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Each state government has specified various academic authorities that have laid down the curriculum and evaluation procedures. These could be the State Council of Educational Research and Training (SCERT) or other academic institutions of the state.For example, the Delhi SCERT and the Uttarakhand SCERT are responsible for the curriculum in their respective states. The stateRead more

Norms and Standards to be followed by schools The right to education law prescribes that the Pupil-Teacher Ratio should be maintained at 30:1 for first class to fifth class and 35:1 for sixth class to eighth class.1 It also provides that there should be2: At least one classroom for every teacher Separate toilets for boysRead more

No child can be denied admission to a school1, irrespective of the time in the academic year in which admission is sought. Ideally, all children should be enrolled in school at the beginning of the academic session. However, schools may need to be flexible to allow admission at any time during the session. Special TrainingRead more

The schools given below have the responsibility to make provisions for free and compulsory elementary education of children. Schools established, owned or controlled by the government or a local authority Such schools have a responsibility to provide free and compulsory education to all children admitted. For example, schools run by the New Delhi Municipality CouncilRead more

All children between the ages of 6 to 14 years can get education from schools, free of cost,  from the 1st standard (first class) till the 8th standard (eighth class). Approach the Neighbourhood Schools Children can attend classes in neighbourhood schools. These neighbourhood schools are schools established within a walking distance of: one kilometre fromRead more

The Right to Education is a fundamental right guaranteed under Article 21A of the Constitution of India, 1950. 1 The law guaranteeing the right to education is known as the Right of Children to Free and Compulsory Education Act, 2009. Every child between the age of 6 to 14 years, that belong to disadvantaged groupsRead more

LGBTQ+ persons may face harassment or discrimination by medical personnel like doctors, nurses, psychologists, psychiatrists, etc. For example, some hospitals may deny  treatment for a Sexually Transmitted Infection (STI) because of a persons sexual orientation or gender identity, i.e, if they are a gay, bisexual, etc. In such cases, a person can take appropriate actionRead more

Trigger Warning: The following content contains information on mental health issues which some readers may find disturbing. Not being a straight person/cisgendered is not grounds for being diagnosed with a mental disorder. This means merely being a LGBTQ+ person does not make someone mentally ill.1 However, when a person experience significant distress due to theRead more

Trigger Warning: The following content contains information on sexual health issues which some readers may find disturbing. A person may be at risk of contracting Sexually Transmitted Infections/Diseases (STI/STD) like gonorrhea, syphilis, AIDS, etc., if they are sexually active. The risk of contraction may be higher if a person fall into certain categories. For example,Read more

When a person goes for any surgery including GAT or corrective surgery, remember that it cannot be done without their written consent. The age of consent for medical procedures is 18 years1, and  consent given by a person of unsound mind or a child below 12 years is not valid. 2 No one including hospitals,Read more

Typically, those who do not identify with the gender assigned to them at birth may want to go through surgeries to align more strongly with their chosen gender. However, a person does not have to go through any surgeries to be given recognition with their self-identified gender. 1. In this regard, given below are twoRead more

LGBTQ+ persons might have healthcare needs that are specific and unique to their experiences. Some of the common healthcare issues are:  Mental health issues Sexual health issues Physical issues with respect to gender-altering surgeries There may also be a social bias present, which may make accessing adequate healthcare difficult. For example, a therapist may refuseRead more

Sexual harassment can happen to you in these workplaces: Government based organizations: Any establishment, such as offices, branches, undertakings, etc.that is owned, controlled, established or financed wholly or substantially by the government, local authority or a cooperative society.  Private sector based organizations: Any private establishment, such as non-governmental organizations, ventures, societies, trusts, etc., carrying onRead more

If you are a working woman in any capacity as given under, you will be protected from being subjected to sexual harassment at the workplace no matter the terms or conditions of employment, where they are employed or if they are simply visiting a place of work1. Section 2(a), Sexual Harassment of Women at WorkplaceRead more

You also have an option to file a criminal complaint if you are being sexually harassed at work. A Criminal Complaint, if proved, will put your harasser in jail. Criminal law in India makes the following acts illegal, allowing you to approach the police by filing an FIR or making a private complaint to theRead more

Any woman (student, teaching, non-teaching staff) of any age at a University campus can file a complaint of sexual harassment. Apart from workplaces, Universities also must work to prevent sexual harassment. Colleges are required by law to have 1: Align their sexual harassment rules to the Indian law on sexual harassmentTreat claims of sexual harassmentRead more

If you belong to an unorganised sector or a small establishment that does not have an Internal Complaints Committee, you can approach the Local Complaints Committee that has been set up by the District Officer. The Local Committee accepts complaints from1: Women working in an organisation having less than 10 employeesDomestic workersWhen the complaint is againstRead more

Workplaces with more than 10 employees are required to set up a committee that specifically handles cases of Sexual Harassment. This is known as the Internal Committee. It must have1. The Internal Committee has to follow the regulations for taking complaints and making inquiries in a reasonable amount of time. The company or institution hasRead more

Under the law, an employer has to take certain steps to create a safe work environment for women. Women in the workplace should feel safe from sexual harassment from co-workers as well as others who might just be visiting the workplace. It’s important for employers to display the sexual harassment policy of the company whereRead more

False complaints made on purpose or fake documents given to the committee are taken very seriously. If a victim or someone acting for them does either of these things, they could be punished based on the service rules of the workplace. If there are no service rules, the action taken against them can be decidedRead more

The law does not have a single punishment for all cases of Sexual Harassment at the workplace. Instead, the Committee investigating will recommend that the victim‘s employer act according to the service rules of their workplace, if it has them1. If you have an employee handbook, please refer to that to see how your employerRead more

The amount of money that victims will receive as compensation is based on the following things1: Mental trauma and distress caused to the victim Lost job opportunities because of the sexual harassment Medical treatment (physical or psychiatric) that the victim needs The victim’s income and general financial status. The Committee can decide whether this moneyRead more

If you do not want to take care of your sexual harassment claim through a formal complaint with the Internal Committee, then you can ask the Committee to help settle the matter through Conciliation1. Conciliation is a mutual agreement between the victim and the accused person to settle the problem between themselves, peacefully. Only theRead more

Both the victim and the accused have the right to appeal the decision of the Internal or Local Committee. They should appeal within 90 days of the decision of the Committee1. For example, cases could be appealed when the Committee decides that: There has been no sexual harassment2 The offender should be let off orRead more

The law takes into account that you may not be able to make a complaint of sexual harassment due to certain physical or mental issues. To facilitate justice, the law allows others to complain on your behalf. If you are unable to file a complaint by yourself because of a physical issue, a complaint canRead more

As a victim, you have a right to keep your complaint and the things that happen after it private. The law guarantees that the following information is private1: Your identity and address The identity and address of the person you accused, as well as the witnesses Information about the conciliation (see what this means inRead more

If you are sexually harassed at work and have filed a complaint, usually an Internal Committee will look into your case. While they are doing this, your employer cannot force you to keep working or take away any leave you are owed. You can use your leave and even ask the Committee for more. YourRead more

Both in urban and rural areas, if the officers of the Municipality or the Panchayat believe that manual scavenging may be taking place in their area of control, they have to do a survey and create a list of manual scavengers. The Municipality and the Panchayat have a duty to rehabilitate the people included inRead more

If you notice or are made aware of instances where laws for safai karamcharis are not followed, you can file a complaint to the National Commission for Safai Karamcharis (NCSK). You can visit their website complaint section here. This Commission will inquire into the complaints and report them to the officers of the Municipalities andRead more

No, it is illegal to employ someone as a manual scavenger in India. It is also unlawful for anyone (including municipalities and panchayats) to employ any person for the cleaning of a sewer or a septic tank without the necessary protective gear. People who do so face the following repercussions. Employing someone as a manualRead more

The person who occupies the property on which an ‘insanitary latrine’ exists has to demolish or convert it. If more than one person owns the property on which the insanitary latrine is built, the costs have to be paid by the owner (if they are one of the occupiers) or equally by all of them.Read more

It is unlawful and an offence under the Manual Scavengers and Their Rehabilitation Act, 2013 for any person, municipality, panchayat or agency to build an insanitary latrine that requires human waste to be removed manually by a person before the waste has properly decomposed. Local authorities must carry out a survey of insanitary latrines inRead more

Any person who has been employed to handle undecomposed human waste from an insanitary latrine, open drain or pit or railway track is a manual scavenger. The person could have been employed by anyone – say someone from their village or by an agency or contractor. It does not matter if they were given regularRead more

Victims of sexual harassment are entitled to specific kinds of remedies that can safeguard their work environment, and make it more comfortable for them to continue working. If you are a victim of sexual harassment you can write to the Complaints Committee to ask them to make your place of work safer by1: Stopping theRead more

The law has provided a detailed mechanism for filing complaints related to sexual harassment at the workplace. If you have been sexually harassed at the workplace, follow the steps given below to file a complaint for sexual harassment against your harasser. In Writing1 Draft a complaintMake six copies of the complaintSubmit any supporting documents withRead more