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
Category: Sexual Harassment
Finding the District Officers under the Sexual Harassment Law at Workplace
One of the very few times that the Government has a direct say regarding issues relating to the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (‘Act‘) is regarding the appointment of the District Officer. While appointing the District Officer is not predicated on him/her possessing certain attributes or qualifications, the… Continue reading Finding the District Officers under the Sexual Harassment Law at Workplace
Know the Local Complaints Committee Members under POSH Act, 2013
The Local Complaints Committee (LCC) is undeniably a vital body as far as the implementation of the Prevention of Sexual Harassment of Women at Workplace Act, 2013 (Act) goes. While it is mandatory for organisations with ten or more workers to create an ICC to resolve complaints of sexual harassment arising from within the organisation,… Continue reading Know the Local Complaints Committee Members under POSH Act, 2013
What every State Govt. should know about constituting Local Complaints Committee
An Internal Complaints Committee (“ICC“) is the first body that aggrieved parties can approach in the event of a complaint filed under the Prevention of Sexual Harassment of Women at Workplace Act, 2013 (“Act“). However, not all organisations are required to constitute an Internal Complaints Committee. In the event that a particular organisation has fewer… Continue reading What every State Govt. should know about constituting Local Complaints Committee
Authorities defined under the Prevention of Sexual Harassment at Workplace Act 2013
The success or failure of a legislation is not decided merely by how airtight the law may look on paper or the intentions with which it has been drafted. Once passed, it is the implementation of the law that decides whether the law has actually achieved all that it aims to or not. The same… Continue reading Authorities defined under the Prevention of Sexual Harassment at Workplace Act 2013
Finding the Right External Member for your Company’s ICC
As mentioned in our last post, the Internal Complaints Committee (ICC) is the first body within an organization that an aggrieved party approaches when they wish to file a complaint of sexual harassment. ICC consists of internal company/organization members and an external member to handle such complaints. External Member for the Company’s ICC It has… Continue reading Finding the Right External Member for your Company’s ICC
Building Internal Complaints Committee (IC) for Handing Sexual Harassment at Workplace
Written by: Rohit Iyengar, Edited by: Ungender Blog Team The Internal Complaints Committee (ICC) is an extremely vital body which is required to be constituted by organizations and employers when they have more than 10 employees working in a workplace. This has been a compulsory obligation under the Sexual Harassment of Women at Workplace (Prevention,… Continue reading Building Internal Complaints Committee (IC) for Handing Sexual Harassment at Workplace
How have Sexual Harassment at Workplace laws shaped up across the world
If one were tasked with tracing the term “Sexual Harassment” the results would certainly be curious. While its origin remains uncertain at best, pragmatism renders the question largely unimportant. What enrages people is that it exists, that it is a very real problem and that it could happen at any time, anywhere and with anyone.… Continue reading How have Sexual Harassment at Workplace laws shaped up across the world
What can the management of a company do for an effective implementation of POSH Act, 2013
With time, there has been growing acceptance of the fact that inclusive workplaces positively impact a company and help it realise its growth potential. Gender diversity and inclusivity at the workplace are not merely theoretical concepts or a social responsibility. It is now a proven fact that the positive consequences of an inclusive workforce, are… Continue reading What can the management of a company do for an effective implementation of POSH Act, 2013
Indian Courts on ICC members’ selection & qualification as per POSH Act 2013
Under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act, 2013), Internal Complaints Committee (ICC) is the focal point for redressal of sexual harassment complaints by employees. Thus, it is vital that the ICC constituted which is just and impartial in the inquiries it undertakes, and has the requisite… Continue reading Indian Courts on ICC members’ selection & qualification as per POSH Act 2013
