Dear HR Professionals,
I was just approached by a consultant to implement the Anti-Sexual Harassment Law in my organization. I went through the details to understand that this is a mandatory thing for all the Org.'s irrespective of size & nature of the Co. But my query is that we have a very conducive environment for females. So is it still mandatory to go for this? And if it is mandatory, from which date has been made mandatory because I never knew any such laws being implemented in any of my previous Organizations also. Kindly share your input.
Thanks
Jyoti
From India, Jalalpur
I was just approached by a consultant to implement the Anti-Sexual Harassment Law in my organization. I went through the details to understand that this is a mandatory thing for all the Org.'s irrespective of size & nature of the Co. But my query is that we have a very conducive environment for females. So is it still mandatory to go for this? And if it is mandatory, from which date has been made mandatory because I never knew any such laws being implemented in any of my previous Organizations also. Kindly share your input.
Thanks
Jyoti
From India, Jalalpur
Hi, Actually we had an auditing in our company, we didn’t register any details on anti sexual & sexual harassment’s law. Is this mandatory. but we having workers association. by R.M.Manoj
From India, Coimbatore
From India, Coimbatore
Policy against sexual harassment of women at workplace has become mandatory following enforcement of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. This is in continuation to the Supreme Court judgement in Vishaka and Others Vs. State of Rajastan and others in 1997. Accordingly an Internal Complaints Committee is required to be formed. This committee will consist of four to six members of which the presiding officer and at least 50% of the members should be women. Again one member should be from outside having experience in dealing with sexual harassment issues. The policy should define which all will come under the scope of the Committee.
There are a plenty of drafts available in this site. You may also find the attached one useful. You can make necessary changes and implement in your organisation.
Madhu.T.K
From India, Kannur
4240There are a plenty of drafts available in this site. You may also find the attached one useful. You can make necessary changes and implement in your organisation.
Madhu.T.K
From India, Kannur
dear Jyoti,
As already pointed out above, the Prevention of Sexual Harassment at workplace act was passed in 2013 and is implemented since then, the burden of having a safe workplace free from sexual harassment is cast upon the employer heavily and the Internal Complaints committee chairperson also. The fine for violation extends upto cancellation of business registration. Therefore please ensure that you have a ICC in place and also conduct the Awareness programme for all the employees in the organisation.
From India, Pune
As already pointed out above, the Prevention of Sexual Harassment at workplace act was passed in 2013 and is implemented since then, the burden of having a safe workplace free from sexual harassment is cast upon the employer heavily and the Internal Complaints committee chairperson also. The fine for violation extends upto cancellation of business registration. Therefore please ensure that you have a ICC in place and also conduct the Awareness programme for all the employees in the organisation.
From India, Pune
I don't think that there is any need for a training in this matter, though there are a lot of training sessions going on about this. If you decide that your workplace should be free from sexual or any other kind of harassment, that should be and there is no need of any training to make the employees understand what all will come under the purview of sexual harassment, what all acts cannot come under harassment, how to deal with a complainant, etc.
From India, Kannur
From India, Kannur
Dear All,
The POSHAWW Act 2013 has made it mandatory to form ICC in the company employing more than 10 employees and have its on POSH policy. It is also provided that each and every employee both direct and indirect are sensitised by creating awareness sessions about the provisions of this Act. The Act primarily creates an obligation on the employer to ensure that the workplace for women working in the company is safe from any kind of sexual harassment and that she can perform her duties freely and fairly. So the machinery in the form of ICC is set up to deal with harassment concerns which have to be submitted in writing to the committee. For this purpose a Sexual Harassment Policy should be prepared for the organisation wherein the names of the ICC members of which half are women and headed by a senior most lady of the organisation is in place. Quarterly meets are indicated to monitor harassment concerns. An advocate is required to be an external member of the committee so that she advises the ICC about the procedure to be followed in case an enquiry is to be held. Finally annual return is to be sent to the MD and the Authority.
From India, Pune
The POSHAWW Act 2013 has made it mandatory to form ICC in the company employing more than 10 employees and have its on POSH policy. It is also provided that each and every employee both direct and indirect are sensitised by creating awareness sessions about the provisions of this Act. The Act primarily creates an obligation on the employer to ensure that the workplace for women working in the company is safe from any kind of sexual harassment and that she can perform her duties freely and fairly. So the machinery in the form of ICC is set up to deal with harassment concerns which have to be submitted in writing to the committee. For this purpose a Sexual Harassment Policy should be prepared for the organisation wherein the names of the ICC members of which half are women and headed by a senior most lady of the organisation is in place. Quarterly meets are indicated to monitor harassment concerns. An advocate is required to be an external member of the committee so that she advises the ICC about the procedure to be followed in case an enquiry is to be held. Finally annual return is to be sent to the MD and the Authority.
From India, Pune
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Anti Sexual Harassment Policy.doc
Sexual Harassment.pdf