Jane Doe is a software developer who is employed at a small boutique software application company. As part of her role, she is usually deployed at client sites ranging from 2 months to 1 year. Currently, her assignment involves working with a large conglomerate interested in FMCG, Technology, Automobiles, etc., who is the company's client she is employed with. Therefore, she performs her job at the client-side (i.e., the conglomerate company).

She has been working there for the past six months, and her performance has been good, but in the last two months, she has found that few of the conglomerate company employees have been hostile and offensive during discussions. She has been made to sit in the office late despite completing her job and filling her timesheet. In fact, on numerous occasions, she has been yelled at. Further, the discussions during the meetings have veered and are covered with innuendos, which she felt unwelcome to be part of. Few of the employees had insisted on taking her out for a private dinner which she declined, and after that, her performance has been rated 'below average. Hence, she reported this to her employer, who has brushed aside her concerns stating that the issue does not concern employees of the software application company in which she is employed and that this may be an excuse for her 'below performance' rating.

In light of the above circumstance, she has approached you for advice on the following:

a. Do the facts and the actions described above constitute harassment? If yes, under which law?

b. To whom can this harassment be reported, and how should such reporting of harassment be dealt with?