Bar Council of India Removes 107 Fake Advocates from Delhi Roll to Uphold Legal Integrity

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Bar Council of India Removes 107 Fake Advocates from  Delhi Roll to Uphold Legal Integrity The Bar Council of India (BCI) has taken decisive action in a sweeping initiative aimed at maintaining the integrity of the legal profession by removing 107 fake advocates  from the Roll of Advocates in Delhi  between 2019 and October 2024. This step comes as part of the BCI's rigorous verification process to ensure that only qualified, genuinely practising advocates remain in the profession, ultimately upholding public trust in the legal system. Strengthened Verification Framework Under Rule 32 This effort falls under Rule 32 of the Bar Council of India Certificate and Place of Practice (Verification) Rules, 2015 . The BCI  amended Rule 32 on June 23, 2023 , which empowered the BCI to verify, identify, and systematically remove unqualified and fake advocates from the Roll. The rule amendment has made the process of weeding out non-compliant individuals significantly more efficient. Accordi
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Sexual Harassment in the Workplace: Laws, Prevention, and Progress in India

Sexual Harassment at the Workplace: Laws, Prevention, and Progress in India



Introduction


Sexual harassment in the workplace is a pervasive issue that undermines the dignity, safety, and well-being of individuals, particularly women. It encompasses unwelcome behavior of a sexual nature, including but not limited to physical advances, inappropriate remarks, gestures, or any conduct that creates a hostile or intimidating work environment. Recognizing its detrimental impact, laws and measures have been instituted globally to combat this menace, ensuring a safe and inclusive work environment for all.


Laws in India Dealing With Safety at Workplace


In India, the cornerstone legislation addressing sexual harassment at the workplace is the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013. This act mandates the establishment of Internal Complaints Committees (ICCs) in workplaces employing ten or more individuals, tasked with addressing complaints of sexual harassment. It delineates a detailed procedure for filing complaints, conducting inquiries, and prescribing penalties for offenders.


Preventive Measures Need to be Taken


Prevention of sexual harassment demands a multifaceted approach, blending legal frameworks with proactive measures aimed at fostering a culture of respect, equality, and accountability. Education and awareness initiatives play a pivotal role in sensitizing employees and employers about what constitutes harassment, the grievance readdress mechanisms available, and the repercussions of such behavior. Training programs that emphasize gender sensitivity, communication skills, and ethical conduct can help create a conducive work environment.


Protective Measures Need to be Taken


Moreover, proactive measures to establish clear policies and codes of conduct regarding sexual harassment, coupled with regular training sessions, empower employees to recognize, report, and prevent instances of harassment. Encouraging open communication channels, providing support to victims, and ensuring confidentiality in handling complaints are crucial elements in creating a safe and supportive workplace culture.


In this modern era, technological advancements have also led to the introduction of anonymous reporting mechanisms, online training modules, and digital platforms for education and awareness. These tools enable wider reach, accessibility, and real-time reporting, reinforcing the commitment to a harassment-free workplace.


Ratio Decidendi


The Supreme Court of India has played a pivotal role in shaping the legal framework concerning sexual harassment. The landmark judgment in the Vishaka v. State of Rajasthan case (1997) was a watershed moment, laying down guidelines for preventing sexual harassment at workplaces until the enactment of the formal legislation in 2013. The Vishaka judgment provided the foundation for subsequent legal developments, emphasizing the employer's duty to prevent and address sexual harassment effectively.


Conclusion


In conclusion, eradicating sexual harassment in the workplace necessitates a concerted effort involving legal, educational, and cultural interventions. India's legal framework provides a robust foundation, but the onus lies on organizations to proactively implement preventive measures, foster a culture of respect, and empower individuals to report and address incidents of harassment. In this modern age, with evolving technology and awareness, the fight against sexual harassment demands ongoing commitment and adaptation to ensure workplaces remain safe, inclusive, and free from harassment.

Location: Pune, Maharashtra, India

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