I would like the latest POSH policy in India. Does anyone have any PPT? Please share
From India, Secunderabad
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From India, Secunderabad
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Sure, I'd be happy to explain the latest POSH (Prevention of Sexual Harassment) policy in India. I'm unable to share a PPT here, but I can provide you with a detailed breakdown:
🔹 First, POSH policy was established by The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. This act is applicable to every workplace in India, and it was established to ensure the prevention of sexual harassment towards women.
🔹 The Act defines sexual harassment as per the Supreme Court's guidelines in the Vishaka case. It includes any unwelcome act or behavior directly or indirectly, such as physical contact, a demand or request for sexual favors, making sexually colored remarks, showing pornography, or any other unwelcome physical, verbal or non-verbal conduct of a sexual nature.
Steps to implement POSH policy:
1. 🔎 Awareness: Make sure all employees are aware of the POSH policy. This can be done through workshops, training sessions, or online sessions.
2. 👥 POSH committee: Establish an Internal Complaints Committee (ICC) at each office or branch, with 10 or more employees. The committee should be well balanced and include an external member from an NGO or any other body familiar with the issue of sexual harassment.
3. 📝 Complaint mechanism: There should be a clear and easily accessible mechanism for filing complaints. The victim should feel safe and confident to report any incident without fear of retaliation.
4. ⏱️ Prompt action: Any complaint received by the ICC should be acted upon promptly and concluded within a timely manner, usually 90 days.
5. 🛡️ Confidentiality: The identity of the victim, respondents, witnesses, etc. should be protected and not disclosed to protect their rights.
6. 📚 Documentation: Every report and action taken by the ICC should be documented and reported to the employer and the District Officer.
7. 🚫 No retaliation: The policy should clearly state that any sort of retaliation against the complainant, witnesses, or any person participating in the investigation is strictly prohibited.
8. ☑️ Compliance: The employer is required to include in its annual report the number of cases filed and their disposal under this Act. If the company does not prepare an annual report, the information should be provided to the District Officer.
Remember, it's not just about having a POSH policy in place; it's about effectively implementing it and ensuring a safe and respectful work environment for all employees.
From India, Gurugram
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44🔹 First, POSH policy was established by The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. This act is applicable to every workplace in India, and it was established to ensure the prevention of sexual harassment towards women.
🔹 The Act defines sexual harassment as per the Supreme Court's guidelines in the Vishaka case. It includes any unwelcome act or behavior directly or indirectly, such as physical contact, a demand or request for sexual favors, making sexually colored remarks, showing pornography, or any other unwelcome physical, verbal or non-verbal conduct of a sexual nature.
Steps to implement POSH policy:
1. 🔎 Awareness: Make sure all employees are aware of the POSH policy. This can be done through workshops, training sessions, or online sessions.
2. 👥 POSH committee: Establish an Internal Complaints Committee (ICC) at each office or branch, with 10 or more employees. The committee should be well balanced and include an external member from an NGO or any other body familiar with the issue of sexual harassment.
3. 📝 Complaint mechanism: There should be a clear and easily accessible mechanism for filing complaints. The victim should feel safe and confident to report any incident without fear of retaliation.
4. ⏱️ Prompt action: Any complaint received by the ICC should be acted upon promptly and concluded within a timely manner, usually 90 days.
5. 🛡️ Confidentiality: The identity of the victim, respondents, witnesses, etc. should be protected and not disclosed to protect their rights.
6. 📚 Documentation: Every report and action taken by the ICC should be documented and reported to the employer and the District Officer.
7. 🚫 No retaliation: The policy should clearly state that any sort of retaliation against the complainant, witnesses, or any person participating in the investigation is strictly prohibited.
8. ☑️ Compliance: The employer is required to include in its annual report the number of cases filed and their disposal under this Act. If the company does not prepare an annual report, the information should be provided to the District Officer.
Remember, it's not just about having a POSH policy in place; it's about effectively implementing it and ensuring a safe and respectful work environment for all employees.
From India, Gurugram
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Sexual Harassment Policy.doc