“What it means when Woman-Employees complain of Sexual Harassment”
For the Employers, it means:-
1. Your Employees Still Trust you, Hence Keep their Trust, intact;
2. They do not want at this stage, to Lodge FIR in Police Stations or go to the Courts to seek redressal otherwise your Reputation
sinks;
3. They do not want at this stage, to register their Complains with “She-Box”, an On-line Portal launched by Ministry of Women
& Child Development Ministry, Govt of India in July 2017. Otherwise, besides the Ministry Officials, the District Officer who is
the Monitoring Authority under PoSH Act 2013, start pursuing the Progess on the Complaints;
4. Your Employee-Complainants do not want, at this stage, to make their Complaints known to public including parents, spouse,
Friends etc. lest your Credibility is slost;
5. Your Employee-Complainants, suffer Anxiety Syndrome, Depression, Panic Attacks, Trauma, all in silence, resulting in
Unauthorized Sudden Absence causing Work Output disruptions, Manning Shortages, Pending Work Pile-Up etc, all causing
Business Losses and most Embarrassing to you, Grapevine Talk/Peer-Gossiping; and inter alia,
6. SH Complaints have to be reported in the IC Annual Reports to be prepared and filed by the
Internal Committee Presiding Officer and in Cmpanie Annual Report to be filed before the ROC.
For the Internal Committee, it means,………………...................................... .,To be continued Next Post
Harsh K Sharan,
Spl Educator PoSH Mandatoy Programs,
28.5.2020
From India, Delhi
200For the Employers, it means:-
1. Your Employees Still Trust you, Hence Keep their Trust, intact;
2. They do not want at this stage, to Lodge FIR in Police Stations or go to the Courts to seek redressal otherwise your Reputation
sinks;
3. They do not want at this stage, to register their Complains with “She-Box”, an On-line Portal launched by Ministry of Women
& Child Development Ministry, Govt of India in July 2017. Otherwise, besides the Ministry Officials, the District Officer who is
the Monitoring Authority under PoSH Act 2013, start pursuing the Progess on the Complaints;
4. Your Employee-Complainants do not want, at this stage, to make their Complaints known to public including parents, spouse,
Friends etc. lest your Credibility is slost;
5. Your Employee-Complainants, suffer Anxiety Syndrome, Depression, Panic Attacks, Trauma, all in silence, resulting in
Unauthorized Sudden Absence causing Work Output disruptions, Manning Shortages, Pending Work Pile-Up etc, all causing
Business Losses and most Embarrassing to you, Grapevine Talk/Peer-Gossiping; and inter alia,
6. SH Complaints have to be reported in the IC Annual Reports to be prepared and filed by the
Internal Committee Presiding Officer and in Cmpanie Annual Report to be filed before the ROC.
For the Internal Committee, it means,………………...................................... .,To be continued Next Post
Harsh K Sharan,
Spl Educator PoSH Mandatoy Programs,
28.5.2020
From India, Delhi
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