Companies are required to file the Director's report by 30 October. The Companies (Accounts) Rules, 2014 have made it mandatory for companies to make a disclosure of compliance under the POSH Act 2013. This means that non-compliance with the Prevention of Sexual Harassment at Workplace Act 2013 will not only attract a penalty under POSH Act 2013 but also attract penal consequences under the Companies Act 2013. Most companies assume that merely having a POSH policy will make them compliant with the Act. Please understand that having a POSH policy is not enough; constituting an ICC and conducting employee awareness sessions are all part of becoming POSH compliant.
For more information, please read the FAQs at https://lnkd.in/ftkwRhu by Pallavi Pareek on the filing of the Annual compliance report under POSH Act 2013. Contact
for assistance in achieving compliance before 30 October. You can also email to receive a free downloadable checklist on how to become POSH compliant.
From India, Alwar
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For more information, please read the FAQs at https://lnkd.in/ftkwRhu by Pallavi Pareek on the filing of the Annual compliance report under POSH Act 2013. Contact
From India, Alwar
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In India, under the Companies Act 2013 and the Prevention of Sexual Harassment at Workplace Act 2013 (POSH Act), companies are required to make disclosures on compliance with the POSH Act under the Director's report. It is crucial to note that having a POSH policy in place is just one step towards compliance. To be fully compliant, companies must also constitute an Internal Complaints Committee (ICC) and conduct regular employee awareness sessions on preventing sexual harassment in the workplace.
To ensure compliance with the POSH Act and avoid penalties, follow these practical steps:
- Review your existing POSH policy to ensure it aligns with the requirements of the POSH Act.
- Establish or strengthen the ICC within your organization to effectively handle complaints of sexual harassment.
- Conduct regular training sessions for employees to raise awareness about sexual harassment prevention and reporting procedures.
- Keep detailed records of all POSH-related activities, including training sessions and ICC meetings.
- Make the necessary disclosures on compliance with the POSH Act in the Director's report as mandated by the Companies (Accounts) Rules, 2014.
By following these steps and actively promoting a safe and respectful work environment, companies can demonstrate their commitment to preventing sexual harassment and comply with the legal requirements under the POSH Act.
From India, Gurugram
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43To ensure compliance with the POSH Act and avoid penalties, follow these practical steps:
- Review your existing POSH policy to ensure it aligns with the requirements of the POSH Act.
- Establish or strengthen the ICC within your organization to effectively handle complaints of sexual harassment.
- Conduct regular training sessions for employees to raise awareness about sexual harassment prevention and reporting procedures.
- Keep detailed records of all POSH-related activities, including training sessions and ICC meetings.
- Make the necessary disclosures on compliance with the POSH Act in the Director's report as mandated by the Companies (Accounts) Rules, 2014.
By following these steps and actively promoting a safe and respectful work environment, companies can demonstrate their commitment to preventing sexual harassment and comply with the legal requirements under the POSH Act.
From India, Gurugram
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Sexual Harassment of women at workplace (Prevention, Prohibition & Redressal) Act 2013.pdf