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The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (“PoSH Act”) has been enacted with an objective of preventing and protecting women against workplace sexual harassment and to ensure effective redressal of complaints of sexual harassment. Although the law preventing sexual harassment at workplace has been in force since 2013, there remains lack of clarity on various aspects pertaining to the statute, including what constitutes sexual harassment, obligations of an employer, remedies/safeguards available to the victim, procedure of investigation and criminal consequences of sexual harassment.
An employer, can best defend by proactive compliance with POSH. It is for the employer to implement the duties prescribed, in letter and spirit. This proactive compliance could include real and frequent training and induction of the Internal Committee members and employees, treating sexual harassment as a misconduct and setting up an Internal Committee by appointing qualified and truly eligible committee members who are aware and experienced in dealing with matters and procedural formalities to be adopted in dealing the enquiries of sexual harassment.
This program intends to develop competency and capacity of the respective stakeholders – employers and members of Internal Complaints Committees to have exhaustive knowledge of the law and process to be adopted in conducting enquiry and dealing the cases of sexual harassment in the organisation.
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