Good intent cannot replace good governance. Pallavi Pareek examines how NGOs can connect POSH, accessible reporting, safeguarding and independent oversight without confusing their legal responsibilities.
Category: PoSH Compliance
What it takes to make PoSH compliance work across a large organisation
After more than a decade of working with enterprises, Pallavi sets out an illustrative PoSH operating model: accessible policy, capable committees, coordinated reporting and careful governance across locations.
What should never be automated in workplace misconduct management?
AI can assist with a complaint, a response or a case record without becoming the authority on what happened. Pallavi Pareek examines the boundaries throughout the process, including support bots and both parties’ AI-assisted accounts.
Retaliation During a PoSH Inquiry: Who Reviews Appraisals, Transfers and Reporting Lines?
An appraisal, transfer or reporting-line change during a PoSH inquiry needs an accountable review. This guide separates employer-side safeguards from statutory interim relief and sets out practical checks for conflicts, supporting records and implementation.
A PoSH Inquiry Report Is Not a Meeting Record: How to Write Reasoned Findings
A PoSH inquiry report should explain how the committee assessed each allegation, addressed contrary evidence and reached its findings. This practical guide separates the procedural record from the reasoning and recommendations.
WhatsApp Screenshots in a PoSH Inquiry: What Makes Digital Evidence Reliable?
A practical guide for Internal Committees assessing WhatsApp screenshots: preserve submitted material, examine identity and context, test disputes fairly and explain what the evidence establishes. These are practitioner recommendations, not a compulsory forensic protocol.
When the Complaint Is Against a Senior Leader: Protecting the IC’s Independence
A senior-leader complaint requires a careful forum assessment, a review of conflicts and a practical route for employer support. This guide explains how to protect the IC’s work without giving leadership control over its findings.
Can a PoSH Inquiry Continue After the Respondent Resigns?
A respondent’s resignation raises separate questions about inquiry authority, employment status and available remedies. A practical guide to the checks, records and participation arrangements HR and Internal Committees should consider before deciding the next step.
A Sexual Harassment Disclosure Reaches HR: What Should Happen in the First 24 Hours?
What should HR do when a sexual harassment disclosure arrives? A practical first-day protocol for receiving it, addressing immediate needs, preserving relevant material and confirming an accountable handover. The 24-hour frame is a recommendation, not a statutory deadline.
What If Every State Required PoSH Audits?
A policy thought experiment on what state PoSH reviews should test, protect and correct. Maharashtra’s inspection circular provides a concrete reference without becoming a claim of an all-India audit mandate.
