Higher Work Productivity and Secure Workplace Environment with PoSH Law
The PoSH law defines an employer to mean any person responsible for the management, supervision and control of the workplace and management includes the person or board or committee responsible for formulation and administration of policies for such organisation.
The employer is duty-bound to initiate disciplinary action against the officer involved in sexual harassment, as it involves the human dignity of women enshrined under Articles 14, 15 and 21 of the Constitution and the inquiry must be fair and reasonable.
The Employer is responsible to maintain and educating the employee about the PoSH harassment. He / she prohibits inappreciable behaviour towards other employees that counts in workplace harassment.
He / she is responsible for conducting awareness, orientation and sensitization sessions and ensures an extensive framework for redressal.
Preparation of Annual Report
It was identified through many surveys that very few Indian employees used to comply with the rules of the PoSH harassment Act. The majority of Indian employers did not see it as a legal requirement for a workplace that had more than ten employees. (The PoSH harassment Act mandates the formation of an IC where the number of employees is more than 10.) This gives rise to the need for the PoSH ICC workshop.
An annual report must be prepared by the Internal Complaint Committee enrolling the total number of cases considering sexual harassment and the steps taken. The details of every instance along with the justification and the inquiry process needs to be assembled. It is to be submitted to the district officer under the surveillance of the employer of the concerned company.
e-Learning
The training and workshops related to PoSH Policy is not just a skill development course. It forms an essential part of the legal framework for any company. Indian law mandates the companies to comply with the PoSH Policy.
e-Learning makes the process of learning hassle-free. These come with downloadable certificates. Not everyone is comfortable talking about a sensitive topic like Sexual harassment. e-Learning will give them a fair chance to speak up confidently and relate to things.
Sexual harassment has various forms. Even stalking can turn into sexual harassment when it starts bringing distress to the woman. In many cases, the victim is threatened physically which hampers her work efficiency.
Final Words
The PoSH Act came into force in 2013, guaranteeing to protect women from any kind of sexual harassment at the workplace. It was observed by many organizations that very few Indian employees were compliant with the rules of the PoSH act. A maximum number of Indian employers did not entertain it as a legal requirement for a workplace that had more than ten employees. This brings the need for the PoSH workshop.
Following PoSH guidelines is a very important part of the legal framework at a workplace especially for Human Resource professionals, heads of organizations, Management executives, chartered Accountants, PDU officials, Company Secretaries and a person who is running the business with more than 10 employees.
Rainmaker does routine maintenance of comprehensive training for the committee, employer as well as employee. This will impart the essential abilities for better surveillance of grievances regarding sexual assault at the workplace.
