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NFHS Oppses Sexual Harassment at Workplace Bill

NHFS/040810/1                                                                              04th August 2010

Bangalore

To,

 

Subject: The highly controversial Sexual Harassment at Workplace Bill will most certainly spawn a new extortion industry in India, and may also hold your organization responsible for violating the Indian Constitution and Supreme Court Vishakha Guidelines

About National Family Harmony Society®: “National Family Harmony Society® NFHS is a Non Governmental Organization (NGO) promoting the cause of “family harmony” and “gender equality”. It is registered under “The Karnataka Societies Registration Act, 1960” and is based in Bangalore. We have branches in more than 16 states and in abroad too. We have approximately 14500 members all over India. To know more about us please visit http://www.family-harmony.org / http://www.498a.org.in.

 

It has come to our notice that an inter-ministerial group has been formed to review the provisions of the draft legislation of Sexual Harassment at Workplace Bill and your Ministry is also part of the same. The objective of this representation is to make the Honorable Minister and members of the Ministry aware of strong concerns and objections of the public and media on the proposed highly controversial Sexual Harassment at Workplace Bill. This representation may also be looked upon as an eye opener that if the various sections of the current bill are enacted, will most certainly lead to the spawning of a dirty extortion industry within various government sectors.

We feel it our social responsibility to present our research results to the GOM on the proposed Sexual Harassment at Workplace Bill. The proposed law although timely and much needed is riddled with many controversial sections and is a totally imbalanced and unjust piece of legislation which in our opinion will do little to alleviate the problem of Sexual harassment, but will in turn start a massive extortion industry in the workplace as has also been rightly pointed out by some media articles. This representation of ours is a humble step in the direction of advising and educating the honorable minister on the severe shortfalls in the current form of this Bill.

 

Constitutional Violations

The Bill was drafted in clear violation of article 15 of the Constitution of India which prohibits discrimination against any citizen on grounds of religion and sex. Article 15(3) of the Constitution, (which is a subsection and BELOW Article 15), does allow the Government to make special provision for women and children, the below points have to be kept in mind and followed accordingly

a) A subsection of an article in a constitution (Article 15(3)) cannot be used to overrule the main article in the constitution (Article 15). Hence laws like Sexual Harassment at Workplace Bill, even if framed under the special provisions for women under article 15(3), cannot be framed by openly discriminating and denying protection to Men, which is prohibited under Article 15, since it is amply clear that both genders can be equal victims of the same crime; many times the perpetrator of the crime being the same gender as the victim, more so when the government has received large number of petitions/objections/suggestions to make it gender neutral. If public opinion of making the law gender neutral is to be finally totally trampled with, then why carry the farce of calling suggestions, in the name of democratic law making, from the citizenry and then discard it.

b) Article 15(3) of the constitution although does allow the government to make special provisions for women, but the same article cannot be used to overlook the fact that women too can be perpetrators of the crime and absolve women from getting prosecuted for committing the same offence. In other words Article 15(3) does not allow women to be exempted for punishment for committing the same crime as men, such as sexual harassment.

Our Constitution nowhere mentions that special provisions for women will be achieved at the cost of deliberate discrimination against men on grounds of gender, which is the essence of the Main Article 15 of the Constitution. Sexual Harassment at Workplace Bill should thus be made GENDER NEUTRAL so that it does not violate Article 15 of the Constitution which prohibits discrimination on grounds of gender. Article 15(3) should not be wrongly interpreted by exempting women from punishment for committing the same crime, as men, of sexual harassment.

 

Role of External NGO who are “Not Accountable“ in the Committees will seriously undermine justice delivery mechanism

The Supreme Court’s Vishakha Guidelines on Sexual Harassment on which this law is supposed to be have been framed and structured, nowhere mentions that a prequalification to be a member of the Sexual harassment Committee is that the person “shall be committed to the cause of women”.

However the law drafters have given a very feministic twist to this whole idea of involvement of ideological social workers from external NGO in Sexual harassment committees which will lead to the creation of a self sustaining financial model for many NGO with little emphasis on delivering justice. A similar proposal of involving social workers and NGO in the investigation process was also floated in the Sexual Assault bill which was immediately turned down by the Ministry of Home affairs (MHA). The MHA cognizant of the same issues that we are stated that the involvement of any social workers in the investigation process will only lead to delay, dilution and distraction of the investigation process. The Home Ministry goes on to further state that there will also be no accountability, continuity or objectivity in the investigation process since these are not government bodies not accountable to anyone at the end of the day.

Instead of appointing people who have demonstrated a track record of high integrity and sound judicial approach, the bill rather intends to appoint people who “shall be committed to the cause of women”. The use the phrase ‘committed to the cause of women in fact finds mention in several places in the draft bill and its connotation only suggests that this will lead to not only inherent bias and prejudice against men in general but also will result in frequent overlooking the merits of the case in order to provide some sort of reward to the woman. Under pressure to demonstrate their commitment to the cause of women it is very likely that these ideologue appointees will pass decisions not based in the merits of the particular case, but under the heavy influence of their own pro women ideologies. This will severely curtail the justice deliverance mechanism which will be reduced to but a farce, along with safeguarding of those women who misuse the law since these ideologues will rarely have the interest to take action in false cases. This will render the misuse clause to a toothless piece of legislation.

Speaking at a seminar organized at Bangalore on 31st July2010 by the Legal and Human Rights Department of the Karnataka Pradesh Congress Committee, Union Minister for Law and Justice M. Veerappa Moily said that only people with “absolute merit, impeccable integrity and respect for inclusive justice” would be able to enter the judiciary once the Bill was passed. He also added that no one with a tainted reputation can become a judge, once the Judicial Standards and Accountability Bill, 2010 comes into force. That means the justice delivering people should be selected based on above grounds and not because they are “committed to the cause of women”. We fail to understand why the norms are thrown to wind when it comes to Sexual Harassment at workplace Bill.

The other serious concern is that NGO and their appointees will have to be paid after getting appointed to the committee even if there are no instances or cases of Sexual Harassment at all. This will lead to the spawning of many Non Governmental Organizations and Social Workers who will compete to enter committees in corporations since entering committees will bring forth healthy financial payouts. Also to justify their presence in committees and to justify the remuneration they receive these heavily motivated social workers may attempt convert cases of minor misunderstandings into cases of sexual harassment cases.

We would also like to bring to your kind attention of a media report published in The Times of India, attached here as Annexure 8, in which Mumbai HC has quashed a case of alleged sexual harassment lodged by a former employee of the consultancy firm, KPMG, against four of her co-employees as it found no substance it the complaint. So in the light of the above facts it is very clear that false cases of Sexual Harassment are already pouring in at a fast rate.

Punishment for misuse is not “Mandatory”, but “Discretionary”

If the statistics from the Indian Government related to section 498A IPC and Domestic Violence legislation is anything to go by it is clear that Indian Gender laws are phenomenally misused in India to achieve ulterior motives. However In section 12(1), the Sexual Harassment at Workplace Bill states that if a complaint is found to be false, the committee “may recommend to the employer or the District Officer to take action against the woman or the person who has made the complaint”. Or in other words, the punishment for making a false Sexual Harassment in not mandatory but discretionary and would depend on the recommendation of members of such NGO who sole selection to the committee was dependent on their level of being “committed to the cause of women”. This will lead to misusers walking scot free in most cases and if at all punishment is recommended it will be nothing more than a rap on the wrist.

 

News of False cases/Misuse will be legally suppressed

Alarmed at the burgeoning reality of the misuse of section 498A IPC and DV act this draft for the Sexual Harassment at Workplace Bill has a unique approach to keeping the false cases under wraps. Special provisions have been made in this bill so the RTI Act cannot be used to unearth cases of false allegations and misuse of this legislation. Only cases which are genuine shall be opened to the media and information seekers. This is another very ingenious attempt to strangle the news of misuse itself since now the public will be exposed only to news of successful cases and stories of false cases will be legally prevented from leaking. This will also give complete deniability since now the Indian government will be able to say that since there is no news of misuse at all in this law and consequently it is a very successful piece of legislation.

It is pertinent to mention here the news report published in the DNA newspaper attached herein as Annexure 7. It is a classic example of how it is easy for women to level baseless charges against her colleagues to settle her personal dispute and use SHWB as a tool to take revenge with ulterior motives. When such false cases are already started mushrooming and it is widely reported in the media also about such false cases then why Government want to keep such false cases outside the purview of RTI and public? All such false cases must be brought to the domain of the public so that in future it will discourage women from filing false cases and using SHWB as a tool of revenge.

We fail to understand the motive to suppress information under RTI Act to the public domain. If the intention of the bill is only to supply information of the true cases and suppress false cases then serious doubts arises about such intention and motives. Herein it is interesting to refer to judgments of the CIC in Appeal No. CIC/WB/A/2009/000777 & Complaint No. CIC/WB/C/2009/00046 dated 31.7.2009 & 17.2.2009 respectively & Appeal No.CIC/WB/A/2009/00010 dated 6.1.2009. The said judgments are annexed here as Annexure 5 and Annexure 6. Where CIC told that sexual harassment allegations are a human rights issue and even the RAW which is exempted from RTI purview u/s 24 of RTI Act, have to provide the report of the internal complaints committee on sexual harassment.

 

Provision of “settlement“ of cases

A “Settlement” in the Indian legal system points towards only one thing. Payment of Money! or face trial in the judiciary where the pendency is so huge that litigants have to go through harassment and torture of never ending trial almost life-long.

Section 8 (1), the draft bill states – “at the request of the aggrieved woman the Committee or the Local Committee, as the case may be, may, before initiating enquiry under this Act, take steps to settle the matter between her and the respondent through conciliation“. A complaint of sexual harassment is a serious complaint, and under no circumstances should the conciliation include any monetary settlements. It is an outrage to the sensibilities of all self respecting men and women that money can be considered as adequate redressal for their loss of dignity. However it seems that such a provision has been specially kept in the draft Bill so that all members of a Committee can earn some money including the complainant, knowingly very well that monetary payments would only render the proposed statute wide open for abuse. This feature of settlement will be abused to extort money from the accused and this would lead to the formation of an industry around this law.

The Sexual Harassment Workplace Bill (SHWB) is a textbook example of how public opinion was trampled by some people with vested interest

The SHWB is recent bill where overwhelming public opinion was ignored by the WCD Ministry. The Sexual Harassment at Workplace Bill was the outcome of an Apex court Judgment in 1997 which was in response to a Writ Petition WP No 666-70 of 1992. It is pertinent to note that laws and opinions of courts change very quickly with time and it is almost 20 years since the WP was originally filed. The condition, motivation and numbers of women in the workforce have swelled massively since 1992 and women now get an equal opportunity in almost all areas of employ either through merit or reservation.

What is Public Opinion about Sexual Harassment at Workplace Bill in 2007?

The Sexual Harassment at Workplace Bill if drafted in the year 1992 might have received major support from the Indian Public to make it a women’s only law and not offer any protection to men from sexual harassment. However public opinion changes with time and our society has undergone massive changes since 1992 when the WP was filed. Public opinion in 2007 states the Sexual Harassment at Workplace Bill must be Gender Neutral. RTI’s provided a clear insight into the government’s law making process and it has been discovered through RTI’s that during the drafting of the Sexual Harassment at Workplace Bill there were innumerable representations from the public seeking to make the bill Gender Neutral. Also there was not a single comment / recommendation received from the public asking for the bill not be made gender neutral. This clearly shows that as of 2007 and the subsequent years the Indian public opinion has shifted and now the Indian citizens want this law to be a gender neutral law. Even Law Commission in its 172nd Report wanted Laws to be made Gender Neutral. Our Hon’ble Law Minister has also committed to our nation to make Laws Gender Neutral

Below are the outrageous reasons that WCD Ministry cites for not making the bill Gender Neutral

 

“The overwhelming nature of sexual harassment is sexual harassment of women on account of their female sex. Harassment of men cannot be put on the same footing character wise or incidence wise. Protection of men is also not the mandate of Ministry of WCD”.

The analysis of the statements of the WCD exposes the extremely poor and downright dubious quality of law drafting in India. Let us look at the grossly uneducated statements of the WCD one by one.

 

1) “The overwhelming nature of sexual harassment is sexual harassment of women on account of their female sex”

 

This is a totally unscientific “assumption” that the WCD makes. Laws are not based on assumptions but on hard facts. The WCD Ministry or the Supreme Court does not have any data to back this argument. Credible research all over the world concludes that men too are increasingly falling victims to sexual assault crimes every year. India does not have a procedure of even tracking sexual harassment crimes committed against men. However in the western world which has tracking systems, sexual harassment complaints from men who have been harassed by women and other men are rising every year.

 

The US, the UK and the whole of European Union all have gender neutral sexual harassment laws

The US Equal Employment Opportunity Commission’s (EEOC) data as shown in Annexure 2 shows that the percentage of complaints from Men increased from 11.6% in FY 1997 to 16% in FY 2009 showing that men are increasingly being victimized. The total number of sexual harassment cases in 2009 has now increased to 12,700 per year. The percentage of men sexually harassed and their numbers (12700) is simply far too high to be ignored. The United States Equal Employment opportunity commission (EEOC) has stated that “sexual harassment filings by men has consistently increased doubling over 15 years“. Consecutively the sexual harassment page of the website of the EEOC categorically states the below statement.

 

 “Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex. “

 

A 2006 government study in the United Kingdom revealed that 2 out of 5 sexual harassment victims in the UK are male, with 8% percent of all sexual harassment complaints to the Equal Opportunities Commission (Britain’s EEOC), coming from men. The UK’s “Equal Opportunities Commission’s Code of Practice on Sex Discrimination” clearly spells out that protection from sexual harassment protection is available for both men and women. The Sexual Harassment at workplace policies prevalent in most of the nations today take cognizance of the facts mentioned above and are gender neutral. According to a report on Sexual harassment at workplace by United Nations Economic Commission of Europe – Austria, Belgium, Cyprus, the Czech Republic, Denmark, Estonia, Finland, France, Germany, Hungary, Ireland, Italy, Lithuania, Luxembourg, Malta, the Netherlands, Poland, Portugal, The Slovak Republic, Slovenia, Spain, Sweden and the United Kingdom have policies for Sexual Harassment that are gender neutral.

 

2) “Harassment of men cannot be put on the same footing character wise or incidence wise”

The WCD ministry must be called upon to explain the meaning of this sentence and on what basis they concluded that the harassment of men is on a lesser footing than women.

  • Does the WCD consider men any less of human beings than women?
  • Is the stigma and suffering of a man any less than women if sexually harassed at workplace?

The comments of WCD are openly violating Article 15 of the Constitution, which prohibits against any discrimination on grounds of sex.

This analogy of the WCD Ministry is totally against the Universal Declaration of Human Rights adopted by the United Nations. The WCD Ministry has no right or mandate to degrade the modesty of men and claim that the modesty of women is far more valuable than the modesty of men and hence idea to protect men can as well be ignored. The time has come when men and women must be afforded equal protection from all crimes in home, office or otherwise.

 

3) “Protection of men is also not the mandate of Ministry of WCD

The above remark exposes the utterly poor quality of gender law making in India. The WCD ministry has clearly trying to incite a gender war by these statements. It is common sense that any law must be drafted by a ministry or a committee which has the mandate to protects all the sects, genders, religions or parties who can or might get affected by the law. Will the Hon’ble Prime Minister allow the drafting of a law concerning Hindus and Muslims by a Ministry that openly claims that it does not have the mandate to protect the Muslims? It is obvious that this law will be end being heavily biased against the Muslims. This is exactly what has happened here if we replace the term Hindus with Females and the term Muslim with males. Then on the same lines the Petroleum ministry or coal ministry must be given the open license to pollute the atmosphere and cause oil spills since they do not have the mandate of protection of the environment. The ministry for commerce will issue wholesale licenses for hunting Indian tigers to extinction because the protection of tigers an endangered species is not their mandate!

Every law and action has a cause and an effect. By creating laws and not bothering about after effects of the same the WCD has demonstrated a fascist law making attitude.

Little or no participation of Indian corporates in law making

A very important pillar of an Equal Opportunity Employment is Equal Protection at the Workplace. However the Sexual harassment at Workplace Bill has completely turned a blind eye towards protection of males from any sort of sexual harassment weather from females or from other males themselves.

  • How many CXO level managers of Indian companies have even heard about this act leave alone to have evaluated how this biased and badly drafted Sexual Harassment at Workplace Bill will affect their businesses?
  • Will the Policy makers of these companies allow the drafting of a law that clearly violates against men in their companies and then claim that they offer equal opportunity employment?
  • Do they know that false allegations from a woman seeking to settle scores can ruin their reputation of some of their best performing employees and also seriously affect the credibility of their organisation?
  • How have the Indian corporates planned to relieve the burden of harassment and ignominy that a male staff member would have to bear if he is falsely accused under this act?

This law also extends to colleges and educational institutions where a false allegation by a woman staff or a disgruntled female student can tarnish the life long image of a male professor.

Has the CII, FICCI, ASSOCHAM or Heads of educational instructions debated on how these one sided gender biased laws can be used to wreck havoc on the credibility and market capitalisation of an organisation if allegations of harassment (even if proven false later) against head honchos are leaked in the media ? Have they evaluated that organisations who compete in the market might also use this act as a weapon against other organisations to destroy the opposite party’s credibility?

 

What is the definition of United Nations of Sexual Harassment? 

The Annexure 9 (Guidelines From United Nations) defines What is Sexual Harassment and Some terminology. It defines Sexual Harassment as:

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

  • Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, or
  • Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such individual, or
  • Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.

From above Guidelines it is very clear that it does not differentiate between MEN or WOMEN.

In the same document some terminologies are defined about Sexual Harassment. They are produced below.

SEXISM is an attitude. It is an attitude of a person of one sex that he or she is superior to a person of the other sex.

For example, a man thinks that women are too emotional. Or a woman thinks that men are chauvinists.

 

SEX DISCRIMINATION is a behavior. It occurs when employment decisions are based on an employees sex or when an employee is treated differently because of his or her sex.

For example, a female supervisor always asks the male employees, in a coed workplace, to move the boxes of computer paper. Or, a male supervisor always asks the female employees, in a coed workplace to plan office parties.

 

SEXUAL HARASSMENT is a behavior. It is defined as unwelcome behavior of a sexual nature.

For example, a man whistles at a woman when she walks by. Or a woman looks a man up and down when he walks towards her.

 

SUBTLE SEXUAL HARASSMENT is a behavior but not a legal term. It is unwelcome behavior of a sexual nature that if allowed to continue could create a QUID PRO QUO and/or a Hostile Work Environment for the recipient.

For example, unwelcome sexual comments, jokes, innuendoes.

QUID PRO QUO HARASSMENT is when employment and/or employment decisions for an employee are based on that employees’s acceptance or rejection of unwelcome sexual behavior.

For example, a supervisor fires an employee because that employee will not go out with him or her.

HOSTILE WORK ENVIRONMENT is a work environment created by unwelcome sexual behavior or behavior directed at an employee because of that employee’s sex that is offensive, hostile and/or intimidating and that adversely affects that employee’s ability to do his or her job.

For example, pervasive unwelcome sexual comments or jokes that continue even though the recipient has indicated that those behaviors are unwelcome.

From above terminologies it is very clear that United Nations has accepted that either of the gender can be victim of the Sexual Harassment. In blatant violations of the guidelines of the United Nations the SHWB projects that only WOMEN can be a victim of the Sexual Harassment.

“National Family Harmony Society®NFHS therefore demands:

a) The Sexual Harassment at Workplace Bill must be reviewed and amended immediately to make it Gender Neutral.

b) Heavy punishment must be given to those who are responsible for ignoring the overwhelming public response and openly discriminating men and violating article 15 of the Constitution of India which prohibits discrimination against any citizen on grounds of religion and sex as well as wrongly interpreting Article 15(3) of the Constitution, by EXEMPTING women from punishment for committing the SAME crime, as Men, of Sexual Harassment.

c) The mandatory inclusion of corporate bodies like FICCI , CII , ASSOCHAM and a corporate committee comprising an equal number of male and female members from the industry so that interests of both genders are kept in mind while drafting laws to truly achieve a equal opportunity workplace.

d) Involving external NGO based on legal knowledge and their background of delivering justice on merits and not merely being women’s rights champions.

e) Allowing the reporting of all cases true or false in the media so that the magnitude of use or misuse can be measured.

f) Provision of any sort of settlement must be removed. The accused must be either punished or the complaint must be deemed as false and action taken against the complainant.

Do NOT Support the Sexual Harassment at Workplace Bill in its present form

It is amply clear from the aforementioned facts that the proposed Sexual Harassment at Workplace Bill is nothing but a an unconstitutional piece of legislation, and wants to create and fund a self sustaining financial payment model for NGOs and to promote a vicious extortion industry under wraps in the Indian Industries, where justice will be “settled” and sold. The Honorable Minister in order to safeguard his/her ministry from assenting and agreeing to such biased and unconstitutional legislation must therefore take immediate steps, by asking clarifications from Ministry of Law and Justice, 4th Floor, A-Wing, Shastri Bhavan, New Delhi – 110 001 and thereby demanding the above modifications to the proposed legislation.

Thanks and Regards,

P Suresh, President,

National Family Harmony Society,

9880141531

 


Annexure

 

Annexure-1: Times of India :  “NGOs want protection of men in sexual harassment bill

http://timesofindia.indiatimes.com/India/NGOs-want-protection-of-men-in-sexual-harassment-bill/articleshow/6181780.cms

Annexure-2 : Hindustan Times: Whose law is it anyway?

http://www.hindustantimes.com/Whose-law-is-it-anyway/Article1-573876.aspx

Annexure -3: Hey! We need harassment protection too, we’re men

http://www.telegraphindia.com/1100729/jsp/nation/story_12744214.jsp

Annexure -4: Bill will bar tainted persons from judiciary: Moily

http://www.thehindu.com/news/national/article544733.ece

Annexure -5: http://cic.gov.in/CIC-Orders/WB-31122009-11.pdf

Annexure -6: http://cic.gov.in/CIC-Orders/WB-02042009-03.pdf

Annexure -7: http://www.dnaindia.com/india/report_lt-gen-nanda-not-guilty-of-molestation_1408588

Annexure -8: http://timesofindia.indiatimes.com/Cities/Mumbai/Bombay_HC_quashes_harassment_case/articleshow/3335605.cms

Annexure – 9: http://www.un.org/womenwatch/osagi/pdf/whatissh.pdf

Sent to:

Sh. N. L. Meena
Additional Secretary and IT Manager.  
Room No. 423-A, 4th Floor ‘A’ wing

Shastri Bhawan, New Delhi-110001.

Sh. Nirmal Singh
Designation: Addl. Govt. Counsel, 
Address :  Room No. 422A,  4th Floor,

“A” wing , Shastri Bhawan, New Delhi-110001

Shri A Raja
Minister of Communications and Information Technology
2nd floor Dak Bhawan
New Delhi 110116

Hon’ble Minister
Ministry of Social Justice and Empowerment
R.No.201 ‘C’ Wing,
Shastri Bhawan,
New Delhi – 110001

The Honorable Minister
Ministry of Defence
South Block
New Delhi – 110 011
India

The Honorable Minister
Dept of Sports
Room No 504, B Wing , Shastri Bhavan
New Delhi – 110 001
India
Hon’ble Minister

Ministry of Health and Family Welfare
Government of India
Nirman Bhavan,
New Delhi – 110011

Hon’ble Minister
Ministry for Railways

Government of India
New Delhi – 110001

Hon’ble Minister
Ministry of Information & Broadcasting,
Room No 560, A Wing Shastri Bhawan,
Dr Rajendra Prasad Road,  New Delhi-110001.
Hon’ble Minister
Ministry of Labour & Employment,
Shram Shakti Bhawan,
Rafi Marg, New Delhi – 110001
Hon’ble Minister
Ministry of Home Affairs, Government of India
North Block, New Delhi – 110001

Hon’ble Minister
Department of Personnel & Training,
North Block,
New Delhi – 110001
Deputy Chairman,
Planning Commission,
Yojana Bhavan,
Sansad Marg,
New Delhi -110001.

Secretary General
FICCI
Federation House
Tansen Marg
New Delhi 110001

Director General
Confederation of Indian Industry
CII Headquarters
Mantosh Sondhi Centre
23 Institutional Area
Lodi Road
New Delhi – 110003

The Associated Chambers of Commerce and Industry of India
ASSOCHAM Corporate Office,
1, Community Centre Zamrudpur
Kailash Colony, New Delhi – 110 048

Honorable Prime Minister of India,

Prime Minister’s Office, Room No: 148 B,

South Block, New Delhi – 110001

Honorable President of India,

President’s Office, Rashtrapati Bhavan,

New Delhi – 110011 

Sh. N. L. Meena
Additional Secretary and IT Manager.  
Room No. 423-A, 4th Floor ‘A’ wing

Shastri Bhawan, New Delhi-110001.

Sh. Nirmal Singh
Designation: Addl. Govt. Counsel, 
Address :  Room No. 422A,  4th Floor,

“A” wing , Shastri Bhawan, New Delhi-110001

Shri A Raja
Minister of Communications and Information Technology
2nd floor Dak Bhawan
New Delhi 110116

Hon’ble Minister
Ministry of Social Justice and Empowerment
R.No.201 ‘C’ Wing,
Shastri Bhawan,
New Delhi – 110001

The Honorable Minister
Ministry of Defence
South Block
New Delhi – 110 011
India

 

The Honorable Minister
Dept of Sports
Room No 504, B Wing , Shastri Bhavan
New Delhi – 110 001
India


Hon’ble Minister

Ministry of Health and Family Welfare
Government of India
Nirman Bhavan,
New Delhi – 110011

Hon’ble Minister
Ministry for Railways

Government of India
New Delhi – 110001

Hon’ble Minister
Ministry of Information & Broadcasting,
Room No 560, A Wing Shastri Bhawan,
Dr Rajendra Prasad Road,  New Delhi-110001.
Hon’ble Minister
Ministry of Labour & Employment,
Shram Shakti Bhawan,
Rafi Marg, New Delhi – 110001


Hon’ble Minister
Ministry of Home Affairs, Government of India
North Block, New Delhi – 110001

Hon’ble Minister
Department of Personnel & Training,
North Block,
New Delhi – 110001


Deputy Chairman,
Planning Commission,
Yojana Bhavan,
Sansad Marg,
New Delhi -110001.

Secretary General
FICCI
Federation House
Tansen Marg
New Delhi 110001

Director General
Confederation of Indian Industry
CII Headquarters
Mantosh Sondhi Centre
23 Institutional Area
Lodi Road
New Delhi – 110003

The Associated Chambers of Commerce and Industry of India
ASSOCHAM Corporate Office,
1, Community Centre Zamrudpur
Kailash Colony, New Delhi – 110 048

Honorable Prime Minister of India,

Prime Minister’s Office, Room No: 148 B,

South Block, New Delhi – 110001

 

Honorable President of India,

President’s Office, Rashtrapati Bhavan,

New Delhi – 110011

Categories: SHWB