Posh Act 2013 Compliance Training
POSH Act Training & Compliance Services – Let Us Together Stop Sexual Harassment At Workplace – POSH Act 2013 In Action
POSH Act Training – POSH Act 2013 Compliance | POSH Training For Employees | POSH Awareness Training
Hosur | Bengaluru | Chennai | Salem | Krishnagiri | Coimbatore and pan India Training.
Conduct POSH Act Training for your employees, set up POSH Internal Committee and become a POSH Compliant Organisation.
Are you looking for a Certified POSH Trainer to conduct POSH Act Training – POSH Act 2013 Awareness Program for your employees? As a POSH certified trainer, I offer comprehensive POSH Training for Employees.
POSH Act Compliance
POSH ACT compliance is mandatory. If you are an organization with ten or more employees, you come under POSH 2013 ACT. Even if there are no women in your organization you still need to comply. Regardless of whether you are a B2C, B2B, manufacturing unit, service provider, school, college, retail outlet, hotel, restaurant, catering service provider everyone comes under the POSH Act 2013 as long as there are ten or more employees in your organization.
Even if there are no sexual harassment related issues in your organization, you must still comply by setting up a POSH Internal Committee and by conducting periodic POSH awareness workshops to your employees.
Offline POSH Awareness Program and POSH Act 2013 Compliance Training Service
Contact us for offline POSH Awareness Program for employees and POSH Compliance training service. We will provide end to end POSH Compliance solutions including helping you set up an internal committee. We can also be one of your external committee members. We serve all over India.
Online POSH Awareness Program and POSH Act 2013 Compliance Training Service
We also offer online POSH Awareness Program for employees and POSH Compliance training service. Get in touch with us for complete POSH Compliance solutions.
Periodic POSH Awareness Refresher Programs
Once you have set up a POSH Internal Committee and conducted POSH awareness programs for your employees, your responsibility does not end there. You must conduct periodic refresher programs for your employees. We will be able to help you with such POSH awareness refresher programs too.
POSH Compliance Best Practices
Once you have successfully set up your Internal Committee, you must display the details of the Internal Committee members along with their contact details in a common place so that it is easily accessible to everyone.
As an employer, it is your responsibility to create a fair and safe working place. We are here to help you through our POSH Training Services.
POSH FAQs
What is the full form of POSH?
Prevention of Sexual Harassment of Women at Workplace. This Act covers Prevention, Prohibition and Redressal.
When was the POSH Act enacted?
The Ministry of Law & Justice has passed the Act on 22nd April 2013. The Rules were passed on 9th December 2013.
What is the purpose of the POSH Act?
To provide a safe and dignified work environment for women by prohibiting sexual harassment at the workplace.
Definitions
What is sexual harassment as defined by the POSH Act?
Any unwelcome act of a sexual nature, whether physical, verbal, or non-verbal, which makes a woman feel uncomfortable, humiliated, or intimidated.
What are the different types of sexual harassment under the POSH Act?
- Physical contact (unwanted touching, kissing, etc.)
- Verbal comments (obscene remarks, sexual innuendos
- Visual harassment (showing sexually suggestive images, gestures, etc.).
- Written (text messages, emails, written notes, etc)
Internal Committee (IC) (Originally, Internal Complaints Committee (ICC))
What is an IC – Internal Committee?
A committee established by every employer with five or more employees to address complaints of sexual harassment.
Who are the members of an IC?
At least half of the members must be women, and one of them must be an external member from a non-governmental organization or someone of good social standing..
Complaint Procedure
How can a woman file a complaint under the POSH Act?
A woman can file a complaint with the IC of her workplace.
What are the steps involved in the complaint procedure?
The ICC conducts an investigation, provides a report, and recommends appropriate action.
What are the possible outcomes of an investigation?
The IC can recommend disciplinary action against the perpetrator, provide counselling to the complainant, or take other appropriate measures.
Rights of the Complainant
What are the rights of a complainant under the POSH Act?
The complainant has the right to confidentiality, protection from retaliation, and a fair and impartial investigation.
Can a complainant be transferred or terminated due to filing a complaint?
No, a complainant cannot be transferred or terminated due to filing a complaint.
Workplace Environment
What are the employer’s obligations under the POSH Act?
The employer must create a safe and respectful workplace environment, conduct awareness training, and establish a grievance redressal mechanism.
Sexual Harassment Prevention
What are some preventive measures that employers can take to prevent sexual harassment?
Implementing clear policies, conducting regular training, creating a culture of respect, and providing accessible complaint mechanisms.
What is the importance of awareness training for employees?
Awareness training helps employees understand the definition of sexual harassment, recognize signs of harassment, and know how to report incidents.
What types of organizations are required to comply with the POSH Act?
All organizations with ten or more employees are required to comply with the POSH Act.
Does the POSH Act apply to government organizations?
Yes, the POSH Act applies to both private and public sector organizations, including government departments and agencies.
Do small businesses with fewer than ten employees need to comply with the POSH Act?
No, small businesses with fewer than ten employees are not required to comply. However, it is still good practice to have internal policies and procedures in place to prevent sexual harassment.
Do foreign companies operating in India need to comply with the POSH Act?
Yes, foreign companies operating in India are subject to Indian laws, including the POSH Act.
Do educational institutions, such as schools and universities, need to comply with the POSH Act?
Yes, educational institutions are required to comply with the POSH Act.
Compliance Obligations
What are the specific compliance obligations of an organization under the POSH Act?
Establish an Internal Committee (IC), conduct awareness training, create a safe and respectful workplace environment, and have a grievance redressal mechanism in place.
Who is responsible for ensuring compliance with the POSH Act within an organization?
The employer is ultimately responsible for ensuring compliance. However, it is often delegated to a designated person or committee.
Can an organization outsource its POSH Act compliance obligations?
While an organization can outsource certain tasks related to POSH compliance, such as training or investigations, the employer remains responsible for overall compliance.
What happens when an organisation with more than 10 employees fails to set up an internal committee?
If an organization with more than 10 employees fails to set up an Internal Complaints Committee (ICC) as required by the POSH Act, 2013, it can face the following consequences:
- Fines: The POSH Act mandates that an organization with more than 10 employees that fails to establish an Internal Committee (IC) can be fined up to Rs. 50,000 and in the second instance it could be doubled in case of repeated offense in addition to the risk of cancellation of business license for regular non-compliance.
- Legal Action: The District Officer can initiate legal proceedings against the organization for violating the Act.
- Damage to Reputation: Failure to comply with the POSH Act can tarnish the organization’s reputation and lead to negative publicity.
- Loss of Trust: Employees and customers may lose trust in the organization if it is perceived as not taking sexual harassment seriously.
It is crucial for organizations to prioritize compliance with the POSH Act and ensure the well-being of their employees. Establishing an IC is a vital step in preventing sexual harassment and providing a safe and respectful work environment.
What happens to organisations with less than 10 employees? Where do the employees complain in case of sexual harassment?
Employees of organizations with fewer than 10 employees can file complaints of sexual harassment with the following authorities:
- District Officer: The District Officer is the designated authority to receive and address complaints under the POSH Act. They have the power to investigate complaints and take appropriate action.
- Local Committee (LC): If a District Officer has not been appointed, employees can file complaints with the Local Committee (LCC. These committees are typically established at the district level and are responsible for handling complaints in areas where there is no specific ICC.
It’s important to note that while these organizations may not be required to establish an ICC, they still have a responsibility to create a safe and respectful workplace environment. If an employee experiences sexual harassment in a smaller organization, they should not hesitate to report the incident to the appropriate authority.