POSHforWomen’s Post

The PoSH Act, 2013 typically refers to The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013. This Act is designed to prevent sexual harassment of women at workplaces and create the safe and secure work environment. PoSH is applicable to any organization having 10 or more people working. Non-compliance of PoSH can lead to the fine in crores, even closure of the business. Most importantly, it can lead to serious, severe and permanent damage to the reputation and goodwill of the organization. Remember, the cost of non-compliance is always higher than the cost of compliance. We, Advaya HR Solutions, have a deeper understanding of the regulatory setting and provide specialized services to organizations. Reach out to us for any assistance in complying with PoSH. #YourvirtualCHRO #TrustedHRpartner #PreventionofSexualHarassment #statutorycompliance #statutoryaudit #training #poshtraining #poshawareness #poshcompliance #PoSH

Reflecting on a Decade of the PoSH Act: Progress, Challenges, and the Road Ahead 🌟 In 1997, the Vishakha Guidelines laid the groundwork for addressing workplace harassment. By 2013, India solidified these principles with the enactment of the Prevention of Sexual Harassment (PoSH) Act. Now, over a decade later, it's time to assess its impact: Many organizations view compliance as a checkbox rather than a commitment. There are many who don't even have an IC or policy in place. But there are others who understand its importance and are taking many steps to create awareness, have a policy, conduct regular training sessions and create a safe workplace.Here's what we believe can drive real change: 1️⃣ Gender-Neutral Policies: Workplace harassment affects everyone—regardless of gender. Broadening the scope of the PoSH Act can create a more inclusive environment. 2️⃣ Stringent Oversight: Introducing stricter penalties for non-compliance will ensure organizations prioritize safety and respect over mere regulatory adherence. 3️⃣ Awareness and Education: Public understanding of workplace rights and avenues for recourse is vital. The government and organizations must invest in campaigns to educate individuals about the Act. We also call on leaders to embrace these measures not just as compliance, but as core values. Let’s build workplaces where every employee feels safe, respected, and empowered to thrive. Together, let’s continue fostering safe, inclusive, and supportive workplaces 🙌 #GenderEquality #PoSHAct #WorkplaceInclusion #DiversityAndInclusion #leadership #surekharitesh #darshanakedare #hrcompliance #trainingconsultant

Stay compliant and maintain a safe workplace with POSH Act guidelines ✔️ The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, aims to create a safe and respectful work environment for all women. Compliance with the POSH Act is not just a legal obligation; it's a crucial step towards building a positive and inclusive workplace culture. To ensure compliance with the POSH Act, key steps include: 🛡Establishing an Internal Complaints Committee (ICC) → A functional ICC is essential to investigate and address complaints of sexual harassment promptly and fairly. 🛡Mandatory Employee Training → Regular training sessions raise awareness about sexual harassment, its forms, and the consequences. 🛡Grievance Redressal Mechanism → A transparent system for reporting incidents confidentially ensures that employees feel safe and empowered to speak up. 🛡Annual Compliance Report → Filing an annual report with the District Officer demonstrates a commitment to transparency and accountability. 🛡Clear Policy Communication → Communicating the POSH policy effectively to all employees ensures everyone understands their rights and responsibilities. By prioritizing POSH Act compliance, you not only fulfil your legal obligations but also cultivate a workplace where respect, dignity, and equality thrive. Contact us today to learn more about how our HR outsourcing services can help you create a safe and inclusive environment for all your employees ✌🏻 #FlexiVentures #POSHActCompliance #WorkplaceSafety #SafeWorkplace #EmployeeSafety #POSHPolicy #WorkplaceCulture #EmployeeRights

Reflecting on a Decade of the PoSH Act: Progress, Challenges, and the Road Ahead 🌟 In 1997, the Vishakha Guidelines laid the groundwork for addressing workplace harassment. By 2013, India solidified these principles with the enactment of the Prevention of Sexual Harassment (PoSH) Act. Now, over a decade later, it's time to assess its impact: Many organizations view compliance as a checkbox rather than a commitment. There are many who don't even have an IC or policy in place. But there are others who understand its importance and are taking many steps to create awareness, have a policy, conduct regular training sessions and create a safe workplace for all. Here's what we believe can drive real change: 1️⃣ Gender-Neutral Policies: Workplace harassment affects everyone—regardless of gender. Broadening the scope of the PoSH Act can create a more inclusive environment. 2️⃣ Stringent Oversight: Introducing stricter penalties for non-compliance will ensure organizations prioritize safety and respect over mere regulatory adherence. 3️⃣ Awareness and Education: Public understanding of workplace rights and avenues for recourse is vital. The government and organizations must invest in campaigns to educate individuals about the Act. We also call on leaders to embrace these measures not just as compliance, but as core values. Let’s build workplaces where every employee feels safe, respected, and empowered to thrive. Together, let’s continue fostering safe, inclusive, and supportive workplaces. 🌏 Darshana Kedare Zeenat Jahan Poorva Gupta Riddhi Doshi Semira Khaleeli #GenderEquality #PoSHAct #WorkplaceInclusion #DiversityAndInclusion #Leadership

From 26 October 2024 the Worker Protection (Amendment of Equality Act 2010) Act 2023 will also come into force which will introduce a new duty for employers to take ‘reasonable steps’ to prevent sexual harassment at work. If a tribunal claim is brought against an employer and they are found to have breached this duty then tribunals will have the power to implement an increase in compensation by up to 25%. Employers must be proactive in preventing sexual harassment in the workplace and must not wait until an incident occurs before taking action. Some of the proactive steps that can be taken include: ✅ Consulting with staff to establish any potential areas of risk ✅ Collaboratively developing risk assessments with staff ✅ Creating a specific Sexual Harassment policy ✅ Providing training for ALL staff, not just managers, so that everyone is aware of their responsibilities and what behaviours are not acceptable ✅ Establishing clear channels for reporting concerns If you require any assistance to understand your new obligations, would like to discuss training related to sexual harassment or want to create a new policy then get in touch with us at CUBE HR. #WorkplaceSafety #SexualHarassmentPrevention #EqualityAct2023 #EmployerResponsibilities #HRCompliance #WorkplacePolicy #EmployeeTraining #ProactiveHR #CubeHR

Did you know that the POSH Act makes it mandatory for companies to submit an annual report on sexual harassment incidents? However, the law has yet to specify a specific due date for submission. The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, referred in short as the POSH Act, is another step towards the creation of a safe workplace. This instructs organisations to make annual submissions on incidents related to workplace harassment. This is another step in ensuring transparency and accountability. Though the law has specified comprehensive guidelines towards the creation of a safer workplace, it misses out on one aspect. It is yet to mandate a specific due date for submission of these reports. Due to this gap, there are chances of inconsistencies in the reporting procedure, which may affect the objectivity of the Act. For employers, ensuring a safe working environment is a responsibility. Therefore, it is their responsibility as well to not just follow the prescribed process but also advocate for a clear timeline that makes compliance a timely activity. Both organisations and employees should be aware of this and take proactive steps that address this regulatory gap. This will be another step towards building a safer work environment. Diligent monitoring and open dialogue are a must for enforcing workforce safety standards. Drop a query at sales@coreintegra.com or 8097588801. Know more about us at coreintegra.com . . . #POSH #WorkplaceSafety #EmployeeRights #SexualHarassmentAct #HRCompliance #GenderEquality #EmployeeProtection #CoreIntegra

The POSH Act, 2013 mandates that every organization in India with over 10 employees must establish an Internal Complaints Committee (ICC) to address workplace harassment issues. However, despite this legal requirement, a survey by the National Commission for Women (NCW) reveals that a significant number of companies are still non-compliant. Creating a safe and inclusive work environment is not only a legal obligation but also a critical step toward fostering trust and respect within teams. Are you confident that your organization is POSH compliant? Aaraambh can help you achieve full compliance with our expert POSH consultancy services. Contact us: miniganguly98@gmail.com Seema Chauhan #POSHCompliance #WorkplaceSafety #InclusiveWorkplace #HRBestPractices #CorporateGovernance #POSHAct2013 #WorkplaceHarassment #EmployeeWellbeing #SafeWorkEnvironment #BusinessResponsibility #Aaraambh

Ensuring a Safe Workplace: Understanding PoSH in India 🚨👩⚖️ The Prevention of Sexual Harassment (PoSH) Act, 2013, was enacted to safeguard employees, particularly women, against sexual harassment at the workplace. It's crucial for businesses of all sizes to understand their responsibilities under this law. ✨ What does PoSH do? It mandates that every workplace with 10 or more employees set up an Internal Complaints Committee (ICC) to handle harassment complaints. The Act also defines what constitutes sexual harassment, including unwelcome physical contact, sexual advances, or verbal/non-verbal conduct of a sexual nature. It applies to all employees, interns, and contractual workers—ensuring a broad scope of protection. 🔑 Why is it important? A harassment-free environment boosts employee morale, productivity, and trust. Compliance with PoSH ensures legal protection for the company and employees alike. Creating a safe workplace isn’t just about compliance; it’s about fostering respect and equality. Is your workplace PoSH-compliant? 🌟 #POSH #sexualharassmentatworkplace #womenempowerment #legaleducation #legalknowledge #TheLegalOne

NSE Issues Guidelines for Mandatory Compliance with SHe-Box Portal In an effort to ensure a safe and harassment-free workplace for women, the National Stock Exchange of India (NSE) has mandated all trading members with 10+ employees to comply with the SHe-Box portal. This initiative aims to improve the redressal of workplace sexual harassment complaints under the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (SH Act). Read the full article here - https://lnkd.in/gxmE8_YJ #WorkplaceSafety #WomenEmpowerment #NSE #SexualHarassmentPrevention #SHeBox #Compliance #WorkplaceHarassment #Law #WomenAtWork #IndiaLawllp Shiju Pv K P Sreejith Vinod P Veettil Shrishail Kittad Adv Nidhi Singh Abdullah Qureshi Shyam Mohite Ashwin R Anneppanavar Suresh Palav Aaushi Shah Doshi G.P. Yash Vardhan Pranava Charan Tannya Baranwal Nim Dem Dorjee Rahul Sundaram

With new regulations on sexual harassment coming into effect on October 26th, employers must take proactive steps to prevent misconduct rather than waiting for claims. How can HR professionals leverage this opportunity to drive positive change? Will your organisation embrace these changes to create a safer and more inclusive workplace? Share your thoughts in the comments below! #SexualHarassmentAwareness #WorkplaceSafety #HRLeadership #EmployeeWellbeing #hrinrehab #hr