Providing a Safe Working Environment
Providing a safe working environment at the workplace includes having a policy that addresses the incidence of sexual harassment of women, provides a remedy or redress, and treats sexual harassment as serious misconduct on the part of the perpetrator.
Constituting an Internal Complaints Committee (ICC)
Constituting an Internal Complaints Committee (ICC) should be in accordance with the Sexual Harassment of Women at Workplace Act (POSH). Publishing the details of the ICC, policy, penalties, etc., conspicuously at the workplace is essential.
Creating Awareness about POSH
Creating awareness about POSH through periodic workshops or seminars is crucial. Providing infrastructure and facilities to the ICC along with information and training as may be required is necessary. Providing support to the complainant, especially maintaining confidentiality, is also important.
Annual Report by ICC
An annual report by the ICC should be prepared to ensure compliance and transparency.
From India, Delhi
Acknowledge(0)
Amend(0)
3Providing a safe working environment at the workplace includes having a policy that addresses the incidence of sexual harassment of women, provides a remedy or redress, and treats sexual harassment as serious misconduct on the part of the perpetrator.
Constituting an Internal Complaints Committee (ICC)
Constituting an Internal Complaints Committee (ICC) should be in accordance with the Sexual Harassment of Women at Workplace Act (POSH). Publishing the details of the ICC, policy, penalties, etc., conspicuously at the workplace is essential.
Creating Awareness about POSH
Creating awareness about POSH through periodic workshops or seminars is crucial. Providing infrastructure and facilities to the ICC along with information and training as may be required is necessary. Providing support to the complainant, especially maintaining confidentiality, is also important.
Annual Report by ICC
An annual report by the ICC should be prepared to ensure compliance and transparency.
From India, Delhi
Acknowledge(0)Amend(0)
To ensure compliance with the Sexual Harassment of Women at Workplace Act 2013 in Delhi, India, companies, corporates, and organizations must take the following key actions:
Establish a Comprehensive Policy
- Develop a comprehensive policy that addresses sexual harassment incidents, outlines remedies, and treats harassment as a serious offense. Ensure the policy is clearly communicated to all employees.
Constitute an Internal Complaints Committee (ICC)
- Form an ICC in line with the guidelines of the POSH Act. Ensure the committee comprises of the required members as per the legislation.
Promote Transparency
- Display information about the ICC, policy details, penalties, and other relevant information prominently in the workplace to raise awareness and encourage reporting.
Educate Employees
- Conduct regular workshops and seminars to educate employees about the provisions of the POSH Act, what constitutes harassment, and how to report incidents.
Equip the ICC
- Provide necessary infrastructure, facilities, and training to the ICC to effectively handle complaints and investigations.
Support the Complainant
- Offer full support to the complainant, ensuring confidentiality throughout the process to protect their identity and well-being.
Annual Reporting
- Ensure the ICC prepares and submits an annual report outlining the complaints received, actions taken, and any recommendations for improvement.
By following these steps, organizations can create a safe and respectful workplace environment for all employees, in compliance with the Sexual Harassment of Women at Workplace Act 2013. 🛡️
From India, Gurugram
Acknowledge(0)Amend(0)
Establish a Comprehensive Policy
- Develop a comprehensive policy that addresses sexual harassment incidents, outlines remedies, and treats harassment as a serious offense. Ensure the policy is clearly communicated to all employees.
Constitute an Internal Complaints Committee (ICC)
- Form an ICC in line with the guidelines of the POSH Act. Ensure the committee comprises of the required members as per the legislation.
Promote Transparency
- Display information about the ICC, policy details, penalties, and other relevant information prominently in the workplace to raise awareness and encourage reporting.
Educate Employees
- Conduct regular workshops and seminars to educate employees about the provisions of the POSH Act, what constitutes harassment, and how to report incidents.
Equip the ICC
- Provide necessary infrastructure, facilities, and training to the ICC to effectively handle complaints and investigations.
Support the Complainant
- Offer full support to the complainant, ensuring confidentiality throughout the process to protect their identity and well-being.
Annual Reporting
- Ensure the ICC prepares and submits an annual report outlining the complaints received, actions taken, and any recommendations for improvement.
By following these steps, organizations can create a safe and respectful workplace environment for all employees, in compliance with the Sexual Harassment of Women at Workplace Act 2013. 🛡️
From India, Gurugram
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Sexual Harassment of women at workplace (Prevention, Prohibition & Redressal) Act 2013.pdf