PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Mindhour Partner, Ass.professor/adm. Officer,
Posh Programs; Hr Management Consultants
Use factoHR and automate your HR processes
Mobile-first hire to retire HR and Payroll software that automates all HR operations and works as a catalysts for your organisational growth.
Shrikant_praOrgs employing 10 or more persons should have written prevention policy. Model policies are available on net.
From India, Mumbai
gopinath varahamurthiDear friend,
At present we have to form a complete separate wing to deal harassment cases, woman who are become subjects and get harassed by fellow workers, bosses and other issues...
I am giving the thread to take further course of action : http://indiacode.nic.in/acts-in-pdf/142013.pdf
best of luck..
From India, Arcot
AvikaEvery organization having 10 or more employees (irrespective of Gender) has to comply with the provisions of the law on prevention of sexual harassment at workplace.
The policy has to be made and implemented by the Company. There are few other compliances like training the people, forming an internal committee, etc.
If you need professional help, please feel free to connect.
From India, New Delhi
Kritarth ConsultingDear Guidance-Seekers,
Providing Protection to Woman from Sexual Harassment at Workplace and Creating a Safe and Secure Workplace Environment Where No Woman Shall be Subjected to Sexual Harassment is the Sole Objective/Purpose of the New Law/ Act namely "Sexual Harassment of Woman at Workplace (Prevention, Prohibition & Redressal) Act 2013". Let us all know this Understand this Recognize this Fact / Reality, Once for all Time to come.
Every Workplace in India is covered by the said Act / Law, IRRESPECTIVE of the Number of Persons employed or Engaged at anyWorkplaace, Establishment, Institutions Registered or Not Registered.
A Mindful Careful Reading of the Preamble / Introductory Paragraph, Sentence written in the said Act of 2013 Will Make it categorically and Clearly Clear that all Workplaces including Our Dwelling House is also Covered and thus a Workplace for the Woman engaged by the House-Holder, House Owner, House Occupier of the such a House, Workplace.
Consequently the Occupier of the Household the Workplace for Just One Woman is, Law-Bound to Provide Protection to her (the Woman) from Sexual Harassment and there is NO Exemption, whatsoever.
In case/event, the Woman,under reference, complains of /sumbits her Complaint of Sexual Harassment, the Occupier is Liable Legally Responsible to take Action-Steps including Forwarding her said Complaint to the Local Committee (LC).
Where then,the Laws precribes that the Law/Act shall Apply Only when there is X Number of Woman employed at the said Workplace............Let us All be Crystal Clear about Purpose of this Law/Act 2013 rather than conclude its Validity/Applicabilty based on Any No.
Every Employer Head of the Institution in India is liable / Legally Responsible Accountable to ovey the said SHWW Act 2013 particularly also keeping in mind the Amendment 2013 which Underlines that the Internal Committee or Local Committee has to be Effectively Functional ONLY in case of SH Complaint and has to be Dormant, as it were if there is NO S H Complaint.
Let us all refer to Section-19 of SHWW (P, P & R) Act 2013 to know Clarify whether the Employer should Adopt and Notify a Policy Statement applicable to the workplace. PoSh Policy Notification / Display is express Public, Pronounced commitment to making the Workplace Safe and Secure Workplace, indeed the Best Place to Work, Where No Woman Shall Be Subjected to Sexual Harassment and her Fundamental Right to Life with Dignity, Honour and Equality guaranteed by the Constitution of India is duly Honoured/Acknowledged
Clarification Seekers are still Welcome.
Kritarth Team of Spl Educators Posh Implementation
Kritarth Consulting Private Limited info@ kritarth.in 9560 453 756
29 Sept 2017
From India, Delhi