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 harassment by an individual. It becomes very difficult to draw a clear line between acceptable and unacceptable Read more about Characteristics and Types of Sexual Harassment[…]
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[…]
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[…]
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[…]
On the completion of an inquiry under the POSH Act, the Internal Committee needs to report its findings to the employer / the District Officer within a period of 10 days from the date of completion of the inquiry. Here is a Inquiry report format that will assist you in addressing key points while preparing Read more about Inquiry report format on completion of Inquiry[…]
In Latin, “Quid-Pro-Quo” means “Something for something”. In workplace, when employment decisions are based on acceptance or rejection of sexual favour, it is termed as Quid-pro-quo sexual harassment. This has been called out in section 3(2) of 2013 Act related to Prevention, Prohibition and Redressal of Sexual Harassment of women at Workplace. The document contains Read more about Quid-Pro-Quo sexual harassment[…]
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. It is important to understand conciliation and its procedure. The document aims at guiding you Read more about Conciliation procedure for dispute resolution[…]
A role boundary defines the duties, rights and limitations to reduce confusion or misperceptions among those involved. However, when you are a part of ICC at a workplace, sometimes these boundaries seem blurred when you have a larger cause at sight, that of being compassionate towards a victim of sexual harassment. Here is a third Read more about Going beyond boundaries – Internal Complaints Committee[…]
One of the most critical responsibilities of the Employer is to ensure a safe working environment by respecting the dignity and feeling of employees who are working inside the company and also people who come to the workplace to do business. If an employer tolerates or is perceived to be tolerant towards any kind of Read more about Ensure a harassment free workplace with this checklist[…]
We have summarised certain myths surrounding the POSH Act. It will be advisable to consult a specialist if you may any doubts on this sensitive matter. My company has had no instances of sexual harassment cases till now so we need not comply. It is binding on all organisation to comply with the POSH Act Read more about Clearing 10 organisational myths around POSH[…]