Personality Development and Grooming

Wearing a Suit Jacket (Coat)

Suit Jacket Button Rules

The choice is between one, two or three buttons on the front. The preferred choice

is two buttons on a suit jacket for most men.

• The one-button single-breasted suit jacket: Generally used on a tuxedo.
• These jackets are suited to lean men and worn for black tie events. They are not versatile.
• The two-button single-breasted suit jacket: Is one of the most classic looks in men's fashion. This style of suit looks good on all body types.
• The cut of the suit makes just about every man's frame look longer. Two-button suits are great for both social and business events.
• The three-button single-breasted suit jacket: Because of the arrangement of the buttons – three button suit jackets suit taller men.

Men who like to wear waistcoats will also likely prefer the look of a three-button suit. These are suitable for formal occasions.

A word on the rules of buttoning a single breasted jacket:

• One button: Always closed except when sitting.
• Two buttons: Use the top one and leave the second button undone.
• Three buttons: Button the center and top ones and leave the third button undone.

Never button the bottom button of a suit jacket.

Shirt Sleeve’s Length Compared to Jacket Sleeve Length

A half-inch of linen” is a good, guideline for the relationship between a suit jacket  and the shirt worn under it — about half an inch of the shirt cuff should be visible beyond the jacket cuff.

Women Empowerment

CONSEQUENCES OF FILING FALSE COMPLAINT BY A WOMAN UNDER 

SEXUAL HARASSMENT OF WOMEN AT WORKPLACE (PREVENTION, 

PROHIBITION & REDRESSAL) ACT 2013

The Act, under Section 9, entitles a woman to make a complaint of sexual 

harassment at workplace to the  Complaints Committee, however this 

provision does not give unfettered liberty to women to maliciously make 

false complaints or lead false evidence to settle scores or coerce or 

blackmail or put any undue pressure on male colleagues or seniors.

The act views such complaints very seriously, and if proven false in the 

inquiry conducted by the Complaints Committee, the Committee can 

recommend to the Employer same or harsher punishment which would 

have been recommended for the respondent, if found guilty.

Section 14 of the Act, providing for punishment for false or malicious 

complaint and false evidence reads as follows,

Where the Internal Committee or the Local Committee, as the case may 

be, arrive at the conclusion that the allegation against the respondent is 

malicious or the aggrieved woman or any other person making the 

complaint has made the complaint knowing it to be false or the aggrieved 

woman or any other person making the complaint has produced any 

forged or misleading document, it may recommend to the Employer or the 

District Officer, as the case may be, to take action against the woman or 

the person who has made the complaint under sub section (1) or sub 

section (2) of section 9, as the case may be, in accordance with the service 

rules applicable to her or him or where no such service rules exist, in such 

manner as may be prescribed:

Provided that a mere inability to substantiate a complaint or provide 

adequate proof need not attract action against the complainant under 

this section:    

High Court of Delhi, in Writ Petition 5114/2015, Anita Suresh Vs- Union 

of India & others re emphasized and endorsed the provisions of Section 

14 of the Act.

In the above matter the Court carefully considered the record of inquiry 

proceedings and findings submitted by the Complaints Committee which 

recommended both the complainant (petitioner) and respondent.

The Court held the view that the entire complaint of the petitioner appears 

to be false and has been filed with some ulterior motive.

The Court, therefore dismissed the writ and imposed a penalty of Rs. 

50,000/- upon the petitioner.