In the previous segments of this three-part series, we shared with you the general guidelines for conducting an Inquiry and the rights and obligations of the Complainant and the Respondent.In this concluding part, we would like to draw your attention to the non-negotiables during the Inquiry process and leave you with some of the ‘must
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Category: Prevention of Sexual Harassment of Women at the workplace (POSH)
Compliance under Sec.21(1) of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 Are you compliant with the legal requirements under the Sexual Harassment of Women at the Workplace (Prevention, Prohibition and Redressal) Act, 2013? View Annual return submission Format Your annual report needs to be filed today 31st January 2020!
In the first segment of this three-part series, we shared the general guidelines for conducting an Inquiry. This edition will provide a commentary on the rights and obligations of the Complainant and the Respondent. The Inquiry should begin with meeting the Complainant to understand her complaint in toto. It proceeds with informing both the Complainant
We bring to you a three-part series on the nuances of conducting an Inquiry into a sexual harassment complaint. This edition will provide a commentary on the general guidelines. The subsequent editions will provide further insights. The Internal Committee (IC) is bound to make an Inquiry into the complaint of sexual harassment upon receipt of
Under the Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (the “Act”), the Internal Committee (“IC”) is the Redressal Mechanism empowered with the powers of a Civil Court for resolution of sexual harassment complaints. With such enormous powers vested, the biggest challenge before the employer is to nominate Internal Committee members whose responsibility
The purpose of constituting an Internal Committee as envisioned and prescribed per the law on Prevention of Sexual Harassment at Workplace is to create a healthy working environment that enables employees to work without fear or prejudice, gender bias and sexual harassment. The Internal Committee members are responsible and accountable for the role they play.
Over the last couple of years, a significant number of employees have experienced some form of harassment at work, including Sexual Harassment. This was evidenced by the #MeToo movement sweeping social media for a large part of 2019 too. With time it is being increasingly proven that doing only the traditional mandatory sexual harassment training
Today’s global workplaces have undergone a dramatic shift in terms of culture, experiences and expectations. Many Organizations have taken it upon themselves to ensure their workplaces are free from harassment of any form. A pertinent question in this era of global operations then, is about the framing of policies, reporting procedures and redressal mechanisms, which
The Gender Issue The Sexual Harassment at Workplace (Prevention, Prohibition and Redressal Act, 2013 (the “Act”) is a statute aimed at creating a safe and healthy work environment for women. When the Act was brought into effect, organizations started off by aligning with the mandate prescribed under the Act, but over time, many companies evolved
POSH Alert | April 2019 : Flurry of instances of sexual harassment both in India and at a global level
In the last month, the media has reported a flurry of instances of sexual harassment both in India and at a global level. We have seen scores of articles in various media from a cross-section of industries ranging from start-ups to garment industry to large multinationals, schools, universities and colleges, from the US Navy to