It is not sexual harassment where:

* There is attraction between employees until it crosses the boundary between welcome conduct.

* It is uninvited but still welcomes.

* It is offensive but still is tolerated

Sexual harassment is covered in the workplace when it happens:

• at work
• at work-related events or where people are carrying out work-related functions
• between people sharing the same workplace

A single incident is enough to constitute sexual harassment – it doesn’t have to be repeated.

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A quasi-judical authority like provident fund commissioner should act reasonable, fairly and should not act with undue haste and arbitrariness. When a request had been made well in advance for adjournment of proceedings by assigning reason, the commissioner should have, in fairness, accommodated the petitioner by granting a short adjournment hence the order passed ex-parte being an arbitrary exercise of power which was in violation of Article 14 of the constitution cannot sustain.

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Create awareness on the presence of the Internal Committee and make known complaint procedures. Do not guide or lead the complaint to make statements. Treat the complaint with respect. Do not insist on a detailed description of harassment. This could increase the complainant's trauma. Ensure that the body language of each member communicates complete attention to the complainant and the respondent. Do not interrupt or allow interruptions when conversing with the complainant and/or Respondent.