Posh at Work Places

The Protection of Women from Sexual Harassment (POSH) Act, 2013 , is designed to provide a comprehensive framework for addressing and preventing sexual harassment in the workplace. Under this Act, complainants (usually women who have experienced sexual harassment) are granted several rights to ensure their protection, well-being, and the fair resolution of their complaints. Here are the key rights of complainants under the POSH Act: Right to File a Complaint: Complainants have the fundamental right to file a complaint if they believe they have experienced sexual harassment in the workplace. They can do so regardless of their position or employment status in the organization. Right to Confidentiality: The identity of the complainant must be kept confidential throughout the inquiry process to protect their privacy and prevent victimization or retaliation. Right to Protection: Complainants have the right to protection from victimization or adverse actions as a result of filing a compla

The Protection of Women from Sexual Harassment (POSH) Act, 2013 , primarily aims to prevent and redress sexual harassment of women at the workplace. While the Act is designed to protect the rights and dignity of women who are victims of sexual harassment, it also includes provisions to ensure that the accused individuals are treated fairly and have their rights upheld. Here are some key rights of the accused under the POSH Act: Right to a Fair and Impartial Inquiry:  The accused has the right to a fair and impartial inquiry into the allegations of sexual harassment. The Internal Complaints Committee (ICC) or the Local Complaints Committee (LCC), responsible for conducting the inquiry, must ensure that the process is unbiased and follows the principles of natural justice. Right to Be Informed:  The accused has the right to be informed of the allegations made against them. They should receive a written complaint or notice detailing the charges and any evidence provided by the complainant

The Prevention of Sexual Harassment (POSH) Act 2013 in India and the sexual harassment laws in the United Arab Emirates (UAE) serve similar purposes in addressing and preventing sexual harassment in the workplace. However, there are notable differences in their legal frameworks and application due to the distinct cultural, legal, and regulatory contexts of the two countries. Here's a comparative overview: Prevention of Sexual Harassment (POSH) Act 2013 (India): 1. Scope and Applicability: • The POSH Act applies specifically to workplaces in India, including both public and private sectors, covering employees, interns, and volunteers. • It defines sexual harassment and mandates the establishment of Internal Complaints Committees (ICCs) in organizations to address complaints. 2. Offenses and Definitions: • The Act defines sexual harassment in a comprehensive manner, encompassing various forms of unwelcome behavior, advances, or requests of a sexual nature. • The focus is

  Posh act training To ensure the effective implementation of the Prevention of Sexual Harassment (POSH) Act in the workplace, an employer should take several proactive steps. The POSH Act places a legal responsibility on employers to create a safe and harassment-free work environment for their employees. Here's a comprehensive guide on how an employer can ensure POSH implementation: 1. Create a Comprehensive Policy: • Develop a clear and comprehensive Anti-Sexual Harassment Policy in line with the POSH Act's requirements. This policy should define what constitutes sexual harassment, the procedures for reporting and addressing complaints, and the consequences for those found guilty of harassment. 2. Form Internal Complaints Committee (ICC): • Appoint an Internal Complaints Committee (ICC) as mandated by the POSH Act. The ICC should consist of both internal and external members, including a chairperson, and at least one member from a women's organization or NGO. 3.

  On 17th July 2022, a second-year UG student of a Kolkata-based premier institution in India lodged a complaint to the institution’s ICC against the erstwhile head of the Department of English. With enough ensuing mudslinging on social media platforms, including from the educators toward the student, the area turns from grey to a much darker shade of shame. In such situations, how can implementing PoSH in higher education institutions be taken forward? Post anonymously writing a post on Facebook, the harassment in the post’s comment thread ranged from sexist to casteist attacks against the student as well as prolonged casteist attacks directed towards the educator. Despite existing, why has PoSH turned into a system devoid of hope, leading to an avoidance of lodging complaints to the ICC? Book Appointment -  Best Posh Law Firm in India POSH and the UGC The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, is deemed fundamental for the protectio

Introduction Workplace sexual harassment results from power dynamics between the accused and the victim. Power dynamics exist at every level of the organization. The same applies to the PoSH Committee constituted under the PoSH Act, 2013. This committee is the Internal Complaints Committee (ICC) or the Internal Committee (IC). Power dynamics can often creep into case investigations by the ICC. Thus, it requires the nomination of an external member for PoSH. The external member for PoSH acts as a neutral third party that keeps the bias of the ICC in check. Both the PoSH Act and Rules lay down certain guidelines for the nomination of an external member. Yet, the external member’s duties, roles, and responsibilities remain unclear. But the judiciary has determined the role of the external member for PoSH. Book Appointment -  Best Posh Law Firm in India Provision for an external member for PoSH As per Section 4 of the PoSH Act: A senior female employee should head the PoSH Committee, At le

Introduction In public spaces, especially the workplace, transgender people frequently encounter stigma and discrimination. They often face hostility from others and are pressured to ‘manage’ their gender identities. Such events can trigger a wide range of psychological reactions that can have disastrous effects on a transgender person’s emotional health, level of job satisfaction, and probability to remain with a company. Therefore, it is significant that employers and companies build trans-inclusive workplaces for their transgender employees. The primary reason for addressing this issue is that it is morally appropriate to do so. Every person who is contributing to the success of the company should never have to fear going to work every day. Businesses can lose a lot by not implementing trans-specific policies and procedures, such as through a decrease in turnover, less participation and productivity, and even legal action. The company’s reputation is harmed by discriminatory behavio