Hello Dear Team Members!
I am having some difficulty in formulating the maternity benefit and anti-sexual harassment policy in my company. We want to keep employees covered under these policies; however, we may not be in a position to provide all benefits and security as proposed by the Act. Can you please help me by suggesting the basics that I may implement for these policies? Looking forward to your valued response.
From India, Kolkata
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I am having some difficulty in formulating the maternity benefit and anti-sexual harassment policy in my company. We want to keep employees covered under these policies; however, we may not be in a position to provide all benefits and security as proposed by the Act. Can you please help me by suggesting the basics that I may implement for these policies? Looking forward to your valued response.
From India, Kolkata
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There is no discounting on statutory compliances. It will be perilous to disregard the statutory requirements as it will ultimately prove to be very costly.
Basically, the POSH Act is only procedural, other than the Creche, so you should consider its full implementation. The Maternity Benefit Act of 1961 is a social welfare legislation, and during inspections by the Labour Inspection, this aspect is specifically looked into. Therefore, there is no scope for dilution.
From India, Mumbai
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1656Basically, the POSH Act is only procedural, other than the Creche, so you should consider its full implementation. The Maternity Benefit Act of 1961 is a social welfare legislation, and during inspections by the Labour Inspection, this aspect is specifically looked into. Therefore, there is no scope for dilution.
From India, Mumbai
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