Category: PoSH Compliance

According to the Sexual Harassment of Women at Workplace Act, 2013, the Internal Complaints Committees and the Local Complaints Committees, must, prepare a yearly annual report in the form and time prescribed, and submit it to the employer or the District Officer, as may be the case. A brief report of the annual reports is… Continue reading Annual Compliance Report under Sexual Harassment of Women at Workplace Act, 2013

The duties of the employer under the Sexual Harassment of Women at Workplace Act, 2013, go beyond simply constituting an Internal Complaints Committee or conducting employee sensitization sessions. One of the most important duties of the employer is to make sure that not only are the necessary redressal mechanisms in place according to the applicable… Continue reading Legal Obligation of Employer to Display Notices at Offices under POSH Act, 2013

Employers have a duty under the Sexual Harassment of Women at Workplace Act, 2013, to display notices at conspicuous places, which deal with the penal consequences of violating the law, as well as the order for the constitution of an ICC in the organisation. This is a rule that has a huge direct impact on… Continue reading Displaying Notices at Offices under the Sexual Harassment at Workplace Law

Employee sensitization is one of the legally mandated duties off an employer under the Sexual Harassment of Women at Workplace Act. While the law is not very strict with its requirements regarding the same, there are certain practices that are best followed in order to ensure that organisations can efficiently achieve their objectives. A major… Continue reading Who conducts Employee Sensitization in a Company under Sexual Harassment Law at Workplace

The effective implementation of the Sexual Harassment of Women at Workplace Act, 2013 depends on the extent to which the people it seeks to protect, are aware of the same. It is in furtherance of this desired awareness, that sensitization of employees by the employer is one of the duties laid down by the Act.… Continue reading When is Employee Sensitization conducted in a Company under Sexual Harassment Law at Workplace

The Sexual Harassment of Women at Workplace Act, 2013 lays down the employer’s responsibility in carrying out workshops and awareness programs in order to ensure employee sensitization. While it is an essential task that employers are supposed to comply with, a majority of organisations perform this task merely in order to indicate compliance. However, these… Continue reading How is Employee Sensitization conducted in a Company under Sexual Harassment Law at Workplace

The Local Complaints Committee (LCC) is an undeniably vital body as far as the implementation of the Sexual Harassment of Women at Workplace Act goes. While it is mandatory for organisations with ten or more workers to create an Internal Complaints Committee (ICC) to resolve complaints of sexual harassment arising from within the organisation, the… Continue reading Problem Faced by Government in Building Local Complaints Committee

“The head of the HR department used to call me late night and send me inappropriate messages at work.” “My boss complimented me on my nail colour and touched my fingers inappropriately.” Sounds familiar? This is, more or less, how every reported case about sexual harassment at workplace sounds like. “Sexual Harassment at workplace”, is… Continue reading Decoding Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act of 2013

An employer with ten or more workers in his/her organisation is mandated by law to constitute an Internal Complaints Committee in the office for the redressal of complaints of sexual harassment faced by employees. This ensures that employees at established workplaces have the opportunity to approach a competent authority under the Sexual Harassment of Women… Continue reading Impact of not having a Local Complaints Committee constituted under POSH Act, 2013