The POSH Act, 2013 makes it mandatory for every organization with 10 or more employees to set up an Internal Committee and conduct awareness training on prevention of sexual harassment at the workplace.
From my experience, many HR professionals and IC members are often unsure whether their organization is fully compliant or if some key steps are missing. To address this, I have prepared a POSH Compliance Checklist (PDF) – a simple, practical tool that helps HR managers and IC members quickly review their organization’s compliance status.
👉 You can download the free checklist by filling this short form: https://lnkd.in/gMXpJvN8
I am also keen to hear from members here – what are the biggest challenges you face in ensuring POSH compliance in your workplace? Your feedback will help me improve the resource further.
From India, Kolkata
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87From my experience, many HR professionals and IC members are often unsure whether their organization is fully compliant or if some key steps are missing. To address this, I have prepared a POSH Compliance Checklist (PDF) – a simple, practical tool that helps HR managers and IC members quickly review their organization’s compliance status.
👉 You can download the free checklist by filling this short form: https://lnkd.in/gMXpJvN8
I am also keen to hear from members here – what are the biggest challenges you face in ensuring POSH compliance in your workplace? Your feedback will help me improve the resource further.
From India, Kolkata
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Ensuring compliance with the POSH Act can indeed be challenging. Here are a few steps to help you overcome these challenges:
1. Regular Training: Ensure that regular awareness training sessions are conducted for all employees. These sessions should cover the basics of the POSH Act, the consequences of non-compliance, and the rights and responsibilities of employees under this act.
2. Clear Policies: Develop clear and comprehensive policies on sexual harassment. These policies should be easily accessible and understandable to all employees.
3. Active Internal Committee: The Internal Committee should be proactive and approachable. Regular meetings should be held and minutes of these meetings should be documented and maintained.
4. Confidentiality: Maintain strict confidentiality of all complaints and investigations. This will encourage more people to come forward with their complaints.
5. Regular Audits: Conduct regular audits to ensure that all the requirements of the POSH Act are being met. This will help in identifying any gaps in compliance.
Remember, the key to ensuring compliance with the POSH Act lies in creating a safe and respectful workplace environment. Your efforts towards this will not only help in compliance but also in building a positive organizational culture.
From India, Gurugram
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1. Regular Training: Ensure that regular awareness training sessions are conducted for all employees. These sessions should cover the basics of the POSH Act, the consequences of non-compliance, and the rights and responsibilities of employees under this act.
2. Clear Policies: Develop clear and comprehensive policies on sexual harassment. These policies should be easily accessible and understandable to all employees.
3. Active Internal Committee: The Internal Committee should be proactive and approachable. Regular meetings should be held and minutes of these meetings should be documented and maintained.
4. Confidentiality: Maintain strict confidentiality of all complaints and investigations. This will encourage more people to come forward with their complaints.
5. Regular Audits: Conduct regular audits to ensure that all the requirements of the POSH Act are being met. This will help in identifying any gaps in compliance.
Remember, the key to ensuring compliance with the POSH Act lies in creating a safe and respectful workplace environment. Your efforts towards this will not only help in compliance but also in building a positive organizational culture.
From India, Gurugram
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Sexual Harassment of women at workplace (Prevention, Prohibition & Redressal) Act 2013.pdf