Ahmad Rizwan’s Post

Workplace harassment is a pervasive issue that affects countless individuals in Pakistan. The Protection Against Harassment of Women at Workplace Act 2010 (Amended in 2022) is a significant stride towards creating safer and more inclusive workplaces in Pakistan. Let's work towards its effective implementation and support NGOs in advocating for more robust measures against workplace harassment. Read more about this legislation in Wejdan's latest blog post: https://ow.ly/87L250QNGY2 #WorkplaceHarassment #SaferWorkplaces #Pakistan

Know Your Rights, Know Your Power! 💪 The Protection Against Harassment of Women at the Workplace Act was enacted in 2010 and serves as a legal framework to address and prevent workplace harassment in Pakistan. It aligns with Pakistan’s international obligations under the Universal Declaration of Human Rights (UDHR) and the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) it’s a shield against: 💬 Unwelcome sexual advances 🚫 Verbal or non-verbal sexual communication 📉 Interference with work performance ❄ Creation of a hostile or offensive work environment ⚠️ Retaliation for reporting misconduct Your workplace should uplift you, not silence or intimidate. Let’s stand together for a harassment-free future. 💪 #MehfoozMaqaam #WorkplaceSafety #KnowYourRights #mehfoozauratmehfoozmustakbil https://lnkd.in/gtjyHQm7

𝙒𝙃𝘼𝙏 𝙃𝘼𝙋𝙋𝙀𝙉𝙀𝘿 𝙉𝙀𝙓𝙏 ⁉️ (will blow your mind) . . Part 2 🌸✨ 🚀 𝕃𝔸ℕ𝔻𝕄𝔸ℝ𝕂 𝕁𝕌𝔻𝔾𝕄𝔼ℕ𝕋𝕊: 🌟 𝗕𝗵𝗮𝗻𝘄𝗮𝗿𝗶 𝗗𝗲𝘃𝗶 𝘃𝘀 𝗦𝘁𝗮𝘁𝗲 𝗼𝗳 𝗥𝗮𝗷𝗮𝘀𝘁𝗵𝗮𝗻 (𝟭𝟵𝟵𝟮) The Supreme Court judgment highlighted the need for workplace sexual harassment guidelines, emphasizing the importance of a safe work environment for women. 🌟 𝗩𝗶𝘀𝗵𝗮𝗸𝗮 𝘃𝘀 𝗦𝘁𝗮𝘁𝗲 𝗼𝗳 𝗥𝗮𝗷𝗮𝘀𝘁𝗵𝗮𝗻 (𝟭𝟵𝟵𝟳) The Supreme Court judgment established the "Vishaka Guidelines," which laid down procedures for employers to prevent and address sexual harassment at the workplace. The guidelines remained in effect until the passage of the 2013 Act. 🚀 𝕆𝕋ℍ𝔼ℝ ℝ𝔼𝕃𝔼𝕍𝔸ℕ𝕋 𝕊𝔼ℂ𝕋𝕀𝕆ℕ𝕊: 🧠 𝗦𝗲𝗰𝘁𝗶𝗼𝗻 𝟵: Process for filing and addressing complaints. 🧠 𝗦𝗲𝗰𝘁𝗶𝗼𝗻 𝟭𝟭: Penalty for false complaints. 🧠 𝗦𝗲𝗰𝘁𝗶𝗼𝗻 𝟭𝟮: Penalty for employers who fail to comply. 🧠 𝗦𝗲𝗰𝘁𝗶𝗼𝗻 𝟭𝟰: Protection for victims and witnesses. 🚀 𝕀𝕄ℙ𝔸ℂ𝕋 𝕊𝕆 𝔽𝔸ℝ: ✅ Over 𝟮𝟬 𝗹𝗮𝗸𝗵 women benefited ✅ 𝟳𝟱,𝟬𝟬𝟬+ cases registered ✅ 𝟭𝟬,𝟬𝟬𝟬+ employers updated their policies ✅ 𝟵𝟬% increase in reporting of sexual harassment cases ✅ 𝟴𝟱% of workplaces now have an Internal Complaints Committee (ICC) Share Your Story! Comment below with your experiences! Rachnakar Mansi Singh 🪷 #SexualHarassmentAct #WomenAtWork #SafetyFirst #Empowerment

🌟 Course of the Week Sexual Harassment in the Workplace 🌟 Our Sexual Harassment in the Workplace course has been updated to reflect the new Worker Protection (Amendment of Equality Act 2010) Act 2023 regulations. ❗ Until now, the onus was on individual workers to make a complaint if they experienced sexual harassment. For the first time, employers will have a proactive legal duty to take reasonable steps to prevent sexual harassment of their workers. ❗ Crucially the new legal duty will also require employers to protect their workers from harassment by a third party, such as a customer, client, patient, or member of the public. 🗣️ This concern was highlighted in the TUC poll, which found 52% of women aged 18 to 34 said they had experienced harassment from a third party while at work. Employers can now be held liable if they fail to protect staff from such harassment, creating a safer and more inclusive workplace. Please see the link to our online course, helping you stay complaint with the above and more. https://lnkd.in/exEFycgU Don't forget to Sign up for our Monthly Newsletter here to keep up to date with all things HR & H&S https://lnkd.in/eatCGE22 #SexualHarrassment #RegulationChange #ReasonableSteps #EmployersDuty #HR #HealthandSafety #CCS

Bullying and harassment in workplaces cost employers $1.34 billion between 2021 to 2022 - and it could hit $1.5 billion in 2023, according to a new report from the Te Kāhui Tika Tangata Human Rights Commission with KPMG. https://hubs.la/Q02xKDP-0 #HRInsights #WorkplaceSafety #EmployeeWellBeing #DiversityAndInclusion

🌟 Course of the Week Sexual Harassment in the Workplace 🌟 Our Sexual Harassment in the Workplace course has been updated to reflect the new Worker Protection (Amendment of Equality Act 2010) Act 2023 regulations. ❗ Until now, the onus was on individual workers to make a complaint if they experienced sexual harassment. For the first time, employers will have a proactive legal duty to take reasonable steps to prevent sexual harassment of their workers. ❗ Crucially the new legal duty will also require employers to protect their workers from harassment by a third party, such as a customer, client, patient, or member of the public. 🗣️ This concern was highlighted in the TUC poll, which found 52% of women aged 18 to 34 said they had experienced harassment from a third party while at work. Employers can now be held liable if they fail to protect staff from such harassment, creating a safer and more inclusive workplace. Please see the link to our online course, helping you stay complaint with the above and more. https://lnkd.in/e4E3g5cm Don't forget to Sign up for our Monthly Newsletter here to keep up to date with all things HR & H&S https://lnkd.in/egtGVa8F #SexualHarrassment #RegulationChange #ReasonableSteps #EmployersDuty #HR #HealthandSafety #CCS

I'm back! After a week away in Turkey for a much needed relaxing break and some sun, I'm ready to dive back into work! Whilst I was away, the Worker Protection Act 2023 came into effect, placing more responsibility on employers to prevent sexual harassment. Compensation for successful claims in an Employment Tribunal can now be increased by up to 25%, with no cap on awards for any harassment claim. Watch out for details on our upcoming webinar in early November for employers, HR professionals, and managers, providing you with guidance and advice on the prevention of sexual harassment in the workplace. Missing the sun already! Hollie Wells #SaxonHRwithheart #employmentlaw

According to a new report from the New Zealand Human Rights Commission with KPMG, bullying and harassment in workplaces cost employers $1.34 billion between 2021 to 2022 - 𝐚𝐧𝐝 𝐢𝐭 𝐜𝐨𝐮𝐥𝐝 𝐡𝐢𝐭 $1.5 𝐛𝐢𝐥𝐥𝐢𝐨𝐧 𝐢𝐧 2023. This serves as a reminder to Employers of the importance in establishing well-defined policies and procedures to prevent and address such incidents. With the support of our Team, you can achieve this by: - Implementing comprehensive training programmes for employees and managers to create awareness, promote prevention, and develop a culture of respect and inclusivity within the workplace. - Fostering an open and supportive environment where employees feel safe reporting incidents, have access to independent complaints services, and where workplace investigations are prompt. 𝐅𝐨𝐫 𝐦𝐨𝐫𝐞 𝐢𝐧𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐨𝐧 𝐨𝐧 𝐡𝐨𝐰 𝐲𝐨𝐮 𝐜𝐚𝐧 𝐩𝐫𝐞𝐯𝐞𝐧𝐭 𝐭𝐡𝐞 𝐜𝐨𝐬𝐭𝐬 𝐨𝐟 𝐛𝐮𝐥𝐥𝐲𝐢𝐧𝐠 𝐚𝐧𝐝 𝐡𝐚𝐫𝐚𝐬𝐬𝐦𝐞𝐧𝐭 𝐢𝐧 𝐭𝐡𝐞 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞, 𝐠𝐞𝐭 𝐢𝐧 𝐭𝐨𝐮𝐜𝐡 𝐰𝐢𝐭𝐡 𝐮𝐬 𝐭𝐨𝐝𝐚𝐲. 📞 https://lnkd.in/gbJmENKG #HRInsights #WorkplaceSafety #EmployeeWellBeing #DiversityAndInclusion #NewZealandLaw

Understanding and Addressing Women Harassment at the Workplace in Pakistan *Scope:* - Definition of workplace harassment - Types of harassment (verbal, non-verbal, physical, and emotional) - Impact on victims and organizations - Legal framework in Pakistan (The Protection against Harassment of Women at the Workplace Act 2010) - Responsibilities of employers and employees *Forum:* - The Federal Ombudsman for Protection against Harassment of Women at the Workplace - Provincial ombudsmen - Employer's internal complaint committee *How to Complain:* 1. Submit a written complaint to the employer or relevant ombudsman 2. Provide detailed information about the incident(s) 3. Attach supporting evidence (witness statements, documents, etc.) 4. Receive acknowledgment and updates on the investigation and outcome *Punishments:* - For employers: - Failure to constitute an inquiry committee: fine up to PKR 100,000 - Failure to implement recommendations: fine up to PKR 500,000 - For perpetrators: - Cancellation of employment contract - Fine up to PKR 500,000 - Imprisonment up to three years *Additional Measures:* - Employers must: - Display anti-harassment policies and procedures prominently - Provide training and awareness programs - Ensure confidentiality and protection for complainants - Employees must: - Report incidents promptly - Cooperate with investigations - Respect the rights and dignity of colleagues.

Supreme Court Mandates Consistent Implementation of POSH Act in Government and PSU Workplaces- 👏 The Supreme Court of India has mandated that the Prevention of Sexual Harassment (POSH) Act be uniformly implemented across all government organizations and public sector undertakings (PSUs) throughout the country. This order applies to all states and Union Territories, ensuring that every workplace with 10 or more employees, regardless of the sector, must establish an Internal Complaints Committee (ICC) to address sexual harassment complaints. The Court's ruling emphasizes the need for consistent enforcement of the law, aiming to create a safe and fair work environment for women. It stresses that all employers, including government bodies and PSUs, are required to implement the law’s provisions effectively, providing an accessible process for reporting and resolving incidents of harassment. This decision strengthens the framework for protecting women's rights and promoting workplace safety.