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POSH Compliance

The Prevention of Sexual Harassment at Workplace Act in India, often referred to as the "POSH Act," is a legislative framework aimed at addressing and preventing sexual harassment in the workplace. Enacted in 2013, this law was a significant step towards creating a safe and respectful work environment for all employees, irrespective of their gender.Here is a detailed description of the key provisions and components of the Prevention of Sexual Harassment at Workplace Act in India:

Scope: The POSH Act applies to all workplaces in India, including government and private organizations, non-governmental organizations, educational institutions, and even the unorganized sector. It covers both formal and informal work setups.

Definition of Sexual Harassment: The Act defines sexual harassment broadly, encompassing unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that creates an intimidating, hostile, or offensive work environment.

Internal Complaints Committee (ICC): Every organization employing ten or more employees must establish an Internal Complaints Committee. The ICC is responsible for handling complaints of sexual harassment and ensuring a fair and confidential inquiry.

Local Complaints Committee (LCC): In case the workplace has fewer than ten employees, or in organizations not covered under the Act, a Local Complaints Committee will be constituted at the district level to address complaints.

Complaint Mechanism: The POSH Act mandates that employers establish a complaint mechanism that is easily accessible to all employees. It also ensures the confidentiality of the complainant and the accused.

Duty of the Employer: Employers are required to provide a safe working environment and conduct awareness programs to educate employees about their rights and responsibilities. Failure to comply with these obligations can lead to penalties.

Prohibition of Retaliation: The Act explicitly prohibits any form of retaliation or victimization against the complainant. Employers must ensure that the person reporting harassment is protected from any adverse consequences.

Penalties and Redressal: The Act prescribes penalties for non-compliance, including fines and disciplinary actions against the accused. It also empowers the complainant to seek redressal in the form of monetary compensation.

Annual Reports: Employers must submit an annual report on the number of complaints received, cases resolved, and the action taken to the appropriate authorities.

Training and Awareness: The Act emphasizes the importance of organizing workshops, seminars, and training programs to create awareness about sexual harassment and the procedures for filing complaints.

Confidentiality: The POSH Act ensures that the identity of the complainant, the accused, and the details of the proceedings remain confidential, protecting the privacy of those involved.

The Prevention of Sexual Harassment at Workplace Act in India is a crucial piece of legislation aimed at fostering a safe and harassment-free work environment for all employees. It is designed to address the specific needs and challenges associated with preventing sexual harassment, and its strict provisions make it an important tool for promoting gender equality and workplace safety

POSH Compliance

POSH External Member::

Prevention of Sexual Harassment (POSH) Act has the legal framework that aims to prevent and address sexual harassment at the workplace. In this context, an "external member" is someone appointed to an Internal Complaints Committee (ICC) or Local Complaints Committee (LCC) who is not an employee of the organization but is an expert in the field, and they help in addressing and investigating complaints of sexual harassment.  "POSH" might also be an acronym for something else, depending on the specific context.We are authorized to become the POSH External Member, we help to Form the Internal Committee and provide professional advice and recommendations to the internal committee

POSH Policy:

POSH policies refer to guidelines and regulations related to preventing and addressing workplace harassment, including sexual harassment. These policies are implemented to create a safe and respectful work environment for all employees. Key components of POSH policies typically include:

  • Definition of Sexual Harassments
  • Reporting Mechanisms
  • Confidentiality
  • Investigation Process
  • Consequences for Violation
  • Preventive Measures
  • Non- Retaliation
  • Documentation

These policies are essential not only for maintaining a healthy work environment but also for complying with legal requirements in many jurisdictions. Organizations are typically advised to regularly update and communicate these policies to employees and provide training to ensure understanding and compliance.

POSH Awareness Program:

POSH (Prevention of Sexual Harassment) training is crucial in any organization for several reasons:

  • Awareness and Understanding
  • Legal Compliance
  • Creating a Safe Workplace
  • Reducing Liability
  • Promoting Organizational Values
  • Building Trust
  • Empowering Reporting
  • Mitigating Risks and Costs

In summary, POSH training is essential not just for compliance but also for fostering a respectful and inclusive workplace culture. It equips employees with knowledge and tools to prevent and address harassment, ultimately benefiting the organization as a whole.

4. POSH Investigation:

We investigate the cases of alleged sexual harassment by following principles of natural justice and procedural guidelines

POSH Conciliation:

We resolve the dispute through a collaborative, trusted process that turns conflict into dialogue and consensus

POSH Communication:

We communicate the strategies to various groups of employees through mailers, posters, video, podcasts, judgments and role-plays

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