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Showing posts from October, 2024

How to Conduct an Effective Awareness Program on Sexual Harassment at the Workplace.

An effective awareness program on sexual harassment should begin with a clear definition of what constitutes harassment. Employees must understand not only the obvious forms of harassment, such as physical assault or verbal abuse, but also subtler behaviors like inappropriate comments, gestures, or advances. This comprehensive understanding can help prevent incidents before they occur. The program should be interactive and include real-life case studies that allow employees to identify and discuss potential harassment situations. Role-playing exercises can also help employees practice how to respond to harassment or report it appropriately. This will make them feel more confident in identifying problematic behaviors and taking action. Awareness programs should be conducted regularly and tailored to the specific needs of the workplace. For example, in industries with high turnover rates, it's important to offer refresher training to ensure all employees are up to date on the organi...
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Constitution of the Internal Complaints Committee (ICC) under the POSH Act: Roles, Structure, and Responsibilities

The Prevention of Sexual Harassment ( POSH ) Act, 2013, was enacted to address workplace sexual harassment in India and mandates every organization to establish an Internal Complaints Committee (ICC). The ICC plays a pivotal role in ensuring a safe and harassment-free work environment. Its primary responsibility is to investigate complaints of sexual harassment, ensure a fair inquiry, and recommend appropriate action. In this article, we will explore the structure, composition, and responsibilities of the ICC, along with the legal requirements governing its formation and operation. 1. Legal Mandate for the ICC under the POSH Act Under the POSH Act, every employer is legally required to establish an Internal Complaints Committee (ICC) in the workplace to handle complaints of sexual harassment. This obligation applies to any organization with 10 or more employees. The ICC must be constituted at every branch or office location where the employee headcount meets this threshold. Failure to ...
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Redefining Boundaries: The Impact of Remote Work on POSH Implementation.

The global shift towards remote and hybrid work models, accelerated by the COVID-19 pandemic, has fundamentally altered the landscape of workplace interactions. This transformation has inevitably affected the implementation of the Prevention of Sexual Harassment ( POSH ) Act in India. As the lines between professional and personal spaces blur in virtual environments, organizations face new challenges in ensuring compliance with POSH guidelines and maintaining safe, respectful work cultures. The Changing Nature of Workplace Harassment in Remote Settings New Forms of Harassment The virtual workplace has given rise to novel forms of harassment: 1. Cyber Sexual Harassment: Inappropriate messages, images, or videos shared through digital platforms. 2. Virtual Stalking: Excessive monitoring or unwanted attention through online channels. 3. Zoom-bombing: Intrusion into video calls with offensive content or behavior. 4. Inappropriate Virtual Backgrounds: Use of suggestive or offensive ...
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