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The workplace is not only a space for professional growth but also an environment where individuals should feel safe, respected, and free from harassment. Employers play a pivotal role in fostering such an atmosphere. This article delves into the responsibilities of employers in preventing sexual harassment at the workplace, emphasizing the importance of policy development, training initiatives, effective complaint mechanisms, and robust support for survivors. Policy Development: The foundation of a harassment-free workplace begins with the establishment of comprehensive policies. Employers bear the responsibility of developing and implementing clear, inclusive, and accessible policies that explicitly define what constitutes sexual harassment, outline reporting procedures, and emphasize the organization's commitment to creating a safe and respectful environment. These policies should be communicated transparently to all employees, setting the tone for a culture of zero tolerance.

Posh Lawyers in Gurgaon The POSH (Prevention of Sexual Harassment) Act 2013   and the existing sections of the Indian Penal Code (IPC) dealing with sexual harassment serve different purposes and have different legal frameworks. Here's a comparative overview of the two: 1. Purpose and Scope: • POSH Act 2013: This Act is specifically designed to address and prevent sexual harassment at workplaces. It defines sexual harassment, mandates the establishment of Internal Complaints Committees (ICCs) in organizations, and provides a structured process for filing and resolving complaints within the workplace. • IPC Sections on Sexual Harassment: The IPC contains various sections that deal with sexual offenses, but they are not specific to workplace harassment. These sections cover a wider range of sexual offenses, including rape (Section 375), outraging the modesty of a woman (Section 354), and others. These sections are applicable in general, non-workplace settings. 2. Applicability

  The POSH (Prevention of Sexual Harassment) Act 2013   and the existing sections of the Indian Penal Code (IPC) dealing with sexual harassment serve different purposes and have different legal frameworks. Here's a comparative overview of the two: 1. Purpose and Scope: • POSH Act 2013: This Act is specifically designed to address and prevent sexual harassment at workplaces. It defines sexual harassment, mandates the establishment of Internal Complaints Committees (ICCs) in organizations, and provides a structured process for filing and resolving complaints within the workplace. • IPC Sections on Sexual Harassment: The IPC contains various sections that deal with sexual offenses, but they are not specific to workplace harassment. These sections cover a wider range of sexual offenses, including rape (Section 375), outraging the modesty of a woman (Section 354), and others. These sections are applicable in general, non-workplace settings. 2. Applicability: • POSH Act 2013: A

We design policy is in accordance with the provisions of The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013. While POSH policy is an employee facing document. The same needs to be supported by a detailed working rules document or Standard Operating Procedure for IC, to ensure smooth and consistent approach to matters at hand. All process in the company have upstream and downstream impact, so does POSH policy and Process. Thus, we help you design the most appropriate upstream and downstream process to ensure smooth functioning. We further, support in developing a governance framework for effective and efficient implementation of the Policy on Prevention of Sexual Harassment. Usually, complainants and respondents reach out their Functional leaders or HR when either encountered with a incident of Sexual harassment or alleged with charges of sexual Harassment. Thus, other than the orientation / training it is important to have a “Playbook” for l

The Protection of Women from Sexual Harassment (POSH) Act, 2013 , primarily aims to prevent and redress sexual harassment of women at the workplace. While the Act is designed to protect the rights and dignity of women who are victims of sexual harassment, it also includes provisions to ensure that the accused individuals are treated fairly and have their rights upheld. Here are some key rights of the accused under the POSH Act: Right to a Fair and Impartial Inquiry:  The accused has the right to a fair and impartial inquiry into the allegations of sexual harassment. The Internal Complaints Committee (ICC) or the Local Complaints Committee (LCC), responsible for conducting the inquiry, must ensure that the process is unbiased and follows the principles of natural justice. Right to Be Informed:   The accused has the right to be informed of the allegations made against them. They should receive a written complaint or notice detailing the charges and any evidence provided by the complainan

The POSH (Prevention of Sexual Harassment) Act 2013 and the existing sections of the Indian Penal Code (IPC) dealing with sexual harassment serve different purposes and have different legal frameworks. Here's a comparative overview of the two: 1. Purpose and Scope: • POSH Act 2013: This Act is specifically designed to address and prevent sexual harassment at workplaces. It defines sexual harassment, mandates the establishment of Internal Complaints Committees (ICCs) in organizations, and provides a structured process for filing and resolving complaints within the workplace. • IPC Sections on Sexual Harassment: The IPC contains various sections that deal with sexual offenses, but they are not specific to workplace harassment. These sections cover a wider range of sexual offenses, including rape (Section 375), outraging the modesty of a woman (Section 354), and others. These sections are applicable in general, non-workplace settings. 2. Applicability: • POSH Act 2013: Appl