Key compliances under Protection of Women from Sexual Harassment Act, 2013 : Applicability: The POSH Act applies to companies, workspaces, and establishments employing ten or more individuals, including full-time employees, part-timers, interns, and contract workers. Workplace includes all the places where employees visit for work e.g. offsite or travel locations. 1. Internal Complaints Committee (ICC): Employers must form an ICC to address sexual harassment issues. The committee includes a presiding officer, internal members, and an external member- a lawyer, or from NGOs or women's welfare associations. 2. POSH Policy: Organizations must develop a comprehensive Prevention of Sexual Harassment (POSH) policy, clearly stating its objective to prevent and address sexual harassment at the workplace . 3. Awareness Programs: Employers should conduct regular awareness programs and training sessions for employees to educate them about their rights, the complaint process, and preventive measures. 4. Complaint Mechanism: Employers must establish a confidential complaint mechanism for reporting incidents of sexual harassment. This includes providing a designated email address or helpline number. 5. Timely Resolution: The ICC must resolve complaints within 90 days, ensuring a fair and impartial inquiry. If found guilty, appropriate action should be taken against the harasser. 6. Annual Reporting: Organizations are required to submit an annual report to the government, detailing the number of complaints received, actions taken, and preventive measures implemented. If you face any trouble in complying with the law, feel free to reach out for professional help. We have team of experts who will navigate you through the compliance conundrum. Don't forget to join our WhatsApp group for more legal updates: https://lnkd.in/dC2t4Jrp
