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 requirement for all organizations, regardless of size or nature. However, I have a query. We already have a very conducive environment for females. So, is it still necessary for us to comply with this law? And if it is mandatory, could you please inform me from which date it has been made compulsory? I have never encountered such laws being implemented in any of my previous organizations. Your insights on this matter would be greatly appreciated.
Thanks,
Jyoti
From India, Jalalpur
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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 requirement for all organizations, regardless of size or nature. However, I have a query. We already have a very conducive environment for females. So, is it still necessary for us to comply with this law? And if it is mandatory, could you please inform me from which date it has been made compulsory? I have never encountered such laws being implemented in any of my previous organizations. Your insights on this matter would be greatly appreciated.
Thanks,
Jyoti
From India, Jalalpur
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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
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From India, Coimbatore
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Policy against sexual harassment of women in the workplace has become mandatory following the enforcement of the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013. This is in continuation of the Supreme Court judgment in Vishaka and Others Vs. State of Rajasthan 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. Additionally, one member should be from outside, with experience in dealing with sexual harassment issues. The policy should define the scope of the Committee.
There are plenty of drafts available on this site. You may also find the attached one useful. You can make necessary changes and implement them in your organization.
Madhu.T.K
From India, Kannur
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4764There are plenty of drafts available on this site. You may also find the attached one useful. You can make necessary changes and implement them in your organization.
Madhu.T.K
From India, Kannur
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Dear Jyoti,
As already pointed out above, the Prevention of Sexual Harassment at Workplace Act was passed in 2013 and has been implemented since then. The burden of ensuring a safe workplace free from sexual harassment is heavily placed upon the employer and the Internal Complaints Committee chairperson. The fine for violations extends up to the cancellation of business registration. Therefore, please ensure that you have an ICC in place and also conduct an awareness program for all the employees in the organization.
Thank you.
From India, Pune
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As already pointed out above, the Prevention of Sexual Harassment at Workplace Act was passed in 2013 and has been implemented since then. The burden of ensuring a safe workplace free from sexual harassment is heavily placed upon the employer and the Internal Complaints Committee chairperson. The fine for violations extends up to the cancellation of business registration. Therefore, please ensure that you have an ICC in place and also conduct an awareness program for all the employees in the organization.
Thank you.
From India, Pune
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Can anyone help how to give training on sexual harrasment to employees in office
From India, Pune
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From India, Pune
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I don't think that there is any need for training in this matter, although there are many training sessions currently taking place on this topic. If you decide that your workplace should be free from sexual or any other kind of harassment, that should be the standard, and no training is necessary to help employees understand what falls under the purview of sexual harassment, which actions are considered harassment, and how to handle a complaint effectively.
From India, Kannur
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From India, Kannur
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Dear All,
The POSHAWW Act 2013 has made it mandatory to form ICC in the company employing more than 10 employees and have its own POSH policy. It is also provided that each and every employee, both direct and indirect, is sensitized 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 organization wherein the names of the ICC members, of which half are women and headed by the senior-most lady of the organization, are 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 inquiry is to be held. Finally, an annual return is to be sent to the MD and the Authority.
From India, Pune
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The POSHAWW Act 2013 has made it mandatory to form ICC in the company employing more than 10 employees and have its own POSH policy. It is also provided that each and every employee, both direct and indirect, is sensitized 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 organization wherein the names of the ICC members, of which half are women and headed by the senior-most lady of the organization, are 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 inquiry is to be held. Finally, an 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