Female MTS on Sunday Security Duty: Addressing Workplace Safety, Departmental Rulings, and Employee Welfare in India’s Postal Services

Female MTS/Postwoman/PA on Duty Alone?

In the Department of Posts, recent discussions on assigning Sunday security duties to female Multi-Tasking Staff (MTS) highlight several critical concerns around employee safety, administrative responsibilities, and the risk of isolation in such tasks. While these roles may seem manageable, assigning female employees to security duty on non-working days raises nuanced questions, especially in cases where only one individual is assigned. This article explores employee perspectives, departmental practices, and relevant government directives, particularly concerning workplace harassment and safety.

Key Concerns for Employee Safety and Welfare
The core of this discussion revolves around the safety risks tied to assigning female employees to solo security duties, especially on Sundays when the office is closed to the public. Concerns have been voiced about the potential vulnerabilities, not only in protecting valuable assets but also regarding the female employee’s personal safety if faced with an emergency alone. The lack of immediate support or security reinforcements intensifies these risks. Additionally, for those working alone, the chance of facing unwelcome advances or harassment is a genuine concern, given the isolated conditions.

Relevant Workplace Harassment Regulations
The DOPT OM No. 11013/7/2016-Estt.A-III, dated December 22, 2016 provides specific guidelines to protect women from harassment. It mandates that no retaliation be directed at the aggrieved woman, especially if she has raised a complaint related to workplace harassment. This guidance serves as a foundational protection, reinforcing the importance of a supportive work environment that does not place women in potentially vulnerable positions. Additionally, the Sexual Harassment Electronic-Box (SHe-Box) system offers female employees a direct means to report incidents of harassment, ensuring greater accountability and responsiveness from the organization. These protections extend beyond mere policy, underscoring a fundamental responsibility to maintain a safe, harassment-free workplace for all employees.

The Authority and Discretion in Duty Assignments
An often-debated issue within departmental operations is the significant discretion exercised by administrative officers in assigning duties, encapsulated in the clause of “any work assigned by the superior.” While flexibility in work allocation is necessary, this authority must be balanced with consideration for employee welfare and security. Instances have been noted where administrative discretion has sometimes led to inappropriate task assignments, raising employee grievances about potential misuse of authority and disregard for safety concerns.

Guidelines on Representations and Channels of Communication
It is important for employees to understand their rights when raising concerns or submitting representations about work assignments. According to DOPT F.No.11013/4/2010-Estt. (A), representations must follow official channels, and employees are limited to two representations on the same issue. Additionally, per DOPT OM No. 11013/08/2013-Estt.A-III, if an appeal or petition cannot be resolved within a month, an interim reply should be sent. Furthermore, submission of representations directly to higher authorities without following proper channels is prohibited as per Rule 3 (1) (iii) of the Central Civil Services (Conduct) Rules, 1964. This guidance maintains order in communication while allowing employees the right to address grievances through structured channels.

Balancing Risk and Responsibility in Duty Assignment
The lack of a direct ruling on assigning female employees to Sunday security duties in isolation doesn’t imply an absence of responsibility. In recent years, regulatory bodies like the Human Rights and Women’s Commissions have actively addressed the safety and harassment concerns of female workers across various sectors. In the case of an incident, the assigning officer could face scrutiny for negligence, highlighting the importance of a balanced, empathetic approach to duty assignments.

Building a Safe and Supportive Workplace
In light of these perspectives and the regulatory framework, the Department of Posts may benefit from explicit guidelines that ensure support, protective measures, and additional security provisions for female employees assigned to isolated security roles. A workplace culture that values employee safety, coupled with policies that consider employee welfare, can prevent undue risk and improve morale. Following these principles not only promotes a safer environment for employees but also builds a more resilient and respectful organizational structure.

Relevant Resources
For further reference on workplace safety, harassment guidelines, and employee welfare regulations, consult:

• DOPT Orders and Office Memorandums on Employee Safety: Department of Personnel and Training
• Ministry of Labour and Employment for Women-Specific Workplace Protections: Ministry of Labour
• SHe-Box Complaint Portal: SHe-Box