February 2024

Companies often fulfil operational requirements such as cooking, maintenance, security by recruiting an agency that in turn employs the right people. These employees work for the company but are paid and managed by the agency. Smaller companies often hire a domestic worker for similar requirements.  In such a scenario, what is the extent of the […]

The Sexual Harassment of Women in the Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (PoSH Act) is comprehensive, and well-thought-out law. This law covered virtual spaces as workplaces even before the pandemic!  It has other unique features like the setting up of an Internal Committee (IC) as well as providing this committee with quasi-judicial powers

“My colleague has touched me inappropriately but there is no evidence, no witnesses either. I don’t think anyone will believe me. Will the IC take me seriously?” Bhanwari Devi’s courage when fighting her case and Jyoti Singh’s horrendous rape and murder case in 2012 heralded a watershed moment in Indian law. The result was the

“As an IC, it’s hard to understand how to process evidence when it comes to cases of sexual harassment. What if there is no evidence?” One of the several progressive approaches taken by Indian law includes how to approach and examine evidence in sexual harassment cases. To this effect, the Prevention of Sexual Harassment of

Actively avoiding bias and conflict of interest play an important role in the functioning of the Internal Committee. In part one of the series, the discussion revolved around how to prepare Internal Committees (ICs) to work in a manner that does not allow for bias and conflict of interest. This begins from choosing internal committee