Thread Started by #pawan-adhana

Dear sir,
Myself being an upcoming labour law consultant including area of work mostly comprising of Industry and Factories.
i would like your expertise if possible in this regard.
Thanks & Regards
Pawan Kumar Adhana
Advocate
31st December 2018 From India, New Delhi
You may p,ease begin with Asking/Advising the Head of the Institution ( this case an Educational Institution0 to Implement all the Provisions of the "Sexual Harassment of Women at Workplace ( Prevention, Prohibition & Redressal) Act 2013 and the Rules framed thereunder which apply to / cover /gover Every Employer of Every Workplace in India and there is No Exemption or Immunity.
Immediate Action-Steps include:
1. Constituting the Internal Committee with Min 4 Members as prescribed, at for
Each of the School Premises under Section- 4;
2. Discharging "Duties of Employer" under Section-19 Which include
i) Organizing Mandatory Awareness Programs/Workshops for all Employees
(Teaching+Non-Teaching Staff + those engaged thru Contractors); and

ii) Organizing Mandatory Twin Programs for the Internal Committee Members
namely a) Orientation Programs; and b) Capacity & Skills Building Programs
Orientation Program Educate/Inform/Orient the IC Members in their 25 Legal Duties envisaged under the said Act 2013; Whereas Capcity & Skills Building Programs Educate the IC Members on HOW to Discharge their 25 Tasks, faithfully and properly, in Spirit and Letter of the Laws.
3. Advise the Presiding Officer of each of the Internal Committee to prepare to File
the Mandatory "Annual Report" for the Calendar year 2018 before the respective
District Officer so designated under Section-21; ( and for preceding
Calendar Years if not Filed earlier by default); and
4. Advise the Head of Institution to File Annual Report under Section-22.
Kritarth Team of Spl Eduactors PoSH Programs,
31 Dec 2018.
31st December 2018 From India, Delhi
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