services offered
External Consultant / Retainer
Conducting POSH IC quarterly meetings. Specialist advice & recommendations on all POSH matters. Equipping members in handling POSH cases using discussions, role plays and POSH case studies.
Regulatory compliance
Adherence to all statutory compliance under the Prevention Of Sexual Harassment Act. Documentation, records, reports & returns as per the POSH Act. Establishing POSH guidelines and processes to adhere to statutory requirements.
Policy making & Committee (IC) formation
Legally compliant and culture fitted POSH policy making. Formulating Internal Committee (IC) as per POSH guidelines, define POSH IC roles and responsibilities, establishing processes and systems for smooth POSH IC operations.
Committee training & employees awareness
Conducting POSH IC training and skill building programs on specific tasks and duties of the POSH internal complaints committee. Conducting POSH awareness and POSH e-learning sessions for all employees.
Conducting inquiries & conciliation
Resolving disputes associated with the Prevention of Sexual Harassment Act.. Conducting POSH inquiry and POSH conciliation. Liaison with external stakeholders associated with Prevention Of Sexual Harassment at workplace.
MEDIATION SERVICES
Informal method to resolving incidents and disputes associated with the Sexual Harassment at workplace through a collaborative, trusted process that turns conflict into dialogue and consensus.
Legal Representations
Represent management before the Labour court, Civil court and the High court on Prevention Of Sexual Harassment matters. Certain laws laying down judgments have been rendered on the basis of successful arguments by our advocates.
Audit & culture studies
Conducting POSH culture studies, surveys and comprehensive review of the organization’s adherence to POSH guidelines and adherence to POSH policies and systems.
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Successfully completed the webinar "Challenges and opportunities - POSH". Our heartfelt gratitude to Ms. Meenakshi Arora, our customers and all the participants.
#harassment #sexualharassment #workathome #workplacesafety
Join us for @MetisPosh's #Webinar on “The Changing Landscape of Prevention of #SexualHarassment at Workplace” with @NCWIndia Chairperson @sharmarekha
🗓️: Today
⏰: 3 PM
#Webinar on “The Changing Landscape of Prevention of #SexualHarassment at Workplace” by @Metisposh
Highlights from @NCWIndia Chairperson @sharmarekha's address
➡️Homes are the new workplaces, therefore appropriate dress code & professional conduct must be ensured by companies
Come, be a part of “Know your POSH eco-system”, a one-of-a-kind Prevention Of Sexual Harassment (POSH) at Workplace conference. Learn the role of each stakeholder in ensuring a safe workplace.
Register here - https://t.co/awifKzY5Ed
#sexualharassment #harassment #posh
69% of women have been sexualluy harassed in a professional setting
66% of complainants said that the committees did not deal with the complaints fairly
50% of women who experienced sexual harassment leave their jobs or switch careers
60% of victims were not aware of the workplace policies regarding sexual harassment
Mediation
Informal sexual harassment resolution mechanism
Articles & Formats
Sexual Harassment Complaint from a NON-Employee
What happens when a Non-employee (female) complains about our employee (male) on Sexual Harassment at workplace? To give an example – one of the recruiters of a Multinational Company, while conducting a campus recruitment in a premier business school, sexually harassed a woman from the institute. During the process of recruitment, he got hold of Read more about Sexual Harassment Complaint from a NON-Employee[…]
Draft – Annual Report Format
Section 21 (1) requires the Internal Committee or the Local Committee to prepare in each calendar year, an annual report and submit the same to the employer and the District Officer. What to include? Rule 14 says the annual report should include the following details: Number of complaints of sexual harassment received in the year Read more about Draft – Annual Report Format[…]
Drafts – Conciliation Settlement report
Conciliation is an alternative way to resolve a dispute between parties using a mediator. Conciliation can be initiated by the Internal Complaints Committee (ICC) as an option of redressing workplace sexual harassment complaints, only if the aggrieved person requests for the same. Conciliation under POSH Act The ICC before initiating an inquiry under section 11 and Read more about Drafts – Conciliation Settlement report[…]
DRAFTS – “Notice to appear before the IC”
Section 11 of the POSH Act 2013 provides for the procedure to be followed by the POSH Internal Committee for inquiring into sexual harassment complaint where it mentions specifically that both the parties have to be given equal opportunities to make representations against the findings before the committee. On receipt of the written complaint , Read more about DRAFTS – “Notice to appear before the IC”[…]
Work From Home a “workplace”? POSH act talks
The COVID 19 pandemic has changed the way of work across the globe. Many of us in India are still grappling with the new arrangement of Work from Home. Most managements begin to see its benefits of saving time and cost to the organization. So, is it here to last? We never know, it might Read more about Work From Home a “workplace”? POSH act talks[…]
Mediation as an informal redressal process for Sexual Harassment
Today millions of Indian women are joining the workforce and contributing significantly to our economy. It is therefore important that organizations across private & public sectors create an environment where women employees feel safe and comfortable. Workplace harassment is increasingly understood as a violation of women’s rights and a form of violence against women. To Read more about Mediation as an informal redressal process for Sexual Harassment[…]
Characteristics and Types of Sexual Harassment
There is a wide divergence of perceptions in our society as to what words or actions constitute sexual harassment. Due to the complexity of human behavior, it is difficult to pinpoint what exact behavior will be perceived as sexual harassment by an individual. It becomes very difficult to draw a clear line between acceptable and Read more about Characteristics and Types of Sexual Harassment[…]
Essential tips for the ICC while conducting a POSH Inquiry
While handling sexual harassment compliant, an inquiry should be conducted on the principles of natural justice and not as a formality. The Internal Complaints Committee is vested with the powers of a Civil Court and comes with great responsibilities. A wrong decision can destroy the career, reputation and family life of a man/woman if wrongly Read more about Essential tips for the ICC while conducting a POSH Inquiry[…]
Duties of the Internal Complaints Committee
Section 4 of the Prevention and Prohibition of Sexual Harassment of Women at workplace Act provides for the constitution of an ICC or the Internal Complaints Committee. Any organisation that has 10 or more employees need to constitute a Committee to address the complaints related to Sexual harassment. Integrity and impartiality of the ICC is Read more about Duties of the Internal Complaints Committee[…]
Template for registering a sexual harassment complaint
Section 9 of the POSH Act gives details on filing / registering a sexual harassment compliant at Workplace. Excerpts from Section 9 of the Act. – Any employee who faces sexual harassment at workplace can lodge a complaint to the Internal Complaints Committee within a period of 3 months from the date of incident and Read more about Template for registering a sexual harassment complaint[…]