Sexual harassment includes any one or more of the following unwelcome acts or behaviour (whether directly or by implication) namely

• Physical contact and advances; or
• A demand or request for sexual favours, such as seeking sexual favours or advances in exchange for work benefits or refusal to comply with a ‘request’ is met with retaliatory action such as dismissal, demotion, difficult work conditions;or
• Sexually coloured remarks; or
• showing pornography; or
• Entry into a private place marked for woman, with the intent to commit mischief and harassment; or
• Taking photographs of aggrieved woman without permission and converting it into pornographic material and/or circulating the same by means of electronic media; or
• any other unwelcomed physical, verbal or non-verbal conduct of sexual nature; including eve-teasing, gender based insults or sexist remarks, unwelcome sexual overtone in any manner, like obnoxious telephone calls, touching or brushing against any part of the body,displaying pornographic or other offensive or derogatory pictures, cartoons, pamphlets or sayings, forcible physical touch or molestation.

The following circumstances, among other circumstances, if it occurs or is present in relation to or connected with any act or behavior of sexual harassment may amount to sexual harassment:

• Implied or explicit promise of preferential treatment in her employment, or
• Implied or explicit threat of detrimental treatment in her employment;
• Implied or explicit threat about her present or future employment status; or
• Interference with her work or creating an intimidating or offensive or hostile work environment for her; or
• Humiliating treatment likely to affect her health or safety. Sexual harassment shall also include such unwelcome sexually determined behaviour by any person either individually or in association with other persons or by any person in authority whether directly or by implication which amounts to offence defined in the Indian Penal Code.
• IF YOU ARE BEING HARASSED:
• Keep a record of incidents (dates, times, locations, possible witness, what happened, your response). It is not mandatory to have a record of events to file a Complaint, but a record can strengthen your case and helps you remember the details over time, in case the Complaint is not filed immediately.
• May try telling the harasser that his behaviour is unwelcome and ask him to stop.
• File a Complaint as soon as possible and, report the abuse to the Internal Complaints Committee formed for this purpose.