Posh Training For Employees

In a notable judgment upholding the principles of procedural fairness under the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 ( POSH Act ), the Bombay High Court in Saurabh Kumar Mallick v. The Comptroller & Auditor General of India & Others highlighted the critical need for Internal Committees (ICs) to conduct impartial, transparent, and legally sound inquiries. The Court emphasized that while the POSH Act aims to protect women from harassment, it equally mandates adherence to natural justice for both complainants and respondents. The case involved Saurabh Kumar Mallick, a senior official, who challenged the findings of an Internal Committee that had found him guilty of sexual harassment. Mallick argued that the inquiry was conducted in violation of the principles of natural justice, including denial of opportunity to present his defense, absence of cross-examination, and lack of proper documentation of evidence. The Bombay High Cou...

The POSH Act has brought about a significant shift in workplace culture in India, particularly in organizations that have taken proactive steps to implement its provisions. Companies that have established robust Internal Complaints Committees (ICCs) and conducted awareness programs have seen a decrease in instances of sexual harassment, as employees are more informed and empowered to report misconduct. Case studies from large corporations like Infosys and TCS show how training programs, workshops, and open-door policies have helped in creating safer workplaces. These organizations report increased employee satisfaction and trust in the grievance redressal process. Employees are now more confident that complaints will be taken seriously and that appropriate action will be taken against offenders. However, there are still gaps in smaller organizations and unorganized sectors where the implementation of the POSH Act is often lax. In these environments, cultural norms may still perpetuate...

The Prevention of Sexual Harassment ( POSH ) Act, 2013, places a significant responsibility on employers to create a safe and respectful workplace. Employers are required to establish Internal Complaints Committees (ICCs) that are responsible for addressing complaints of sexual harassment. The committees must include a majority of female members to ensure impartiality, and the employer must ensure their functioning is transparent and accountable. Along with setting up ICCs, employers must also provide training to employees about what constitutes sexual harassment and the procedure for filing complaints. This training should be mandatory for all employees and should be conducted at regular intervals to keep the workforce informed. Failure to comply with these requirements can lead to penalties for the employer, which may include fines or even the closure of the establishment in extreme cases. In addition to the legal responsibilities, employers must foster a workplace culture that suppo...

The Prevention of Sexual Harassment ( POSH ) Act, 2013, places a significant responsibility on employers to create a safe and respectful workplace. Employers are required to establish Internal Complaints Committees (ICCs) that are responsible for addressing complaints of sexual harassment. The committees must include a majority of female members to ensure impartiality, and the employer must ensure their functioning is transparent and accountable. Along with setting up ICCs, employers must also provide training to employees about what constitutes sexual harassment and the procedure for filing complaints. This training should be mandatory for all employees and should be conducted at regular intervals to keep the workforce informed. Failure to comply with these requirements can lead to penalties for the employer, which may include fines or even the closure of the establishment in extreme cases. In addition to the legal responsibilities, employers must foster a workplace culture that suppo...

The Prevention of Sexual Harassment ( POSH ) Act, 2013, has been a transformative force in shaping workplace culture in India. Over the past decade, the Act has pushed organizations to adopt stricter policies, foster safer environments, and promote gender inclusivity. While significant progress has been made, challenges remain in ensuring full compliance and cultural change. How the POSH Act Has Influenced Workplace Culture Since its implementation, the POSH Act has brought about several positive changes: 1. Greater Awareness and Sensitivity – Employees and employers are now more educated about workplace harassment, leading to better reporting and prevention mechanisms. 2. Stronger Redressal Mechanisms – The establishment of Internal Complaints Committees (ICCs) has provided a structured approach to handling complaints. 3. Zero-Tolerance Policies – Many organizations have adopted strict policies against harassment, reinforcing a culture of accountability. 4. Empowerment of Wome...

The digital era has transformed how organizations approach compliance with the Prevention of Sexual Harassment ( POSH ) Act, 2013. Technology-driven solutions are making it easier for companies to educate employees, track compliance, and streamline reporting mechanisms, ultimately creating safer and more transparent workplaces. How Technology is Revolutionizing POSH Compliance Organizations are increasingly leveraging digital tools to enhance their POSH Act implementation. Some key advancements include: 1. E-Learning and Virtual Training – Online modules and AI-driven simulations make POSH training more engaging and accessible to employees across different locations. 2. AI-Powered Complaint Management Systems – Automated reporting systems ensure confidentiality, provide step-by-step guidance, and help track case progress efficiently. 3. Secure Digital Reporting Platforms – Web-based portals and mobile apps enable employees to report harassment incidents anonymously and securely. ...