We are planning to implement the guidelines for POSH (Prevention of Sexual Harassment) in our organization. We have constituted our Internal committee for the same , but we came to know that One member in the committee should be an external person , form any NGO dealing with women or from legal background . if any body help us on being a part of our ICC team , who can also provide us legal guidance on the aspect of POSH , please let me know.
Also I would Like to know, to which Government Authority we are supposed to be answerable regarding POSH.
From India, Calcutta
1Also I would Like to know, to which Government Authority we are supposed to be answerable regarding POSH.
From India, Calcutta
Hi Chumki,
You may have some assistance in this link -
https://www.citehr.com/513097-preven...-download.html.
Also see other links appearing on the right side of your screen.
From India, Bangalore
You may have some assistance in this link -
https://www.citehr.com/513097-preven...-download.html.
Also see other links appearing on the right side of your screen.
From India, Bangalore
Kritarth Team of Spl Educators and Serving Member (External) (under Section04) of SHWW (P,P& R) Act 2013 on many Internal Committee PAN India ( on 70 + Internal Committee)
Povide / Offer Highly Specialized Service and Help Employers in Discharging
1. Duties of Employer" as Listed under Section-19 of SHWW Act 2013; and
2. Guide/Aisst Employers in Constituting Internal Committee in Every Workplace; and
3. Draft PoSH Policy along with Draft of Nomination Letters to be issued to the Presiding Officer
and each Mmber of the Internal Committee; and
4. Conduct the Mandatory Twin Programs for the IC Members namely i) Orentation Program and
ii) Capacity & Skills Building Program and create Records of Action-Taken for usage in Filing
Annual Report under Signature of the IC Presiding Officer for each Calendar year beginning
2013 onwards; and
5. Conducting Mandatory Awareness Programs for Employees at regular intervals; and creat
Records thereof ; and inter alia
6 Assist the IC Presiding Officer in preparing & Filing her Annual Report (under Section-21 & 22
of SHWW Act 2013 before the District Officer for Calendar Year 20118 which is ending on 31
Dec 2018;
During the Twin Programs for the IC Members , we "Educate" them about their 25 Legal Duties, Responsibilities and Role and also Train/Educate them on HOW to Discharge their Duties, faithfdulluy and properly.
We Make the IC Members realize that the IC is an Independent Legal Entity not Reporting or Supervised by Employer or Management and they are Accountable /liable to the Constitution of India and the Applicable Laws.
Kritarth Team of Spl Educators make Employees and Employers /management understand that Sexual Harassment of Women at Workplace is Not Simply/Just an Act of Misconduct as per the Service Rules or Standing Orders applicable but is to Be Treated as Violation of the Fundamental Rights of Women (Articles 14, 19, 21 etc) and also Violation of Intl Convention of Elimination of All Forms of Discrimination which was Ratified by Indian Sovereign in 1993.
We also Provide Written Guidelines for Effective Functioning of the IC Members and HODs.
Any Employer, Management, Head-HR or Head of Institution IS Welcome to Engage Kritarth Team for Implementation.
Kritarth Team
26 Dec 2018,
From India, Delhi
Povide / Offer Highly Specialized Service and Help Employers in Discharging
1. Duties of Employer" as Listed under Section-19 of SHWW Act 2013; and
2. Guide/Aisst Employers in Constituting Internal Committee in Every Workplace; and
3. Draft PoSH Policy along with Draft of Nomination Letters to be issued to the Presiding Officer
and each Mmber of the Internal Committee; and
4. Conduct the Mandatory Twin Programs for the IC Members namely i) Orentation Program and
ii) Capacity & Skills Building Program and create Records of Action-Taken for usage in Filing
Annual Report under Signature of the IC Presiding Officer for each Calendar year beginning
2013 onwards; and
5. Conducting Mandatory Awareness Programs for Employees at regular intervals; and creat
Records thereof ; and inter alia
6 Assist the IC Presiding Officer in preparing & Filing her Annual Report (under Section-21 & 22
of SHWW Act 2013 before the District Officer for Calendar Year 20118 which is ending on 31
Dec 2018;
During the Twin Programs for the IC Members , we "Educate" them about their 25 Legal Duties, Responsibilities and Role and also Train/Educate them on HOW to Discharge their Duties, faithfdulluy and properly.
We Make the IC Members realize that the IC is an Independent Legal Entity not Reporting or Supervised by Employer or Management and they are Accountable /liable to the Constitution of India and the Applicable Laws.
Kritarth Team of Spl Educators make Employees and Employers /management understand that Sexual Harassment of Women at Workplace is Not Simply/Just an Act of Misconduct as per the Service Rules or Standing Orders applicable but is to Be Treated as Violation of the Fundamental Rights of Women (Articles 14, 19, 21 etc) and also Violation of Intl Convention of Elimination of All Forms of Discrimination which was Ratified by Indian Sovereign in 1993.
We also Provide Written Guidelines for Effective Functioning of the IC Members and HODs.
Any Employer, Management, Head-HR or Head of Institution IS Welcome to Engage Kritarth Team for Implementation.
Kritarth Team
26 Dec 2018,
From India, Delhi
We wish to contribute to this cause and partner with you in this journey of safety and security of women at work place by enabling them with knowledge and creating a workplace of respect and dignity.
Kindly log on to www.kaizenincorporates.simplesite.com
To book Prakash Gehani for a speaking engagement on POSH for your corporates
Regards
Prakash Gehani
+919868528650/+919819359933
From India, Thane
Kindly log on to www.kaizenincorporates.simplesite.com
To book Prakash Gehani for a speaking engagement on POSH for your corporates
Regards
Prakash Gehani
+919868528650/+919819359933
From India, Thane
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4-Prevention Of Sexual Harassment at the Work Place.doc
Sexual Harassment of women at workplace (Prevention, Prohibition & Redressal) Act 2013.pdf