions, Protection against exploitation, Incentives and other related Issues

(Presented to the Rajya Sabha on 30th August, 2013) (Laid on the Table of Lok Sabha on 30th August, 2013)

Rajya Sabha Secretariat, August, 2013/Bhadrapada, 1935 (Saka)

CONTENTS

PAGES

1. COMPOSITION OF THE COMMITTEE ...... (i)-(iv)

2. INTRODUCTION ...... (v)

3. ACRONYMS ...... (vi)

4. REPORT ...... 1—12

5. RECOMMENDATIONS/OBSERVATIONS — AT A GLANCE ...... 13—18

6. ANNEXURES ...... 19—24

7. RELEVANT MINUTES OF THE MEETINGS OF THE COMMITTEE ...... 25—29

COMPOSITION OF THE COMMITTEE (Constituted on 31st August, 2009)

1. Shrimati Jayanthi Natarajan — Chairperson

RAJYA SABHA 2. Dr. Abhishek Manu Singhvi 3. Shri Shantaram Laxman Naik 4. Shri Balavant alias Bal Apte 5. Shri Parshottam Khodabhai Rupala 6. Shri Tiruchi Siva 7. Sardar Tarlochan Singh 8. Shri Parimal Nathwani 9. Shri H.K. Dua 10. Vacant

LOK SABHA 11. Shri Bhajan Lal 12. Shri N.S.V. Chitthan 13. Shrimati Deepa Dasmunsi 14. Shrimati Jyoti Dhurve 15. Shri D.B. Chandre Gowda 16. Dr. Monazir Hassan 17. Shri Syed Shahnawaz Hussain 18. Shrimati Chandresh Kumari 19. Shri Lalu Prasad 20. Dr. Kirodi Lal Meena 21. Kumari Meenakshi Natarajan 22. Shri Devji M. Patel 23. Shri Harin Pathak 24. Shri S. Semmalai 25. Shri Shailendra Kumar 26. Shri Vijay Bahadur Singh 27. Dr. (Shrimati) Prabha Kishor Taviad 28. Shri 29. Shri R. Thamaraiselvan 30. Adv. P.T. Thomas (Idukki) 31. Vacant

(i) COMPOSITION OF THE COMMITTEE (Constituted on 31st August, 2010)

*1. Dr. Abhishek Manu Singhvi — Chairman

RAJYA SABHA 2. Shri Balavant alias Bal Apte 3. Shri Ram Jethmalani 4. Shri Parimal Nathwani 5. Shri Amar Singh 6. Shri 7. Shri O.T. Lepcha ^8. Vacant @9. Vacant &10. Vacant

LOK SABHA 11. Shri N.S.V. Chitthan 12. Shrimati Deepa Dasmunsi 13. Shrimati Jyoti Dhurve 14. Shri D.B. Chandre Gowda 15. Dr. Monazir Hassan 16. Shri Shailendra Kumar 17. Shrimati Chandresh Kumari 18. Dr. Kirodi Lal Meena 19. Ms. Meenakshi Natarajan 20. Shri Devji M. Patel 21. Shri Harin Pathak 22. Shri Lalu Prasad 23. Shri S. Semmalai 24. Shri Vijay Bahadur Singh 25. Dr. Prabha Kishor Taviad 26. Shri Manish Tewari 27. Shri R. Thamaraiselvan 28. Adv. P.T. Thomas (Idukki) #29. Vacant $30. Vacant %31. Vacant

* Nominated as Chairman of the Committee w.e.f. 26th July, 2011. ^ Vacancy caused due to passing away of Shri M. Rajasekara Murthy w.e.f. 7th December, 2010. @ Vacancy caused due to induction of Shrimati Jayanthi Natarajan in the Council of Minister w.e.f. 12th July, 2011. & Vacancy caused due to retirement of Shri Shantaram Naik w.e.f. 28th July, 2011. # Vacancy caused due to resignation of Shri from Lok Sabha w.e.f. 26th February, 2011. $ Vacancy caused due to passing away of Shri Bhajan Lal w.e.f. 3rd June, 2011. % Vacancy existing since the constitution of the Committee on 31st August, 2010.

(ii) COMPOSITION OF THE COMMITTEE (Constituted on 31st August, 2011)

*1. Shri Shantaram Naik — Chairman

RAJYA SABHA 2. Shri Amar Singh 3. Shri Parimal Nathwani 4. Dr. Bhalchandra Mungekar 5. Shri Ram Jethmalani 6. Shri Sukhendu Sekhar Roy 7. Shri Ram Vilas Paswan 8. Dr. Abhishek Manu Singhvi @9. Shri #10. Ms. Anu Aga

LOK SABHA 11. Shri Arun Yadav 12. Kumari Meenakshi Natarajan 13. Shri Shailendra Kumar 14. Shri S. Semmalai 15. Shri Anirudhan Sampath 16. Shri Lalu Prasad 17. Shri Prasanta Kumar Majumdar 18. Shri N.S.V. Chitthan 19. Shrimati Deepa Dashmunsi 20. Dr. Prabha Kishore Taviad 21. Shri P. T. Thomas (Idukki) 22. Shri Kirti Jha Azad 23. Shri D.B. Chandre Gowda 24. Shri Pinaki Misra 25. Shri Harin Pathak 26. Shri Arjun Ram Meghwal 27. Shri Madhusudan Yadav 28. Shri Vijay Bahadur Singh 29. Shrimati Chandresh Kumari 30. Vacant 31. Vacant

* Nominated to be Chairman of the Committee w.e.f. 4th May, 2012 vice resignation by Dr. Abhishek Manu Singhvi. @ Nominated to be the Member of Committee w.e.f. 4th May, 2012. # Nominated to be the Member of Committee w.e.f. 21st May, 2012.

(iii) COMPOSITION OF THE COMMITTEE (Constituted on 31st August, 2012)

1. Shri Shantaram Naik — Chairman RAJYA SABHA 2. Dr. Abhishek Manu Singhvi 3. Shri Ram Jethmalani 4. Shri Bhupender Yadav 5. Shri Ramchandra Prasad Singh 6. Shri Sukhendu Sekhar Roy 7. Shri Ram Vilas Paswan 8. Shri Sanjiv Kumar 9. Shri Parimal Nathwani @#10. Ms. Anu Aga LOK SABHA 11. Maulana Badruddin Ajmal 12. Shri P.C. Gaddigoudar 13. Shri D.B. Chandre Gowda 14. Shri Shailendra Kumar 15. Shri Jitender Singh Malik 16. Shri Arjun Ram Meghwal 17. Shri Pinaki Misra 18. Shri S. Semmalai 19. Shri S.D. “Shariq” 20. Shrimati Meena Singh 21. Shri Vijay Bahadur Singh 22. Dr. Prabha Kishore Taviad 23. Shri Suresh Kashinath Taware 24. Shri Madhusudan Yadav *25. Shri T. R. Baalu *26. Shri S. S. Ramasubbu *27. Shri N.S.V. Chitthan *28. Shri E.T. Mohammed Basheer *29. Shri 30. Vacant 31. Vacant SECRETARIAT Shri Alok Kumar Chaterjee, Joint Secretary Shri K.P. Singh, Director Shri Ashok K. Sahoo, Joint Director Shrimati Niangkhannem Guite, Assistant Director Shrimati Catherine John L., Assistant Director Shri Ranajit Chakraborty, Committee Officer

@ Vacancy caused due to induction of Shri Jesudas Seelam in the Council of Minister w.e.f. 19th June, 2013. # Nominated to be Member of the Committee w.e.f. 27th August, 2013. * Nominated to be Member of the Committee w.e.f. 1st May, 2013.

(iv) INTRODUCTION

I, the Chairperson of the Department-related Parliamentary Standing Committee on Personnel, Public Grievances, Law and Justice, having been authorised by the Committee to submit this Report on its behalf, do hereby present its Sixty-second Report on the Status of Women in Government Employment and in Public Sector Undertakings with regard to the Service Conditions, Protection against exploitation, Incentives and other related Issues. The Committee identified the subject in 2010 for examination and report. 2. The Committee, during its study visits to Mumbai, Bangaluru and ; , Shillong, Guwahati and Imphal; Goa and Kochi; and Bhubaneswar and Port Blair from 12th to 19th June, 2010; 3rd to 9th June, 2012; and 2nd to 5th January, 2013 and 15th to 19th February, 2013 respectively, held discussions with Public Sector Undertakings and Banks on the subject. The Secretary, Ministry of Personnel, Public Grievances and Pensions made a presentation on the subject before the Committee on 19th August, 2013. 3. While considering the subject, the Committee also took note of the following documents/ information which was placed before it:– (i) Background note on the subject submitted by Ministry of Personnel, Public Grievances and Pensions (Department of Personnel and Training); (ii) Presentation made by the Secretary, Ministry of Personnel, Public Grievances and Pensions on the subject before the Committee on 19th August, 2013. (iii) Written replies furnished by the PSUs and Banks to the questionnaire on the subject; and (iv) Other research material/documents related to the subject. 4. The Committee adopted the Report in its meeting held on the 29th August, 2013. 5. For the facility of reference and convenience, the observations and recommendation of the Committee have been printed in bold letters in the body of the Report.

SHANTARAM NAIK NEW DELHI; Chairman, 29th August, 2013 Department-Related Parliamentary Standing Committee Bhadrapada 5, 1935 (Saka) on Personnel, Public Grievances, Law and Justice.

(v) ACRONYMS

CCL – Child Care Leave CPC – Central Pay Commission CPGRAMS – Centralized Public Grievance Redress And Monitoring System DoPT – Department of Personnel and Training DPCs – Departmental Promotion Committees Estt. – Establishment GOI – Government of India HRA – House Rent Allowance IPA – Indian Ports Association OM – Office Memorandum RDOs – Rural Development Officers SBT – State Bank of Travancore SCs – Scheduled Castes SCI – Shipping Corporation of India SCPC – Sixth Central Pay Commission SSC – Staff Selection Commission STs – Scheduled Tribes WIPS – Women in Public Sector

(vi) 1

REPORT

With the change in the outlook of the society and the increasing importance given to education of girls and women, by the society and the Government, the presence of women in the workforce in India has considerably increased. The increasing strength of the women employees has contributed to a positive change in the work environment and has gradually helped in the change of traditional deep-seated prejudices/stereo types. The technological changes adopted in the work environment has also increased the participation of women workforce enabling them to contribute to the building of the nation. The role of Indian women in the job sector is somewhat unique in that while they perform their professional responsibilities, they equally take care of their domestic roles also. The Government, as an ideal employer, has made several provisions to enable women employees to work in a very congenial atmosphere. 1.1 Article 16 of the Constitution provides right to equality of opportunity and employment in public offices to all citizens. Article 16(1) of the Constitution prohibits discrimination in matters relating to employment or appointment to an office under the State. Article 16(2) provides that no citizen shall, on grounds only of religion, race, caste, sex, descent, place of birth, residence or any of them be ineligible for, or discriminated against in respect of, any employment or office under the State. In view of these constitutional provisions women have equal opportunities to get selected for any Office under the State provided they fulfill the basic requirements of the job as laid down in the relevant Recruitment Rules which apply to both sexes equally and also relate only to the expertise necessary for performing the specific functions of the job. Government instructions exist that appointing authorities should ensure that there is no discrimination against women candidates on grounds of sex in the matter of selection made by the various Bodies/Boards concerned with selection of candidates. 1.2 It is in this background that the Committee identified the subject “Status of Women in Government Employment and in Public Sector Undertakings with regard to the Service Conditions, Protection against exploitation, Incentives and other related Issues” in 2010 for examination and report. 1.3 In the background note furnished by the Department of Personnel and Training on the subject, it has been stated that there are special provisions for the benefit of women employees. These range across maternity benefits, child care leave, child adoption leave, special allowance to women with disability, provision of crèche facility, posting of husband and wife at the same station, special priority for working women in allotment of residential accommodation, protection of women at the workplace, age relaxation for appointment, special dispensation for women officers of North East Cadre, and change of Cadre in the case of marriage of All India Service Officers. 1.4 In order to have a deeper and effective perspective on the subject, the Committee undertook study visits also. The Committee, during its study visits to Mumbai, Bangaluru and Chennai; Kolkata, Shillong, Guwahati and Imphal; Goa and Kochi; and Bhubaneswar and Port Blair from 12th to 19th June, 2010; 3rd to 9th June, 2012; 2nd to 5th January, 2013 and 15th to 19th February, 2013 respectively, held discussions with Public Sector Undertakings, Trusts and Banks on the subject, the names of which are given in Annexure-I. 1.5 A standard questionnaire on the subject was prepared by the Secretariat and it was circulated to the organizations with whom the Committee interacted with, and the organisations henceforth furnished replies to the questionnaire. 1.6 The Secretary, Ministry of Personnel, Public Grievances and Pensions made a presentation on the subject before the Committee on 19th August, 2013. 2

1.7 The major issues considered by the Committee, the response received from the organisations thereon, the replies furnished by DoPT and the recommendations/observations of the Committee in this regard, are as follows:–

Ratio of Women to Men Employees 2.0 In the background note furnished by the Department of Personnel and Training, it has been stated that according to the Sixth Central Pay Commission (SCPC), as per the Census of Central Government Employees, 2001, women constitute 7.53% of the total Central Government Employees. As on 31.03.2004, this percentage was 9.68. The Department of Personnel and Training had initiated 100 days Action Plan for increasing recruitment of women and collected data. As per the Census of Central Government Employees, 2012, released by the Directorate General of Employment and Training, the percentage of women employees out of the total Government employees was 10.04 per cent as on 31.03.2009. 2.1 The Secretary, Department of Personnel and Training, while making a presentation on the subject before the Committee, stated that all Government Departments have been instructed to ensure that all advertisements or circulars for recruitment should invariably mention prominently that “Government strives to have a work force which reflects gender balance and women candidates are encouraged to apply”. 2.2 As per the written reply furnished by DoPT, the steps/measures taken as part of the 100 days Action Plan on the issue of ‘Concerted effort to increase representation of women in Central Government jobs’, are as under:– (a) Instructions were issued to all Ministries/Departments on 03.07.2009 that all recruitment advertisements will contain a reference that Government strives to have a workforce which reflects gender balance and women candidates are encouraged to apply. This is being done by UPSC and SSC. (b) Instructions issued to all Ministries/Departments on 08.07.2009 that all recruitment Boards for more than ten vacancies will mandatorily have a woman Member. (c) Instructions issued on 15.07.2009 that women candidates have been exempted from payment of fee in examinations conducted by UPSC/SSC. (d) Ministry of Road Transport and Highways and Ministry of Urban Development were requested on 15.07.2009 to make provision of transport facilities to working women for major work places. Ministry of Urban Development informed on 07.10.2009 about the various transport facilities provided by DTC and Delhi Metro to women. (e) On 18.06.2009, Ministry of Women and Child Development was requested to prepare schemes for providing free coaching to women candidates for civil services and other such examinations. (f) To accelerate/enhance provision of crèche facilities near work places, the matter was taken up Ministry of Women and Child Development, Ministry of Labour and Employment and Department of Public Enterprises. No feedback received from M/o WCD. Ministry of Labour has instructed its offices that such facilities are already required to be provided under provisions of various Acts, viz., Factories Act, Plantation Workers Act etc. Department of Public Enterprises issued instructions on 17.08.2009 that the setting up of crèche facilities in PSUs will be mandatory. (g) Department of Personnel and Training had uploaded in its web site information about the existing facilities available to women employees for creation of awareness amongst general public. 3

(h) Instructions on posting of women at the place of employment of husband were reviewed and modified instructions issued on 30.09.2009 making it mandatory when both spouses are in the same service or Department and posts are available. 2.3 The Committee could infer from the presentation made by the Secretary, DoPT on the subject that, though Railways is the biggest employer in the country, the percentage of women employees in Railways is only 6.43%. The percentage of civilian women work force in the Defence is about 10.79%. 2.4 While interacting with the various Organisations, the Committee noticed the fact that in certain sectors of employment such as Oil, Coal, Ports, etc. the strength of women work force is very less compared to that in other sectors such as Banking. The Committee recognizes the dissuading factors such as unfriendly working conditions associated with jobs in such sectors. 2.5 The Committee appreciates that in Kolkata Port Trust, guidelines were framed in 1998 for ensuring proper working conditions for women employees (Annexure-II). The Committee endorses such initiatives and desires that other organisations may also adopt such best practices in order to instill confidence in the minds of incumbent and prospective women employees. 2.6 The Department of Personnel and Training, in its written reply furnished to the Committee in August, 2013 has stated that instructions were issued by DoPT to all Ministries/ Departments on 08.07.2009 that all recruitment Boards for more than ten vacancies will mandatorily have a woman Member. 2.7 The Committee applauds the policy followed in Ltd. that, in order to ensure fairness in selection of women, a lady officer is invariably associated in the Selection Committee wherever a women candidate is involved. However, the Committee is skeptical as to whether the above mentioned instruction is adhered to religiously by all organisations/Departments. The Committee, therefore, recommends that the DoPT should ensure that the organisations/ Departments invariably follow this instruction. 2.8 The Committee is happy to note that in Shipping Corporation of India, with an aim to encourage women candidates to join merchant navy, the SCI management has taken a step forward by introducing scholarship programmes for women candidates and also giving age relaxation. 2.9 The Committee took note of the fact that in one of the organisations (Union Bank of India), eight branches were functioning, completely manned by ladies staff. Field functionaries had been advised to form a consultative group comprising 4 to 5 women representing entrepreneurs, social workers, prominent local women at Branch level as well as at Regional Office level for a better and more effective interaction. The Committee was told that these groups were interacting with the Branch/ Regional Office and were serving as a link between the Branch and the women in the area. Field functionaries especially Branch Managers and RDOs had been advised to educate the villagers/ women folk during their study visits. 2.10 The Committee recognises the reality that women are under represented in some sectors of employment. It hopes that with the evolving times, more women would offer their candidature in such sectors also, that are less explored and comparatively new avenues for women. The Committee also hopes that the organisations would accordingly respond positively to the increasing female presence in the work force. 2.11 The Committee underlines the need for further improvement in the facilities extended to women employees and desires that the organisations should take pro-active steps to ensure that safe and congenial working conditions and amenities are made available to the female 4 employees. The Committee, while appreciating the steps taken by the organisations to motivate the women work force, desires that those organisations which are lagging behind in this respect, should step up their efforts in this direction.

Separate working conditions for women 3.0 The Committee could gather from the background material furnished by DoPT (Report of Sixth CPC) that previous Pay Commissions made recommendations for providing special facilities for women in terms of introduction of flexi-time and flexi-place on trial basis, options for working half time during the period that children are young etc. One of the demands of the staff side, made to the Sixth Pay Commission, was that earlier recommendations of flexi-time, flexi-place as well as half day working should be implemented and that the guidelines for posting of husband and wife at the same station be made mandatory. 3.1 The Committee could also understand from the background note that, a number of countries have provided facilities to working women by either providing for longer maternity leave or day-care centres, staggered working hours to start and finish work early or late, restricting overtime and late night working, part time leave of up to two hours a day till the child is 3 years old, child-care leave which can be divided into periods for both parents to take care of the child alternately, spouse maternity leave, etc. 3.2 The Committee, during its discussions with the various organisations, could infer that one of the major reasons for attrition among female employees is, responsibilities within the household. The Committee believes that adopting a policy of flexible timings for women/ young mothers helps in ensuring better balance between work and home. The Committee is of the view that if this factor responsible for attrition is adequately addressed, it would help in retaining experienced and skilled staff, preserving commitment and loyalty, minimizing the need for training and capacity building of fresh recruits thereby, ensuring improved productivity and profitability. 3.3 The Committee was apprised by DoPT that the recommendation of the Sixth Central Pay Commission regarding staggered working hours for women employees was not accepted by the Government. The Committee could understand during its interactions with the organisations that although separate working conditions do not exist for women on record, most of the organisations do accommodate requests for grace time to attend to infants, kids etc., on case-to-case basis; while some organisations have the policy of giving extra time of 15-30 minutes to young mothers to attend to their infants. 3.4 Taking into account the above mentioned facts, the Committee recommends that the Ministry may further explore the possibility of framing a policy on “staggered working hours” or “work at home” for women employees. The Committee feels that collective bargaining is vital and that the role of labour unions/Employees’ Associations in this regard is crucial. 3.5 The Committee recognizes the pertinent fact that less representation of women in decision making positions has a major impact on their ability to demand and transform their work environments. The Committee, therefore, underlines the need for women negotiators in the unions, while negotiating bipartite, industrial agreements etc.

Promotional avenues/stagnation 4.0 The Committee noted that the percentage of women in the higher ranks in various organisations is comparatively less and that stagnation was noteworthy in subordinate grades, especially in Banks. 4.1 The Committee could gather that the main factors responsible for this are (i) many women do not opt for promotion in order to avoid transfers, (ii) some are not willing to take up additional 5 responsibilities which come along with promotion, (iii) unavoidable family commitments, (iv) non- fulfillment of the required eligibility criteria, (v) unsatisfactory postings in terms of safety, quality of life etc. 4.2 The Committee takes cognisance of the steps taken by some organisations to encourage women employees to participate in the promotion exercise such as, as far as possible, on promotion from clerical to officers’ cadre and in different scales in officers’ cadre, the female employee is posted in the same Central/Region (Dena Bank). In UCO Bank, women officers are exempted from inter-zone transfer on promotion up to a certain level. The Committee appreciates such steps and impresses upon the Ministry to explore the possibility of evolving such policy/guidelines in other organisations as well, in order to decrease stagnation in the field of promotions for women employees.

Maternity benefits, Child Care Leave 5.0 The Committee noted that many organisations grant maternity leave of 180 days, whereas, some grant only 90 days, 84 days or 135 days. The Committee could deduce that this discrepancy is due to the fact that while some organisations are guided by the DoPT guidelines, some are governed by industry level settlements, bi-partite agreements etc. 5.1 The Committee impress upon the Ministry to ensure that grant of maternity leave of 180 days be uniform in all the Government Departments and the organisations /bodies under its control. 5.2 The Secretary, DoPT apprised the Committee during his presentation on the subject, that the benefit of CCL has been extended to all civilian female industrial employees of Government of India w.e.f. 1st September, 2008. 5.3 However, the Committee is not happy to note that majority of the organisations do grant CCL, but without pay. In one of the organisations ( Ltd.), CCL was granted to female executives only and that the extension of the same facility for non-executive women employees was under consideration when the Committee met the representatives of MCL. During its interactions with one of the organisations (Cochin Shipyard Ltd.), the Committee was informed that CCL was not granted since there was no specific direction from Department of Public Enterprises. The Committee was also told that the policy was discontinued in Mormugao Port Trust as per the directives of IPA. 5.4 The Committee could surmise that many women employees hesitate to avail CCL, if it is granted, without pay. Keeping in view the noble objective behind the policy of granting CCL with pay, the Committee desires that the Ministry should take account of the inconsistency in the policy followed by various organisations and that the benefit of the decision to grant CCL of 730 days with pay, should be granted, to the women employees in all sectors, across the board.

Attrition of women employees 6.0 The Committee could infer from the replies furnished by the organisations that the main reasons for attrition of women employees are domestic compulsions, better job prospects, pursuing higher education, quitting jobs after marriage etc. 6.1 The Committee took note of the steps taken by some organisations, that, in the event of a woman employee submitting her application for resignation, an informal exit interaction is facilitated to ascertain the reason for the resignation and to counsel the employee, before such application is processed. The Committee suggests that such an approach need to be followed by each organisation. The Government should issue relevant instructions in this regard. 6

Awareness among women employees 7.0 The Committee could gather from the written reply furnished by DoPT that the Department of Personnel and Training had uploaded in its web site information about the existing facilities available to women employees for creation of awareness amongst general public and that specific instructions will also be issued to all Ministries/Departments. 7.1 The Committee emphasizes the need to give more publicity to the facilities available to women employees so that more women are encouraged to prefer/join public employment. 7.2 The Committee is pleased to note that the organisations have taken various steps to make the women employees aware of their rights and of the guidelines, policies, facilities etc. available for the benefit of women employees. The Committee was apprised that such information is circulated widely, displayed on Notice boards and hoisted on the website and that regular updation is also done. The Committee could also gather that discussions, seminars, lectures, awareness programmes etc. are organised periodically. 7.3 The Committee desires that adequate awareness generation programmes about minimum wages, rights, welfare schemes, opportunities available under various schemes/initiatives of Government agencies etc. should be conducted by the organisations. The Committee is of the considered view that women employees may also be given legal aid, if necessary. 7.4 The Committee could gather that in many organisations, Women’s Cell/Association/Club, Mahila Samiti are functioning. However, the Women in Public Sector (WIPS) forum is functioning only in a few organisations. The Committee feels that the WIPS Cell should be constituted in all organisations and that the organisations should nominate their employees for State/Regional level WIPS seminars, meetings etc. 7.5 The Committee took note of the initiatives taken by some organisations to conduct projects for the benefit of women employees, and also involving helpless widows, destitute women etc. from the nearby areas, through Self Help Groups under the financial assistance from the organisations. The Committee considers that such programmes are an integral part of the Corporate Social Responsibility of the organisations, and applauds such efforts made by the organisations to fulfill such responsibility. 7.6 The Committee stresses upon the need for adequate avenues to be made available for the women employees, in order to facilitate experience sharing, confidence building etc. The Committee is happy to note that in an organisation (State Bank of India), an Aspiration and Social Networking site for Bank employees has been set up wherein they can freely exchange views. The Committee also appreciates the initiatives taken by some organisations for facilitating free exchange of views of employees via intranet and wishes that other organisations may also follow suit.

Grievances redressal machinery 8.0 The Committee could surmise from the discussions held with the representatives of various organisations that the nature of grievances raised by women employees were broadly regarding transfer, promotion, accommodation, inadequate infrastructure, harsh treatment by superiors, inadequate medical facilities etc. 8.1 The Committee could also derive that in many organisations, complaints raised by women are given priority. In majority of the organisations, there was a well laid out procedure for grievances redressal which was time bound and which would escalate to the higher authority, if it is not redressed within the stipulated time limit. The Committee appreciates such initiatives and is of the opinion that time is of the essence of the grievances redressal mechanism. 7

8.2 The Committee could understand that in some organisations, complaints could be lodged online; in one of the organisations, they had earmarked a weekly grievance day; in some, grievances could be given in a sealed envelope to the competent Authority, Employee satisfaction enhancement cell etc.; some organisations have an open door policy wherein all employees are given equal opportunity to discuss issues that are pertaining to their work conditions, with the management. 8.3 The Committee could take note that in one organisation (Life Insurance Corporation), in accordance with the National Commission for Women Act, 1990 a Women’s Cell has been set up in the Central Office to attend to the grievances of female employees and a Lady Officer has been appointed as the Liaison Officer of the Cell. Grievances relating to discrimination or atrocities against women employees and all matters relating to deprivation of women’s rights and non-compliance of policy decision can be taken up with this Cell. 8.4 The Committee commends such steps taken by organisations to reach out to their women employees. The Committee recommends that during the process of redressal of complaints by a woman employee, at least one woman should be involved in the process. The Committee also feels that the nomination of a woman and in Departmental Promotion Committees(DPCs) and Selection Committees is desirable. 8.5 The Committee further recommends that if any case of supercession of any women employee in the matters of promotion is pending, the cause of such supercession should be investigated on priority basis by the competent authority. 8.6 The Committee was informed that in one of the organisations (Cochin Port Trust), grievances are also received through CPGRAMS, time bound disposal is ensured and final reply is sent to Government of India also. The Committee noted that SBT, Bhubaneswar has an online Staff Grievances Redressal Scheme and cadre based data is available of women employees on a centralized platform, along with the status of grievance/complaints. The Committee could gather that in NALCO, there exists a formal scheme for grievance handling, with time limits prescribed for different steps and that a Complaint Register is maintained under the SAHAYATA Scheme. The Committee understands that in Mahanadi Coalfields Ltd., the system adopted for redressal of grievances is that of centralized system of receiving complaints and resolving it through Single Window System at Corporate office and areas. The Committee appreciates such initiatives. 8.7 Some of the Members of the Committee, while highlighting the importance of the role of Lady Welfare Officers in addressing the grievances/issues of the women employees, opined that the posting of Lady Welfare Officers in all organisations/Departments should be made statutory. The Committee, accordingly, recommends that the Ministry should examine this suggestion and take urgent action in this regard.

Guidelines on sexual harassment at workplace 9.0 The Committee could infer from the background note furnished by the Department of Personnel and Training that Rule 3C of the Central Civil Services (Conduct) Rules, 1964 prohibits sexual harassment of working women. Rule 21, thereof, stipulates restriction regarding harassment of a Government servant. It has further been stated that detailed Instructions have been laid down on the Complaint Mechanism for dealing with cases of sexual harassment of working women and to create awareness in this regard particularly amongst working women and that so far (2010), 28 Departments/Ministries have conveyed that they have complied with the aforementioned guidelines. 9.1 The Committee noted that in Bank of Maharashtra, following the Visakha verdict, and GOI guidelines, Bank of Maharashtra Officer Employees’ (Conduct) Regulations 1976 were amended and a new regulation no. 24A (Prevention of sexual harassment of working women) was incorporated in 8

August, 2000 which was widely circulated to employees. The breach of any of the provisions of Regulation 24A, constitutes a misconduct punishable under the Bank of Maharashtra Officer Employees’ (Discipline and Appeal) Regulations, 1976 and similar provision has been incorporated in the Bipartite Settlement, to make any kind of sexual harassment, a gross misconduct. The Committee also took note of the procedure adopted in Goa Shipyard Ltd. for disposal of complaints of sexual harassment (Annexure-III). 9.2 The Committee also noted that all organisations with which it interacted, have constituted the Committee for inquiry into complaints of sexual harassment. The Committee, however, noted that the action taken on complaints was not satisfactory. The Committee feels that merely transferring the delinquent employee to a different branch/station is not an adequate redressal and that strict disciplinary action should be taken in case the accused if found guilty. The Committee emphasizes upon the need to take strong action under the disciplinary Rules, in addition to transfer. The punishment has to be a deterrent for prospective offenders. The Committee however advises the organisations to be careful against those who make false allegations. 9.3 The Committee observes that the Sexual Harassment of Women at Work Place (Prevention, Prohibition and Redressal) Act, 2013 has been enacted after fifteen years of pronouncement of Vishakha judgement by Supreme Court. The Committee would have been happy, if the appropriate legislation were enacted soon after the pronouncement of Vishakha judgement by the Apex Court. Instead of getting a law enacted, the Government had been following the guidelines given by Supreme Court for more than a decade and thereby, indirectly approving the law making power of the judiciary on a sensitive issue of harassment of female employees at work place, which is not an acceptable situation. The Committee desires that the State Governments may now be asked to implement the law enacted by Parliament on the sexual harassment of female employees at work place in letter and spirit. 9.4 Another vital aspect, which the Committee feels significant is to ensure that the aggrieved woman feels safe and comfortable to approach the Protection Officer appointed under the Prevention of Domestic Violence Act, 2005. The Committee recommends for the mandatory appointment of lady Protection Officers. The Committee desires that this factor should be invariably kept in mind while appointing Protection Officers. 9.5 The Committee also recommends that any harassment of female employees other than sexual in nature, like passing of objectionable remarks during office hours by using vituperative language combined with expression of highly rude and abusive behaviour, while giving directions and orders for any work, should also be taken into cognizance by the competent authority very seriously, if such harassment causes severe mental pressure. The Committee also feels that the erring superior officer should be punished with appropriate penal action on priority basis alongwith adverse entry in his/her confidential report dossier. 9.6 The Committee strongly feels that a nodal officer/Committee should be appointed/ designated in every organisation to monitor effective implementation of Government of India guidelines on this matter. The Committee also desires that the requirement of an outside Member in the Committee should be strictly followed and that complaints should be disposed in a time bound manner. 9.7 The Committee, however, could gather from its interactions with the representatives of the organisations that in some organisations, the Complaints Committee did not have a third party as a Member. The Committee is of the view that the presence of a third party in the Committee is necessary in order to prevent the possibility of any pressure or influence, on the proceedings or on any party to the proceedings, from any quarter. The Committee, therefore, desires that the requirement of an outside Member in the Committee should be strictly followed. 9

9.8 Further, the Committee recommends that the Ministry should impress upon the organisations that they should mandatorily furnish a quarterly/yearly status report, on the outcome of the complaints of sexual harassment, to the concerned Ministry/Department. 9.9 The Committee appreciates that in one of the organisations (SBI, Port Blair), a Compendium on prevention of sexual harassment of women employees at workplace has been published and circulated.

Women employees with disabilities 10.0 The Committee could gather from the material furnished by DoPT that as a Special allowance to women with disability, a female Government employee is paid Rs. 1,000/- per month as Special Allowance for child care for the period commencing with birth of the child upto the date the child is two years old upto a maximum of two children. 10.1 The Committee was informed that some organisations grant double Travelling Allowance to employees with disabilities; in some organisations, reimbursement of expenses incurred to buy equipments such as hearing aid, dark glasses, prosthesis, calipers, crutches, brail wrist watches, motorized tricycle etc. is given; some organisations provided wooden ramps, ramps with railings, modified toilets, separate vehicle parking facilities, postings near home etc. However, the Committee noted that some organisations did not provide any special allowance or other facilities. The Committee, therefore, desires that the Ministry should take necessary action in this regard, in co ordination with the Ministry of Social Justice and empowerment. The Committee also emphasizes upon the dire need for disability friendly measures, such as ramps, modified toilets, parking etc. in all organisations. 10.2 The Committee could understand that in one of the organisations (Dena Bank), provision exists that special Casual Leave upto a limit of 10 days in a year can be sanctioned for differently abled employees for participating in Conferences, workshop, seminars and training related to disability and development related programmes organised at National/State level agencies to be specified by Ministry of Social Justice and Empowerment.

Crèche, Play School 11.0 During its interactions with the representatives of various organisations, the Committee could gather that some of the organisations have creche/play school facility. Some organisations which have not provided such facility at the workplace, have provided that in the township of the organisation. The Committee was informed that in one organisation (Hindustan Newsprint Ltd.), such facility would be benefitting the grandchildren also. The Committee feels that such facilities help in aiding the employee to keep a good balance between family and work responsibilities.

Residential accommodation 12.0 The Committee was informed by the Secretary, DoPT that the Directorate of Estates maintains a separate pool for married/single women in allotment of Government accommodation. 12.1 In respect of separate ladies’ pool in residential accommodation, the Committee could gather that the organisations did not have a separate pool for women employees. However, in majority of the organisations, adequate residential accommodation was available or HRA was granted by the organisations. Some of the organisations responded that in case of a request made by a woman employee, priority is given to the same. The Committee feels that the residential accommodation facilities available to women employees needs to be improved. It may not be out of place to mention that such facilities often motivate the people to join those organisations. 10

Transport Facility 13.0 The Committee could understand from its interactions with the organisations that in case of early morning and late night shifts attended by female employees, necessary transport facility was arranged for them and that adequate security arrangements are also made. The Committee impresses upon the organisations to ensure the proper transport facilities to its employees particularly the women, while commuting to and from place of work beyond office hours. The important aspect of their security may invariably be ensured to enable women employees to reach their place of residence safely.

Separate rest rooms 14.0 The Committee could gather that in most of the organisations, separate rest rooms were provided for women employees. However, some of the organisations did not have such a provision. The Committee emphasizes upon the need for separate rest rooms for women employees and also desires that proper recreational facilities etc. should be made available to them.

Medical Check up 15.0 The Committee noted that in almost all the organisations, adequate facilities had been provided for medical check up and for conducting diagnostic/screening tests/procedures. The Committee also noted that Bank of Baroda engaged a professional Counselor under “Paramarsh” at five centres viz., Mumbai, Delhi, Chennai, Ahmedabad and Pune for counseling of employees, including women employees and their family members to overcome psychological problems. 15.1 The Committee wishes that such facilities have to be of desired level and also feels the need for the Health Surveillance programmes, seminars, lectures, camps etc. to be organised by the organisations to create awareness about health issues, women health, immunization etc.

Higher Education and Training 16.0 The Committee could gather that majority of the organisations encouraged the women employees to go in for higher education. The Committee noted that in one of the organisations (HPCL), various e-learning programs with online certification courses and a knowledge kiosk for Nuggets on various functional topics were launched by the Corporation. 16.1 The Committee feels that the incentives extended by the organisations such as cash incentive, increment, promotion to next higher grade, educational loan for financing the course, reimbursement of course fees, concession in educational loan etc., on successful completion of the course would go a long way in helping the women to enhance their capabilities. The Committee also agrees that the organisations should grant study leave for pursuing higher education. 16.2 Taking it forward, the Committee recommends that women employees should be sent for more and more training programmes inland and abroad by the organisations. The Committee hopes that such programmes would contribute to skill development and capacity building of the employees and also contribute to organisational growth.

Single mothers/single women 17.0 The Committee could infer from the discussions it held with the representatives of the organisations that there is lack of empathy and a suitable policy for accommodating the needs of the women employees who are single mothers/single women. The Committee noted that though some 11 organisations apprised the Committee that preferential treatment was given to them, such as desired posting etc. The response of the organisations was not however encouraging. 17.1 The Committee strongly feels that more supportive measures are needed for women workers specially, the single mothers and, therefore, it recommends that this issue should be given adequate attention and a proper policy should be framed in this regard. 17.2 While expressing concern about the welfare of single women who have been recruited in Government jobs, Members of the Committee were of the view that when such women are given postings, it should be mandatorily ensured that they are placed at stations closest to their hometown/ place of their choice. The Committee, accordingly, desires that this pertinent factor should be kept in mind by the organisations/Departments while giving postings.

Same station posting to couples 18.0 The Committee, while interacting with the representatives of various organisations, could gather that many of the organisations have adopted the policy of ensuring posting of husband and wife at same station to the extent possible. 18.1 As per the information furnished by DoPT, Government has issued instructions to its offices to ensure that posting of husband and wife are at same station so as to ensure leading of a normal family life and ensuring education and welfare of children. Also, in case of a woman officer, whose husband is posted under the Government of India, the cooling off period may be waived upto six months so as to ensure that she gets posting at the same station where her husband is posted. 18.2 The Committee could gather from the reply furnished by DoPT that instructions on posting of women at the place of employment of husband were reviewed and modified instructions issued on 30.09.2009 making it mandatory when both spouses are in the same service or Department and posts are available. However, the Committee understands that such instruction is not invariably adhered to and, therefore, desires that the Ministry may explore the feasibility of lending statutory support to the same. 18.3 The Members of the Committee expressed their concern about non-compliance of the above stated instructions particularly, in cases where either of the spouses is a Central Government employee and the other is a State Government employee. In this regard, the Committee desires that the organisation/Department should, to the extent possible, as a welfare measure, ensure that the couple is posted at the same station.

Framing of Recruitment rules 19.0 The Committee, while discussing the vacancies existing in various Centrally Sponsored Schemes, affirmed the need for a greater role to be played by the Central Government, in the form of issuing guidelines to the State Governments for framing Recruitment rules. The Committee desires that this aspect may be looked into and appropriate action many be taken in this regard.

Reservation for women in Jobs 20.0 In the background note furnished by the Ministry, it has been stated that apart from the reservation permissible under Article 16(4) in favour of backward classes of citizens, no reservations are permissible except on the grounds of reasonable classification based on the criteria of efficient functioning and proper discharge of the duties of Government service. 20.1 The Committee appreciated the 100 days programme, aimed at making concerted efforts to increase the representation of women in Central Government jobs. The Committee also appreciated the 12 policy of age relaxation for appointment of widows, divorced woman and woman judicially separated from their husbands and who were not remarried were allowed age concession up to the age of 35 years (40 years for member of SCs/STs) for posts of Group C&D filed through SSC/Employment Exchange (O.M. No. 15012/6/98-Estt.(D) dated 21.12.1998). The Committee was also appreciative of the special dispensation for women officers of North East cadre. 20.2 The Committee, during its interface with various organisations, could surmise that only some organisations complied with the Government guidelines dated 21st December, 1998 mentioned above. The Committee strongly feels that non-compliance is not tolerable and recommends that the Department of Personnel and Training should ensure that its guidelines are followed scrupulously. 20.3 The Committee would like to impress upon the Departments/ Organizations to ensure that whenever vacancies are advertised, women employees in their respective offices, who fulfill the requirements for the post, are encouraged to apply against the recruitment advertisements. 20.4 While majority of the organisations welcomed the idea of reservation for women in employment, some opined that it may not exceed 50% and some were of the view that since women were already in the employment sector especially in Banks even though there exists no such reservation, such a move is not called for. 20.5 The Committee impress upon the Government and its organisations not to wait for specific reservation for women. Government should rather motivate its bodies to take all proactive measures so that more and more number of women come forward to make use of the employment opportunities. 20.6 The Committee is constrained to note that the presence of women employees in Government organizations is far from satisfactory. It is disheartening to observe that it is significantly low, i.e., 10.04% as per the 2012 census of Central Government employees. It is miserably low in certain sectors, particularly those having units in semi-urban/rural areas and the sectors that entail physical labour and have hazardous working environment. The Committee strongly feels that measures to handle such a situation can be evolved at ground level only so that women workers feel motivated to be part of those organizations too. 20.7 It is high time that policies are envisioned, framed and implemented in order to meet the objective of inclusion of women’s perspective in all developmental processes, as catalysts, participants and recipients. The Committee would like to stress upon the need for special emphasis to be given by the Government to capacity building of women, in order to ensure that women are adequately represented in employment. The Committee, further, underlines the need for more attention, affirmative action and welfare measures in this direction. 13

RECOMMENDATIONS/OBSERVATIONS — AT A GLANCE

Ratio of Women to Men Employees 1. The Committee endorses such initiatives and desires that other organisations may also adopt such best practices in order to instill confidence in the minds of incumbent and prospective women employees. [Para 2.5] 2. The Committee applauds the policy followed in Oil India Ltd. that, in order to ensure fairness in selection of women, a lady officer is invariably associated in the Selection Committee wherever a women candidate is involved. However, the Committee is skeptical as to whether the above mentioned instruction is adhered to religiously by all organisations/Departments. The Committee, therefore, recommends that the DoPT should ensure that the organisations/ Departments invariably follow this instruction. [Para 2.7] 3. The Committee is happy to note that in Shipping Corporation of India, with an aim to encourage women candidates to join merchant navy, the SCI management has taken a step forward by introducing scholarship programmes for women candidates and also giving age relaxation. [Para 2.8] 4. The Committee recognises the reality that women are under represented in some sectors of employment. It hopes that with the evolving times, more women would offer their candidature in such sectors also, that are less explored and comparatively new avenues for women. The Committee also hopes that the organisations would accordingly respond positively to the increasing female presence in the work force. [Para 2.10] 5. The Committee underlines the need for further improvement in the facilities extended to women employees and desires that the organisations should take pro-active steps to ensure that safe and congenial working conditions and amenities are made available to the female employees. The Committee, while appreciating the steps taken by the organisations to motivate the women work force, desires that those organisations which are lagging behind in this respect, should step up their efforts in this direction. [Para 2.11]

Separate working conditions for women 6. The Committee believes that adopting a policy of flexible timings for women/ young mothers helps in ensuring better balance between work and home. The Committee is of the view that if this factor responsible for attrition is adequately addressed, it would help in retaining experienced and skilled staff, preserving commitment and loyalty, minimizing the need for training and capacity building of fresh recruits thereby, ensuring improved productivity and profitability. [Para 3.2] 7. Taking into account the above mentioned facts, the Committee recommends that the Ministry may further explore the possibility of framing a policy on “staggered working hours” or “work at home” for women employees. The Committee feels that collective bargaining is vital and that the role of labour unions/Employees’ Associations in this regard is crucial. [Para 3.4] 8. The Committee, therefore, underlines the need for women negotiators in the unions, while negotiating bipartite, industrial agreements etc. [Para 3.5]

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Promotional avenues/stagnation 9. The Committee appreciates such steps and impresses upon the Ministry to explore the possibility of evolving such policy/guidelines in other organisations as well, in order to decrease stagnation in the field of promotions for women employees. [Para 4.2]

Maternity benefits, Child Care Leave 10. The Committee impress upon the Ministry to ensure that grant of maternity leave of 180 days be uniform in all the Government Departments and the organisations/bodies under its control. [Para 5.1] 11. Keeping in view the noble objective behind the policy of granting CCL with pay, the Committee desires that the Ministry should take account of the inconsistency in the policy followed by various organisations and that the benefit of the decision to grant CCL of 730 days with pay, should be granted, to the women employees in all sectors, across the board. [Para 5.4]

Attrition of women employees 12. The Committee took note of the steps taken by some organisations, that, in the event of a woman employee submitting her application for resignation, an informal exit interaction is facilitated to ascertain the reason for the resignation and to counsel the employee, before such application is processed. The Committee suggests that such an approach need to be followed by each organisation. The Government should issue relevant instructions in this regard. [Para 6.1]

Awareness among women employees 13. The Committee emphasizes the need to give more publicity to the facilities available to women employees so that more women are encouraged to prefer/join public employment. [Para 7.1] 14. The Committee desires that adequate awareness generation programmes about minimum wages, rights, welfare schemes, opportunities available under various schemes/initiatives of Government agencies etc. should be conducted by the organisations. The Committee is of the considered view that women employees may also be given legal aid, if necessary. [Para 7.3] 15. The Committee feels that the WIPS Cell should be constituted in all organisations and that the organisations should nominate their employees for State/Regional level WIPS seminars, meetings etc. [Para 7.4] 16. The Committee considers that such programmes are an integral part of the Corporate Social Responsibility of the organisations, and applauds such efforts made by the organisations to fulfill such responsibility. [Para 7.5] 17. The Committee stresses upon the need for adequate avenues to be made available for the women employees, in order to facilitate experience sharing, confidence building etc. The Committee is happy to note that in an organisation (State Bank of India), an Aspiration and Social Networking site for Bank employees has been set up wherein they can freely exchange views. The Committee also appreciates the initiatives taken by some organisations for facilitating free exchange of views of employees via intranet and wishes that other organisations may also follow suit. [Para 7.6] 15

Grievances redressal machinery 18. The Committee appreciates such initiatives and is of the opinion that time is of the essence of the grievances redressal mechanism. [Para 8.1] 19. The Committee commends such steps taken by organisations to reach out to their women employees. The Committee recommends that during the process of redressal of complaints by a woman employee, at least one woman should be involved in the process. The Committee also feels that the nomination of a woman and in Departmental Promotion Committees(DPCs) and Selection Committees is desirable. [Para 8.4] 20. The Committee further recommends that if any case of supercession of any women employee in the matters of promotion is pending, the cause of such supercession should be investigated on priority basis by the competent authority. [Para 8.5] 21. The Committee appreciates such initiatives. [Para 8.6] 22. The Committee, accordingly, recommends that the Ministry should examine this suggestion and take urgent action in this regard. [Para 8.7]

Guidelines on sexual harassment at workplace 23. The Committee feels that merely transferring the delinquent employee to a different branch/station is not an adequate redressal and that strict disciplinary action should be taken in case the accused if found guilty. The Committee emphasizes upon the need to take strong action under the disciplinary Rules, in addition to transfer. The punishment has to be a deterrent for prospective offenders. The Committee however advises the organisations to be careful against those who make false allegations. [Para 9.2] 24. The Committee observes that the Sexual Harassment of Women at Work Place (Prevention, Prohibition and Redressal) Act, 2013 has been enacted after fifteen years of pronouncement of Vishakha judgement by Supreme Court. The Committee would have been happy, if the appropriate legislation were enacted soon after the pronouncement of Vishakha judgement by the Apex Court. Instead of getting a law enacted, the Government had been following the guidelines given by Supreme Court for more than a decade and thereby, indirectly approving the law making power of the judiciary on a sensitive issue of harassment of female employees at work place, which is not an acceptable situation. The Committee desires that the State Governments may now be asked to implement the law enacted by Parliament on the sexual harassment of female employees at work place in letter and spirit. [Para 9.3] 25. Another vital aspect, which the Committee feels significant is to ensure that the aggrieved woman feels safe and comfortable to approach the Protection Officer appointed under the Prevention of Domestic Violence Act, 2005. The Committee recommends for the mandatory appointment of lady Protection Officers. The Committee desires that this factor should be invariably kept in mind while appointing Protection Officers. [Para 9.4.] 26. The Committee also recommends that any harassment of female employees other than sexual in nature, like passing of objectionable remarks during office hours by using vituperative language combined with expression of highly rude and abusive behaviour, while giving directions and orders for any work, should also be taken into cognizance by the competent authority very seriously, if such harassment causes severe mental pressure. The Committee also feels that the erring superior officer should be punished with appropriate penal action on priority basis alongwith adverse entry in his/her confidential report dossier. [Para 9.5] 16

27. The Committee strongly feels that a nodal officer/Committee should be appointed/ designated in every organisation to monitor effective implementation of Government of India guidelines on this matter. The Committee also desires that the requirement of an outside Member in the Committee should be strictly followed and that complaints should be disposed in a time bound manner. [Para 9.6] 28. The Committee is of the view that the presence of a third party in the Committee is necessary in order to prevent the possibility of any pressure or influence, on the proceedings or on any party to the proceedings, from any quarter. The Committee, therefore, desires that the requirement of an outside Member in the Committee should be strictly followed. [Para 9.7] 29. Further, the Committee recommends that the Ministry should impress upon the organisations that they should mandatorily furnish a quarterly/yearly status report, on the outcome of the complaints of sexual harassment, to the concerned Ministry/Department. [Para 9.8] 30. The Committee appreciates that in one of the organisations (SBI, Port Blair), a Compendium on prevention of sexual harassment of women employees at workplace has been published and circulated. [Para 9.9]

Women employees with disabilities 31. The Committee, therefore, desires that the Ministry should take necessary action in this regard, in co-ordination with the Ministry of Social Justice and Empowerment. The Committee also emphasizes upon the dire need for disability friendly measures, such as ramps, modified toilets, parking etc. in all organisations. [Para 10.1]

Crèche, Play School 32. The Committee feels that such facilities help in aiding the employee to keep a good balance between family and work responsibilities. [Para 11.0]

Residential accommodation 33. The Committee feels that the residential accommodation facilities available to women employees needs to be improved. It may not be out of place to mention that such facilities often motivate the people to join those organisations. [Para 12.1]

Transport Facility 34. The Committee impresses upon the organisations to ensure the proper transport facilities to its employees particularly the women, while commuting to and from place of work beyond office hours. The important aspect of their security may invariably be ensured to enable women employees to reach their place of residence safely. [Para 13.0]

Separate rest rooms 35. The Committee emphasizes upon the need for separate rest rooms for women employees and also desires that proper recreational facilities etc. should be made available to them. [Para 14.0]

Medical Check up 36. The Committee wishes that such facilities have to be of desired level and also feels the 17 need for the Health Surveillance programmes, seminars, lectures, camps etc. to be organised by the organisations to create awareness about health issues, women health, immunization etc. [Para 15.1]

Higher Education and Training 37. The Committee feels that the incentives extended by the organisations such as cash incentive, increment, promotion to next higher grade, educational loan for financing the course, reimbursement of course fees, concession in educational loan etc., on successful completion of the course would go a long way in helping the women to enhance their capabilities. The Committee also agrees that the organisations should grant study leave for pursuing higher education. [Para 16.1] 38. Taking it forward, the Committee recommends that women employees should be sent for more and more training programmes inland and abroad by the organisations. The Committee hopes that such programmes would contribute to skill development and capacity building of the employees and also contribute to organisational growth. [Para 16.2]

Single mothers/single women 39. The Committee strongly feels that more supportive measures are needed for women workers specially, the single mothers and, therefore, it recommends that this issue should be given adequate attention and a proper policy should be framed in this regard. [Para 17.1] 40. The Committee, accordingly, desires that this pertinent factor should be kept in mind by the organisations/Departments while giving postings. [Para 17.2]

Same station posting to couples 41. However, the Committee understands that such instruction is not invariably adhered to and, therefore, desires that the Ministry may explore the feasibility of lending statutory support to the same. [Para 18.2] 42. In this regard, the Committee desires that the organisation/Department should, to the extent possible, as a welfare measure, ensure that the couple is posted at the same station. [Para 18.3]

Framing of Recruitment rules 43. The Committee desires that this aspect may be looked into and appropriate action may be taken in this regard. [Para 19.0]

Reservation for women in Jobs 44. The Committee, during its interface with various organisations, could surmise that only some organisations complied with the Government guidelines dated 21st December, 1998 mentioned above. The Committee strongly feels that non-compliance is not tolerable and recommends that the Department of Personnel and Training should ensure that its guidelines are followed scrupulously. [Para 20.2] 45. The Committee would like to impress upon the Departments/ Organizations to ensure that whenever vacancies are advertised, women employees in their respective offices, who fulfill the requirements for the post, are encouraged to apply against the recruitment advertisements. [Para 20.3] 18

46. The Committee impress upon the Government and its organisations not to wait for specific reservation for women. Government should rather motivate its bodies to take all proactive measures so that more and more number of women come forward to make use of the employment opportunities. [Para 20.5] 47. The Committee is constrained to note that the presence of women employees in Government organizations is far from satisfactory. It is disheartening to observe that it is significantly low, i.e., 10.04% as per the 2012 census of Central Government employees. It is miserably low in certain sectors, particularly those having units in semi-urban/rural areas and the sectors that entail physical labour and have hazardous working environment. The Committee strongly feels that measures to handle such a situation can be evolved at ground level only so that women workers feel motivated to be part of those organizations too. [Para 20.6] 48. It is high time that policies are envisioned, framed and implemented in order to meet the objective of inclusion of women’s perspective in all developmental processes, as catalysts, participants and recipients. The Committee would like to stress upon the need for special emphasis to be given by the Government to capacity building of women, in order to ensure that women are adequately represented in employment. The Committee, further, underlines the need for more attention, affirmative action and welfare measures in this direction. [Para 20.7] 19

ANNEXURES

ANNEXURE-I LIST OF ORGANISATIONS HEARD BY THE COMMITTEE DURING ITS STUDY VISITS

1. Bank of Baroda 2. Bank of India 3. Bank of Maharashtra 4. Central Bank of India 5. Dena Bank 6. Union Bank of India 7. Corporation Bank 8. State Bank of Mysore 9. Vijaya Bank 10. Syndicate Bank 11. Canara Bank 12. Indian Bank 13. Indian Overseas Bank 14. United Bank of India 15. Allahabad Bank 16. UCO Bank 17. State Bank of India 18. State Bank of Travancore 19. Oil and Natural Gas Corporation 20. Corporation Ltd. 21. Corporation Ltd. 22. Bongaigaon Refinery and Petrochemicals Limited 23. Oil India Limited 24. Kochi Refineries Limited 25. Mumbai Port Trust 26. Jawaharlal Nehru Port Trust 27. Shipping Corporation of India 28. Chennai Port Trust 29. Tuticorin Port Trust 30. Kolkata Port Trust

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31. Mormugao Port Trust 32. Cochin Port Trust 33. Paradip Port Trust 34. Life Insurance Corporation of India 35. National Bank for Agriculture and Rural Development 36. Industrial Development Bank of India 37. Bharat Electronics Limited 38. Bharat Earth Movers Limited 39. Hindustan Aeronautics Limited 40. Karnataka Antibiotics Limited 41. Indian Telephone Industries Limited 42. Neyveli Lignite Corporation 43. Ltd. 44. North Eastern Electric Power Corporation 45. North Eastern Hill University 46. Assam Ashok Hotel Corporation Limited 47. Brahmaputra Board 48. Brahmaputra Valley Fertilizer Corporation Limited 49. North Eastern Handlooms and Handicrafts Development Corporation 50. Goa Shipyard Ltd. 51. Cochin Shipyard Ltd. 52. Coir Board 53. Hindustan Newsprint Ltd. 54. The Fertilizers & Chemicals Travancore Ltd. 55. NALCO 56. Mahanadi Coalfields Ltd. 57. Neelachal Ispat Nigam Ltd. 58. SAIL (Rourkela Steel Plant) 59. Andaman Nicobar Forest and Plantation Corporation Ltd. 60. Andaman Nicobar Island Integrated Development Corporation Ltd. 23

ANNEXURE-II

The following guidelines were framed by Kolkata Port Trust in 1998 for ensuring proper working conditions for women employees:– (i) If in any exigency of work, any women employee is asked to stay in office (or go to some other office in course of official duty) by her superior officer, after office hours or come to office on a holiday, prior written order/approval of the concerned Head of the Department is required to be obtained and a copy thereof given to the concerned women employee. She should be informed of the duration of the stay beyond her usual working hours and provision for transport, if any, for her return journey home. (ii) In Dock areas, women employees may not be asked to stay in office beyond their usual office hours as far as possible. In case, a woman employee is required to work beyond normal office hours, efforts should be made to provide her transport up to a convenient point. (iii) Women employees sent out of station on temporary duty should be provided with full assistance in the matter of booking of tickets for journey and accommodation at the place of temporary duty. (iv) Transport arrangement to and from Railway Station/Airport as also place of temporary duty should be provided. All Heads of Departments should devise a Code of Conduct for maintaining the dignity of all women employees under their control. In cases where there are lapses on the part of a women employee, she should not be reprimanded in front of juniors, superiors and colleagues. The intention is not to obstruct the fabric of discipline but to maintain the dignity of women employees so that they are treated with the courtesy due to them as women and as employee of KoPT. (v) Female Peons should not be asked to fetch cigarettes/pans/similar articles by male employees. (vi) Training to be imparted to women employees about their rights in society and various provisions made by the Government regarding protection of women’s rights. (vii) Changing room adjacent to toilet should be earmarked for women employees. The toilet and changing room should be properly ventilated, lighted, maintained and well equipped. Toilets should be cleaned twice daily, whitewashed every year and provided with adequate furniture, bucket, mugs, waste disposal baskets, mirrors, etc.

23 ANNEXURE-III GOA SHIPYARD LIMITED

Brief description of the procedure adopted for disposal of complaints of sexual harassment

(i) Any women employee who has a complaint of sexual harassment as defined in the CDA Rules applicable to officers and in the certified standing orders applicable to Workmen/Staff, and any other rules/orders issued by the Management from time to time may forward a confidential complaint to the Chief General Manager (Pers. and Admn.). This complaint will immediately be forwarded by the Chief General Manager (Pers. and Admn.) to the Chairperson of the Complaints Committee within two working days of receipt of the complaint. The Chairperson will forthwith call a meeting of members of the committee at the earliest, but not later than 5 working days from the receipt of the complaint. The complainant is also permitted to explain her complaint in confidence to the Committee. (ii) The complainant may, if she chooses to, submit her written complaint directly to the Chairperson, or approach the Chairperson in person, and submit/explain her complaint orally and/or in writing. The Chairperson will call for a meeting of the Complaints Committee at the earliest but not later than 5 working days from the date of receipt of the complaints. The Chairperson will forward a copy of the written complaint/gist of the complaint to the Pers. and Admn. Dept., if the complaint is received directly. (iii) On receipt of the complaint as above the Committee will take action as under:- The Committee will enquire into the complaint and will also provide the complaint with counseling support. The Complaints Committee is also authorized to make preliminary enquiry into the complaint by calling the person complained against and any witnesses to the incidents of the complaint. The Complaints Committee will ensure that the enquires are kept confidential and that no bias or prejudice is caused to any of the persons involved. On conclusion of the enquiry, which should be expeditious, and in any case not later than 15 days from the date of the first meeting, the Complaints Committee is to render its report to the Chief General Manager (Pers. and Admin.) in a sealed envelope marked “Confidential”. The report shall state whether, in the opinion of the Committee, any prima facie case exists in the complaint. Thereafter, the Pers. and Admin. Dept. will forward the report along with its comments to the Disciplinary Authority, at the earliest but not later than 5 working days of receipt of the report. The Disciplinary Authority will then decide the further course of action to be followed under the Company’s rules applicable to Officers/Workmen/Staff. The Pers. and Admin. Dept. will ensure that appropriate action is taken based on the report and that it is followed up to its logical conclusion. The Complaints Committee is required to make an annual report to the Ministry of Defence, Dept. of Defence Production and Supplies, regarding the complaint/s received and action taken by them. The P&A Dept. will also ensure that the Complaints Committee submits the annual report to the Ministry.

24 MINUTES

XVII SEVENTEENTH MEETING

The Department-related Parliamentary Standing Committee on Personnel, Public Grievances, Law and Justice met at 3.00 P.M. on Monday, the 19th August, 2013 in Room No. ‘63’, First Floor, Parliament House, New Delhi.

MEMBERS PRESENT 1. Shri Shantaram Naik — Chairman

RAJYA SABHA 2. Shri Bhupender Yadav 3. Shri Sukhendu Sekhar Roy

LOK SABHA 4. Shri Shailendra Kumar 5. Shri Arjun Ram Meghwal 6. Shri S. Semmalai 7. Shrimati Meena Singh 8. Shri Vijay Bahadur Singh 9. Dr. Prabha Kishore Taviad 10. Shri S.S. Ramasubbu 11. Shri N.S.V. Chitthan 12. Shri E.T. Mohammed Basheer

SECRETARIAT Shri Alok Chatterjee, Joint Secretary Shri K.P. Singh, Director Shri Ashok Kumar Sahoo, Joint Director Shrimati Catherine John L., Assistant Director

WITNESSES Department of Personnel and Training (i) Dr. S.K. Sarkar, Secretary (ii) Ms. Mamta Kundra, Joint Secretary (iii) Shri J.A. Vaidyanathan, Director 2.***

3.***

*** Relate to some other matters.

27 28

Status of Women in Government Employment and in Public Sector Undertakings with regard to the Service Conditions, Protection against exploitation, Incentives and other related Issues. 4. The Chairman welcomed the Secretary and other representatives of the Department of Personnel and Training to the meeting. He then requested the Secretary, DoPT to make a presentation on the subject “Status of Women in Government Employment and in Public Sector Undertakings with regard to the Service Conditions, Protection against exploitation, Incentives and other related Issues”. 5. The Secretary, DoPT while making an introductory note on the subject, apprised the Committee that the percentage of women in Government was 2.5% in 1971 and that it was about 10% in 2009. He stated that the various women-friendly policy decisions taken by the Government are incorporated in the relevant Rules for the benefit of women employees. 6. Thereafter, the representative of DoPT, while elaborating upon the subject, informed the Committee that as per the Census of Central Government Employees, 2012 released by the Directorate General of Employment and Training, the percentage of women employees out of the total Government employees was 10.04 per cent as on 31.03.2009. She affirmed that DoPT has reiterated its guideline that husband and wife should be posted as far as possible in one place and that such guidelines was issued last in 2009. 7. The Chairman highlighted the discrepancies which exist in granting Child Care Leave and Maternity Leave to women employees in various organizations. Some Members expressed concern that the DoPT guidelines on posting of couples at same station is not invariably adhered to and were of the view that when single women are recruited in Government jobs, it should be ensured that they are placed at stations closest to their hometown/place of their choice. The witnesses responded to the queries raised by the Members of the Committee. 8. * * * 9. A verbatim record of the proceedings of the meeting was kept.

10. The meeting adjourned at 4.37 P.M.

*** Relate to some other matter. 29

XVIII EIGHTEENTH MEETING

The Department-related Parliamentary Standing Committee on Personnel, Public Grievances, Law and Justice met at 3.00 P.M. on Friday, the 29th August, 2013 in Room No. ‘67’, First Floor, Parliament House, New Delhi.

MEMBERS PRESENT 1. Shri Shantaram Naik — Chairman

RAJYA SABHA 2. Shri Sukhendu Sekhar Roy 3. Ms. Anu Aga

LOK SABHA 4. Shri P.C. Gaddigoudar 5. Shri Shailendra Kumar 6. Shri Arjun Ram Meghwal 7. Shri S. Semmalai 8. Shri S.D.Shariq 9. Shri Vijay Bahadur Singh 10. Shri S.S. Ramasubbu 11. Shri N.S.V. Chitthan 12. Shri E.T. Mohammed Basheer 13. Shri Abhjit Mukherjee

SECRETARIAT Shri Alok Chatterjee, Joint Secretary Shri K.P. Singh, Director Shri Ashok Kumar Sahoo, Joint Director Shrimati Niangkhannem Guite, Assistant Director Shrimati Catherine John L., Assistant Director 2. The Chairman of the Committee welcomed all the Members to the meeting. The Committee then took up for consideration its draft Sixty-second report on the subject “Status of Women in Government Employment and in Public Sector Undertakings with regard to the Service Conditions, Protection against exploitation, Incentives and other related Issues”. The Members suggested some changes which were suitably incorporated in the Report. The Committee then adopted the Report. 3. The Committee then authorized the Chairman and in his absence, Shri. Sukhendu Sekhar Roy to present the Report in the Rajya Sabha and Shri. Shailendra Kumar and in his absence, Smt. Meena Singh to lay the same on the Table of the Lok Sabha on Friday, the 30th August, 2013.

4. The meeting adjourned at 3.30 P.M.

29

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