How the same issues determine in other countries?

Australia
The Sex Discrimination Act 1984 defines sexual harassment behavior as "...
undesirable conduct of a sexual nature, in conditions in which a reasonable person,
having regard everyone of the condition's, would have expected that the individual
harassed would be offended, humiliated,threatened or intimidated."

Czech Republic
Unwanted conduct of a sexual nature at the working environment if such lead is
unwelcome, unsatisfactory or annoying, or if it can be legitimately perceived by the
party concerned as a condition for decisions affecting the activity of rights and
obligations ensuring from labor work relations.

Denmark
Sexual harassment is characterized as, when any verbal, non-verbal or physical
activity is utilized to change a victim's sexual status against the will of the victim and
resulting in the victim feeling inferior or harming the victim's dignity or pride. Man
and lady are looked upon as equivalent, and any activity attempting to change the
balance in status with the distinctions in sex as a tool, is additionally inappropriate
sexual harassment behavior. In the working environment, jokes, comments,remarks,
etc., are just considered discriminatory if the employer has stated so in their written
policy. Women are viewed as being responsible for confronting and provocation
harassment themselves, such as by slapping the harasser in the face. Law number
1385 of December 21, 2005 directs regulates this territory area.

France
Article 222-33 of the French Criminal Code depicts sexual harassment the
inappropriate behavior as, "The fact of harassing anyone using orders, threats or
constraint, in order to obtain favors of a sexual nature, by a person abusing the
authority that functions confer on him..." This implies means the harasser must be
somebody with specialist authority on the harassed (fundamentally, there can't be
sexual harassment behavior between colleagues of the similar rank). in any case,
moral harassment provocation happens when a worker is subjected to rehashed acts
(one isnt sufficient )the point or impact of which may bring result in a degradation
(deterioration,weakening) of his conditions of employment that might undermine his
rights and his dignity or nobility, influences his physical or psychological mental
health or jeopardize his expert professional future. Sexual as well as the ethical moral
harassment is perceived by the law.

India
Sexual harassment in India is termed "Eve teasing" and is depicted as: unwelcome
sexual gesture motion or conduct behavior whether straightforwardly or indirectly as
sexually co-loured remarks; physical contact and advances; showing pornography; a
demand or request for sexual favors; and some other unwelcome physical, verbal/non-
verbal lead being sexual in nature. The basic factor is the unwelcomeness of the
conduct, in this way having the effect of such activities on the recipient more
significant rather than intent of the perpetrator. According to India's constitution,
inappropriate behavior like sexual harassment infringes the basic right of a woman to
gender equality under Article 14 of the Constitution of India and her entitlement to
life and live with dignity under Article 21 of the Constitution. Although there is no
particular law against sexual harassment at working environment in India but many
provisions in other legislation secure against sexual harassment at working place, for
example Section 354, IPC manages with assault or criminal force to a woman with
the intent to outrage her modesty, and Section 509, IPC manages deals with word,
gesture or act intended to affront insult the humility modesty of a woman.

(April 2013) New amendments were completed in Indian Penal Code for acts relating
to inappropriate activities like sexual harassment against women. Section
354A, 354B,354C, 354D was recently inserted in Indian penal code, particularly for
the acts which should be treated as sexual harassment.

As indicated to the section 354A, the following activities by a man might be dealt
with as inappropriate behavior against ladies .

Physical contact and advances involving unwelcome and express sexual

overtures; or
demand ask for sexual favours; or
showing pornography,explicit entertainment again as the will of a woman; or
making sexually coloured remarks,

will be dealt with as an offence of sexual harassment on women.

How far the laws on sexual harassment are different and similar applied in the other
countries?

Israel
The 1998 Israeli Sexual Harassment Law translates sexual harassment extensively,
and prohibits the behavior as a unfair discriminatory practice, a restriction of liberty,
an offense to human dignity,an infringement of each individuals right to elementary
respect, and an infringement of the right to privacy and security. Also the law
prohibits intimidation or retaliation that accommodates sexual harassment. According
Kamir 2015 said that, Intimidation or retaliation thus related to sexual harassment are
defined by the law as "prejudicial treatment".

Pakistan
Pakistan has received a Code of Conduct for Gender Justice in the Workplace that will
manage with cases of sexual harassment. The Alliance Against Sexual Harassment At
woeking environment (AASHA) reported they would work with the committee to
establish guidelines for the proceedings. AASHA defines sexual harassment much the
same as it is characterized in the U.S. and other cultures and societies.

Philippines
The Anti-Sexual Harassment Act of 1995 was sanctioned "principally to ensure and
respect the dignity of workers, employees, and applicants for employment as well as
students in educational institutions or training centers. This law, comprising of ten
areas, accommodates an unmistakable meaning of work, education or training-related
sexual harassment and specifies the acts constituting sexual harassment. IIt in like
manner accommodates the obligations and liabilities of the employer in cases of
sexual harassment, and sets punishment for infringement of its provisions
arrangement. It is to be noticed that a victim of sexual harassment isnt barred from
filing a separate and independent action for damages and other relief aside from filing
the charge for sexual harassment."

Poland
There is no special provision in the work law that accommodates for moral or sexual
harassment; be that as it may commonly accepted by the jurisprudence and
acknowledged by the law, that sexual harassment happens when the representative is
subjected to acts of someone else keeping in mind the end goal to acquire favors of a
sexual nature. Moral harassment happens when en worker is subjected to acts which
may bring about in a deterioration of his conditions of employment or undermine his
rights and dignity as well as influences his physical or good well-being. These
definitions are not legitimate ones, but definitions accepted by the law.

Russia
In the Criminal Code, Russian Federation, (CC RF), there exists a law which
precludes use of an office position and material dependence for intimidation of
sexual interactions (Article 118, current CC RF).Be that as it may, as indicated by to
the Moscow Center for Gender Studies, in practice, the courts don't inspect these
issues.

The Daily Telegraph cites a review in which "100 per cent of female expert
professionals [in Russia] said they had been subjected to sexual harassment by their
bosses or managers, 32 per cent said they had engaged in sexual relations with them at
least once and another seven per cent claimed to have been raped or assaulted."
United Kingdom
The Discrimination Act of 1975, was changed to build up inappropriate behavior
sexual harassment as a type of discrimination in 1986. It expresses that harassment
happens where there is undesirable conduct on the ground of a person's sex or
unwanted conduct of a sexual nature and that direct conduct has the reason or impact
of damaging a person's dignity,poise, or of creating an intimidating, hostile,
degrading, humiliating or offensive environment for them. If an employer treats
someone less favorably because they have rejected, or submitted to, either type of
harassment depicted over, this is additionally harassment.

United States
There are various lawful alternatives for a complainant in the U.S.: mediation,
documenting with the EEOC or filing a claim under a state Fair Employment
Practices (FEP) statute (both are for working environment sexual harassment), filing a
common law tort, etc. Not all sexual harassment will be viewed as sufficiently
extreme to form the basis for a legitimate claim. Be that as it may, regularly there are
few sorts of harassing behaviors present, and there is no base level for harassing
conduct under the law.(Boland, 2002) Many more experienced inappropriate behavior
sexual harassment than have a strong lawful body of evidence against the charged.
Along these lines, and the regular preference for settling, few cases ever influence it
to government to court. The section below describes the legitimate definitions that
have been made for sexual harassment in the working environment. Similar
definitions have been made for scholarly environments in the U.S. Department of
Education Sexual Harassment Guidance